The JOY Tests ^TM: World's First in "Total Sales Ability" Assessment ^TM

 

The Testing-Process for Experienced Salespeople / Sales Managers
(Test #1, Test #2 and Test #3: Three Tests of Total Sales Ability™)

The first three tests (Test #1, Test #2 and Test #3) are tests of Total Sales Ability™. Please use them only for testing adequately experienced salespeople or sales managers who have at least three (3) years of relevant "real-world" selling or sales team management experience. See Test Descriptions.

Here's how to test experienced salespeople or sales managers:

1. Email a Screening Test (Test #1): Email a Screening Test (Test #1) invitation to every new applicant (login to your account at www.DanJoy.biz, click on link 3.a.). They may take this test at home.

a. The Screening Test (Test #1) can help you narrow down the pool of applicants to the top few (best ones) for further consideration. Avoid interviewing the non-candidates. Excellent time-leverage for you, as the test-takers take the test on their time, not yours.

b. IMPORTANT: Use the same test (Test #1: Screening Test) for shortlisting salespeople as well as sales managers, at this stage; the Final Test will be different for each role.

2. View the Full Report Card of the Screening Test (Test #1): When the applicant completes the Screening Test (Test #1), the system will email you the applicant's Overall Score.

a. Login, click on link 5.a., and view the full Report Card for Test #1, containing the Sectional Scores, etc., to help you decide whether to consider the applicant further (i.e., whether to give a Final Test then conduct an interview).

b. Highest Scorers "Float" to the Top: The names of the applicants tested will be displayed highest score first (the top scorers will "float" to the top). If you test, say, 500 applicants with a Screening Test (Test #1), you may choose to give a Final Test (Test #2 or Test #3) to just the Top 2% applicants (say, 10 out of 500).

c. CAUTION: When you email the Screening Test (Test #1) invitations, and the applicants take the test from home, you have no way of knowing if they really took it themselves or substituted someone else to take it on their behalf. Hence, please do give a proctored/monitored online Final Test (Test #2 or Test #3) at your premises when the candidate visits you (preferably, just before the interview).

3. Give a Final Test (Test #2 or Test #3): A Final Test is required! Please do not make a final hiring or retention decision without giving a Final Test [i.e., Test #2 for a frontline Salesperson (Non-manager); or Test #3 for a Sales Manager/VP of Sales and Marketing].

a. Why Give a Final Test? Each Final Test (Test #2, Test #3) is more than twice the length of the Screening Test (Test #1), for a more thorough assessment; it can also help protect you against candidate substitution. A Final Test is required! Please do not make a final hiring or retention decision without giving a Final Test.

b. Quick 1-Step Testing: Each Final Test (Test #2, Test #3) is a stand-alone test, and may be given on its own without the Screening Test (Test #1) for quick 1-step testing. Give the Final Test directly if you have already screened the applicants by using some other method or if you are testing your current sales team.

c. When, Where and How? Ideally, give a proctored/monitored online Final Test (Test #2 or Test #3) at your business premises on the day of the interview (prior to the interview) to the shortlisted (top) new candidates only. You may email a Final Test invitation to out-of-town candidates; enforce a "time-window" to deter answer-seeking.

d. Use the Same Level: When you test someone with both the Screening Test (Test #1) and the Final Test (Test #2 or Test #3) then please choose the SAME Level (Level A, Level B or Level C) for administering both of the tests (Screening as well as Final).

4. Quicker / Simpler Interviews: Have the candidate's Final Test (Test #2 or Test #3) Report Card in front of you during the interview. It may help you cut down significantly on your interviewing time. You may spend less time asking sales-related questions (the test would have already done that for you), and may have more time to discuss the test-taker's work-history, achievements, compensation, start-date, etc.

5. Test Your Entire Current Sales Team with a Final Test (Test #2 or Test #3): Give a Final Test (either Test #2 for a frontline Salesperson / Non-manager; or Test #3 for a Sales Manager / Sales Director / VP of Sales & Marketing) directly, without the Screening Test (Test #1), to everyone on your present sales team (minimum 3 years' relevant experience) for promotion, retention or sales training (sales skills gap analysis) purposes.

a. Why Can't I Use the Screening Test (Test #1) on My Present Sales Team? It would be a violation of our Terms & Conditions to give a Screening Test (Test #1) to anyone who is already on your sales team, and can result in the suspension of your account.

b. However, if you are a legitimate employer and you are either the Main Contact or the Alternate Reports Contact specified on your account then you may take a Screening Test (Test #1) yourself once, just to try it out to experience the testing process.

c. The Screening Test (Test #1) is "weighted" differently. It is NOT suitable for testing your current sales team; the Result will be INCONCLUSIVE. Please login then click on link 6.a. or 6.d. to order the Final Test units (Test #2 and/or Test #3) for testing your present (adequately experienced) sales team.

 

The Testing-Process for Entry-Level / Less-Experienced Sales Reps
(Test #4: A Test of Total Sales Talent™, for Sales Trainees)

The fourth test (Test #4) is a test of Total Sales Talent™. Use it if you're recruiting both entry-level and experienced salespeople for the same position and you want just one type of test for all; or, if the test-taker has less than three (3) years of "real world" sales experience. You may also use Test #4 to evaluate a current non-sales employee (with less than 3 years of sales experience) for a possible lateral move into a sales-role at your company. See Test Descriptions.

Here's how to test entry-level or inadequately experienced salespeople:

1. Email a Sales Talent Test (Test #4): Email a Sales Talent Test (Test #4) invitation to every new applicant (login to your account at www.DanJoy.biz, click on link 3.d.). They may take this test at home.

a. The Sales Talent Test (Test #4) can help you narrow down the pool of applicants to the top few (best ones) for further consideration. Avoid interviewing the non-candidates. Excellent time-leverage for you, as the test-takers take the test on their time, not yours.The Sales Talent Test (Test #4) can help you narrow down the pool of applicants to the top few (best ones) for further consideration. Avoid interviewing the non-candidates. Excellent time-leverage for you, as the test-takers take the test on their time, not yours.

b. Alternatively, you may give this test in a proctored/monitored environment at your business premises (you would still email it to the applicant's own/personal email address, but have them check their email from your office to start/take the test).

2. View the Full Report Card of the Sales Talent Test (Test #4): When the applicant completes the Sales Talent Test (Test #4), the system will email you the applicant's Overall Score.

a. Login, click on link 5.d., and view the full Report Card for Test #4, containing the Sectional Scores, etc., to help you decide whether to consider the applicant further and conduct an interview.

b. Highest Scorers "Float" to the Top: The names of the applicants tested will be displayed highest score first (the top scorers will "float" to the top). If you test, say, 500 applicants with Test #4, you may choose to interview just the Top 2% applicants (say, 10 out of 500). Save time and money; avoid the "non-candidates".

c. Stand-alone Test for Quick 1-Step Testing: The Sales Talent Test (Test #4) is a stand-alone test, and is generally given on its own [i.e., without the Screening Test (Test #1) or Final Test (Test #2 or Test #3)].

d. Versatile: You may give the Sales Talent Test (Test #4) to either new applicants or your current employees, provided that the test-taker has less than 3 years of "real-world" sales experience. You may also use Test #4 if you're recruiting both entry-level and experienced salespeople for the same position and want just one type of test for all.

e. Consultative Vs. Transactional Selling: The Sales Talent Test (Test #4) can help you decide whether the test-taker might be better-suited for CONSULTATIVE Selling (Solution Selling, long-term Relationship Building) or TRANSACTIONAL Selling (Quick Conclusion Sales, One Chance Sale, Door-to-Door Selling, etc).

3. Test Your Entire Current Sales Team with a Sales Talent Test (Test #4): Give a Sales Talent Test (Test #4) to everyone on your present sales team (those with less than 3 years' sales experience) for promotion, retention or sales training purposes.

4. Special Scenario: Generally, you would not need to give a Sales Talent Test (Test #4) to any salesperson who has three (3) years or more of real-world sales experience (you would use Test #1 and/or Test #2, instead). However, if it is important for you to know their CONSULTATIVE Selling Aptitude or TRANSACTIONAL Selling Aptitude given the nuances of your own industry (e.g., certain kinds of pharmaceutical sales or healthcare marketing) then you may give an experienced sales rep a Sales Talent Test (Test #4) too (in addition to Test #1 and/or Test #2), for your greater peace of mind regarding their suitability for a Consultative Vs. Transactional sales role.

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