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Advanced Pro Technologies provides you the critical information needed in the recruiting process to identify the best person for the opportunity you have available. Our assessments are back by more than 40 years of scientific research and have been taken by more than 2 million candidates. Unlike personality tests which identify different personality types and how someone is hard-wired, behavioral assessments show how someone will adapt to their surroundings and how well they fit within a particular job and environment. Turnover will cost you at least 33% of a worker’s annual salary to replace them. This staggering cost makes it imperative that you know whether a future employee has both the right skills and behaviors necessary to succeed.

Our assessment portfolio ensures that we have the right assessment to meet your needs. One of our most sought after assessments is the SPQ*Gold/FSA® Profile. Using state of the art psychometric science, the assessment ensures it measures what matters. Measuring 16 known types of Sales Call Reluctance and 7 Call Reluctance Impostors, the easy to read reports lend themselves to be a manager’s dream as a coaching and development tool.

Utilizing behavior based assessments is an essential tool in both the recruiting effort and the talent development process. Contact us today to learn more about the various assessments we have to offer and the benefits they can provide your organization:

Our comprehensive assessment portfolio includes the following:

SPQ*Gold® Profile

SPQ*GOLD®: THE SALES PREFERENCE QUESTIONNAIRE  (Sales Assessment)

Our flagship assessment. The only test in the world specifically engineered to detect and measure all twelve types of Sales Call Reluctance®, call reluctance impostors, and more.

SPQ*GOLD®: THE SALES PREFERENCE QUESTIONNAIRE

SPQ*GOLD®: THEORETICAL FOUNDATIONS

Assessment:

The Sales Preference Questionnaire™ (SPQ*GOLD®) is a limited purpose self-descriptive instrument used to assess the presence, predisposition, and degree of sales call reluctance® in candidates for sales positions. It is also used to provide assessment-based support for training and developmental applications with current salespeople.

SPQ*GOLD® measures all 12 call reluctance® types, three call reluctance “impostors,” and includes three scales used to detect non-standard attitudes toward completing the instrument. One scale, the “Brake” score, is a statistical composite computed from aggregating scores from the 12 diagnostic sub-categories, and is interpreted as an overall estimate of the effort which could have been available to support sales prospecting but is instead diverted into non-productive coping behaviors intended to reduce emotional discomfort associated with prospecting for new business.

Research:

SPQ*GOLD® has been the subject of numerous research efforts aimed at establishing its utility when used as intended. These studies, some of which are proprietary to the sponsoring organizations, make SPQ*GOLD® one of the most validated applications for assessing salespeople in use today. Current applications are based on more than 800,000 administrations internationally, making it the most widely used diagnostic instrument for assessing sales call reluctance® in the world. Summaries of some of the most recent studies are available for review on our Research Page. New studies are regularly completed, continuing a research program originally begun in the early 1970’s.

Theory:

Inhibited Social Contact Initiation Syndrome (ISCIS) is an aggregation of emotion-based escape and avoidance behaviors particularly associated with the act of initiating first social contact. It was originally postulated by Dudley and Goodson in the 1970’s and is distinguishable from broader concepts such as social anxiety by the type, degree, onset and limited specific nature of the symptoms. ISCIS symptoms are provoked only by behaviors associated with meeting new people and subside or cease altogether once first contact has been successfully established. It can be observed across contact-dependent life and work settings such as business, government, academics, fundraising, dating and other settings where an individual’s likelihood of moving closer to self-selected goals is directly linked to the frequency, quantity and quality of new social contacts.

When ISCIS limits the contact initiation behaviors of direct salespeople, called “sales prospecting,” it is termed “sales call reluctance®.” Although sales environments can and usually do differ radically from setting to setting, success in sales invariably requires the generation of new business, ultimately measured by increased revenue.dd Thus, contact initiation with prospective buyers is a core competency for salespeople, and failure to “prospect” consistently for new business is the most frequently cited reason for poor sales performance. Neural network studies, using only call reluctance measures and unambiguous (objective) outcome measures such as dollars of commissions actually earned, have shown that contact initiation with prospective buyers, or the lack thereof, can predict high and low sales producers with up to 73% accuracy. So far, 12 distinct forms of sales call reluctance® have been identified.

Contact initiation with prospective buyers is necessary but not sufficient for success in sales. Other factors become equally if not more important once first contact has been made. However, contact initiation comes first. Initiating contact with prospective buyers on a consistent basis must occur before sales can be made, regardless of product sold, sales training provided, production incentives, sales supports or market conditions.

SPQ*Gold/FSA® Profile
  • A state of the art psychometric science. It Measures What Matters. For most hiring managers what matters is, “Will the candidate prospect consistently or do other sales activities consistently each day? Removing the “wiggle room” the FSA measures 16 known types of Sales Call Reluctance and 7 Call Reluctance Impostors. The easy to read reports lend themselves to be the manager’s dream as a coaching and development tool.  Multiple reports available
  • All sales personnel
Recruiting Preference Measure

The RPM™ is the world’s only suite of assessments specifically designed to estimate the likelihood of success in professionals who are responsible for recruiting. Based on the pioneering Sales Call Reluctance® research of George W. Dudley and Shannon L. Goodson, the RPM™ focuses on the critical link between consistent contact initiation and recruiting results. Separate test booklets are available for experienced and inexperienced recruiters, and even for recruiters in the insurance and/or real estate industry.

RPM™ FEATURES:

  • 184 questions – takes 45-60 minutes to complete
  • Measures foundational contact initiation issues, including Recruiting Motivation, Goal Clarity and Goal “scatter”
  • Reports on 15 separate areas of inhibited contact initiation, including Telephobia (discomfort with telephone recruiting), Social Self-Esteem (discomfort contacting “upscale” individuals), Over-Preparation (needing to feel totally prepared before initiating contact), Image Projection (letting image get in the way of seeking out recruits), Referral-Networking (hesitation to utilize existing contacts to find new recruits) and more.
  • Comprehensive narrative report outlines presence, severity and possible behavioral consequences of each measured behavior.

Part of the ROSE™ PsychScore® suite of computer-scored assessments

Career Styles Inventory

This comprehensive assessment is specifically designed to measure personality-like influences on behavior in the workplace. Not a broad-brush “personality” test, the CSI™ avoids potential legal pitfalls that can result from asking questions which are personal, intrusive or not clearly related to employment situations. All questions focus on work-related preferences and provide straightforward, “need to know” information to help employers and individuals make important career development decisions.

CSI FEATURES:

  • 394 questions — takes 60 – 90 minutes to complete
  • Results are reported as 34 separate scales grouped into five behavior-based categories: Interpersonal Style, Learning Style, Work Orientation, Decision Making Style, and Stress/Frustration Management, plus scales to gauge attitudes toward the questionnaire itself
  • Comprehensive narrative report outlines presence, severity and possible behavioral consequences of each measured behavior

WHO SHOULD TAKE THE CSI:

  • Team leaders/members – when cooperation and consistency of purpose are critical
  • Key management personnel – to ensure proper “fit” with corporate style and policies
  • Business partners – to help gauge compatibility, minimize areas of conflict and achieve effective division of labor
  • Hiring managers – to codify personal/departmental expectations and provide a benchmark for evaluating new employees
  • Individuals – to help identify desirable career settings and uncover potential obstacles to productivity

Part of the ROSE™ PsychScore® suite of computer-scored assessments

Selling Styles Inventory
Selling Style Profile Analysis

There’s more to selling style than you think. Four-factor “personality” grids — the norm in many popular sales assessments — don’t tell the whole story. Instead of trying to force-fit yourself into somebody else’s mold, why not get some real insight into your selling behavior?

SELLING STYLES PROFILE ANALYSIS™

The Selling Styles Profile Analysis™ is based on a pioneering six-factor model developed by George Dudley and Shannon Goodson. Easy to complete and a snap to interpret, the SSPA™ provides a detailed, colorful report of the strengths and possible limitations of your two primary selling styles:

Competition-Oriented Selling™

Image-Oriented Selling™

Need-Oriented Selling™

Product-Oriented Selling™

Rapport-Oriented Selling™

Service-Oriented Selling™

The SSPA™ also provides exclusive estimates of Style Plasticity™ (flexibility) and test-taking attitudes.

Leadership Networking Questionnaire

The LNQ assesses the fear of self-promotion in non-sales professionals. Based on the same research that produced SPQ*GOLD®, the LNQ replaces sales-specific terminology with general  contact-initiation language about networking, making introductions, and building key relationships in a career setting.

Based on the pioneering Sales Call Reluctance® research of George Dudley and Shannon Goodson, the LNQ is designed to measure attitudes toward contact initiation in non-sales professionals. The hesitation to initiate social contact can hamper a wide range of factors crucial to career advancement. The LNQ goes beyond blanket concepts like ‘shyness’ and ‘timidity’ to uncover specific strengths and weaknesses when it comes to self-promotion.

LNQ FEATURES:

  • 135 questions — takes 45-60 minutes to complete
  • Measures foundational social contact initiation issues, including Networking Intensity and Motivational Initiative
  • Reports on 18 separate areas of inhibited contact initiation, including Referral Networking (comfort levels networking through referrals), Status Networking (comfort contacting “upscale” individuals), Spontaneous Networking (needing to feel totally prepared before initiating contact), Corporate Visibility, Inter-Departmental Networking Initiative, and more
  • Comprehensive narrative report outlines presence, severity and possible behavioral consequences of each measured behavior

Part of the ROSE™ PsychScore® suite of computer-scored assessments

Job Seeking Index

The JSI assesses the fear of self-promotion in job seekers. Based on the same research that produced SPQ*GOLD®, discover what might be keeping you from making  as many contacts as you should.

Based on the pioneering Sales Call Reluctance® research of George Dudley and Shannon Goodson, the JSI is designed to measure attitudes toward contact initiation in job seekers. The hesitation to initiate social contact can hamper a wide range of job seeking activities. The JSI goes beyond blanket concepts like “shyness” and “timidity” to uncover specific strengths and weaknesses when it comes to self-promotion.

JSI FEATURES:

  • 157 questions — takes 45-60 minutes to complete
  • Measures foundational social contact initiation issues, including available Energy for Job Seeking and current Desire to network
  • Reports on 15 separate areas of inhibited contact initiation, including Telestress (discomfort using the telephone), Social Deference (discomfort contacting “upscale” individuals), Over-Preparation (needing to feel totally prepared before initiating contact), Image (letting image get in the way of meeting people), Disputing (reflexive need to criticize and argue with others) and more
  • Comprehensive narrative report outlines presence, severity and possible behavioral consequences of each measured behavior

Part of the ROSE™ PsychScore® suite of computer-scored assessments