POP TIP IX:

POP Overlay

When preparing to interview a candidate, thoroughly review the POP Report. Note the areas you want to cover in the interview. The points you note will be helpful in the future for training and development strategies.

NOTE: Check with your company's Human Resource Department and/or Legal Department before marking on the POP Report. Your company may or may not have guidelines regarding marking and making notes on personnel documents. Space is provided on many of the report pages for notes, additional questions, and answers.

PAGE 1: POP Snapshot of Sales Potential

Remember to note low scores (column 1) and power scores (column 3). Pay close attention to low scores because these could mean future coaching, training, and development problems.
NOTE: If the POP is from an experienced agent, pay special attention to low scores. You could be inheriting potential problems and habits that may not be correctable.

The Snapshot of Sales Potential is just that — a snapshot. The 16 descriptors in the left-hand column provide a summary of the candidate's potential for each category. These points come from the nine POP scales (PS, EP, AP, IP, PO, INV, SD, CR, and UC), which are discussed in detail in the POP Report.

PAGE 2: Executive Summary

Note the abbreviations and scores at the top of the page. These are the scores for seven (PS, EP, AP, IP, SD, UC, CR) of the nine scales. The PO and INV scores are found on pages seven and eight in the POP Report.

You can transfer these scores to the POP Summary Sheet for a quick overview of the candidate's potential. Note any areas of weakness or concern as you read the comments.

PAGE 3: Predictor Score (PS)

The Predictor Score is the most important POP score. Remember, the this score predicts a candidate's chances for survival in a competitive environment. When the PS is below 40, you have a "Caution." The PS is a composite of the Enterprise Potential (45%), Achievement Potential (40%), and Independence Potential (15%).

Additionally, be sure to look at the other predictive scores — the EP, AP, and IP before making a hiring decision.

PAGES 4-6: Enterprise Potential (EP), Achievement Potential (AP)
and Independence Potential (IP)

These pages provide information in three areas:
1. Selection Considerations: This provides information on a candidate's strengths and weaknesses.
2. Interview Questions: Here are questions you can use as follow-up to confirm the scores.
3. Coaching Suggestions: This provides training and coaching suggestions.

Look closely at the selection considerations in each scale. Note problem and positive points and make appropriate notes for your interview. Use the questions to secure additional information about the candidate and to confirm the assessment.

PAGES 7 & 8: People Orientation (PO) & Investigative Orientation (INV)

These two scales describe a candidate. The format is the same as for previous scales.

PAGE 9: What Will We Have to Do to Keep This Person with Us?

Do not overlook the information on this page. This page summarizes the Retention Considerations. Use this information for your hiring decision and developing strategies for coaching and training.

PAGE 10: Summary of Scores & Cautions

This page is an overview of all the candidate's POP scores. The Summary of Scores and Cautions can be used with your POP Overlay to match your scores with those of the candidate. See POP Tip VIII for details.

Managing Call Reluctance

Managing Call Reluctance begins a new section of the POP and the call reluctance information is on pages one through four. There are four call reluctance profiles which reflect the candidate's attitude toward:
1. Managing Rejection
2. Prospecting Orientation
3. Commitment to Product
4. Commitment to a Sales Career

The four Call Reluctance Reports are broken into 3 sections:
1. Overview: Describes the candidate's attitude toward each call reluctance profile.
2. Question Analysis: This describes how the candidate responded to the questions on page three of the POP Assessment. You might want to review these questions.
3. Candidate Interview Questions: Questions to ask regarding each profile.

NOTE: A candidate's attitude toward Call Reluctance means that you can teach through a situation.

Candidate Feedback on the Results of the Personal Orientation Profile (POP)

Don't overlook the last section of the POP. These last three pages provide a valuable summary for you and equally valuable feedback for the candidate. Remember that the candidate is also making a career decision, and you should want the candidate's decision to be a good one, too.

Page one covers Personal Strengths/Career Needs. The five sub-sections cover the EP, AP, IP, PO, and INV, SD, and CR. Again, this is an excellent summary of the candidate's strengths and weaknesses.

Page two covers What to Seek/What to Avoid in a Job. The summary paragraphs reflect the type of career for which the candidate is best suited.

You can use this section in the following ways:
1. Your candidate has spent time in interviews and taking assessments. Take the time to give the candidate the valuable feedback from the POP. This can be a value added and an opportunity for you. Photocopy the POP and give a copy to your candidate to read, whether the report is positive or negative. If negative, the candidate will usually deselect the career opportunity. This allows you an opportunity to secure referrals.
2. Before the candidate leaves, you might say, "You know the characteristics of the candidate we are seeking. Who do you know . . . ."
You might be surprised by the good will and number of candidate referral you will receive.

Use the POP Investment Wisely

You, your company, and the candidate have an investment in the POP Assessment, either time or money or both. Among the many benefits of the POP is that it provides you an objective assessment of the candidate's match with you and other agency management leadership and the potential for success in a competitive sales.

The POP is designed to assist you in your selection process and to support your decision making process. Remember, when you have two or more "Cautions," think long and hard about the potential for a candidate's success in competitive sales and the amount of time and money you, your staff and your company will invest.

Once your candidate has joined your agency, review the results once or twice a month to ensure your coaching and training strategies are appropriate. If you have an agency training person, make sure you review the POP results and the coaching and training strategies for the candidate with the trainer.

Taking the time to thoroughly review the POP Report will save you time and money in the long run.

Used wisely, the POP should bring you and your agency increased agent retention and productivity. That's a win-win situation!

If you have questions on any of the information on this POP TIP,
please call us directly at (508) 746-6995, or e-mail us at jkerchgavoni@comcast.net.

Feel free to forward this POP Tip and give friends
& associates a chance to sign up.

Visit The Diversified Group at www.div-group.com!