Sales Assessment
What is our objective?
The objective of CCV© is to identify the degree of development of 6 commercial competencies in its candidates and collaborators. These competencies are closely linked to excellent performance in positions associated with sales of different types.
The results after the systematic use of the CCV© test will allow your company to increase sales and thus obtain high levels of profitability.
Competencies measured by CCV®
- Energy
- Initiative
- Persuasiveness
- Ego Strength
- Achievement Motivation
- Self-Confidence
Improve the Commercial Results of your Sales Force.
Allows you to identify excellent sellers.
CCV® Features:
- More than 2 million applications in the world.
- Predict sales performance with adequate effectiveness.
- It has more than 100 validation studies in Latam.
- Count on validity studies in various positions related to sales: retail, sale of financial products and services, insurance sales, call center, telecommunications, among others.
INFORMATION
Name: CCV©, Sales Competence Coefficient©
Use: Evaluation of candidates and current sales force.
Number of Questions: 92 items.
Application Time: 20 minutes.
Terms of validity: More than 100 predictive validation studies.
Reliability: Cronbach's alpha of 0.927
Languages: Thai, Bahasa, Korean, Bahasa, Czech, German, Danish, English, Spanish,
French, Italian, Polish, Portuguese, Russian, Swedish, Tagalog, Turkish, Hindi, Marathi, Bengali, Simplified Chinese, Traditional Chinese and Japanese.
Types of Sellers:
Retail, financial products and services, telephone sales, insurance sales,
telecommunications, products and services in general
Versions:
CCV Retail,
CCV Financial Services
Why use a sales test to measure salespeople's skills?
Using a test to measure sales competencies offers a number of significant benefits to both employers and candidates. Here are some important reasons to consider:
- Identify the Best Candidates: Sales competency tests allow employers to identify candidates who possess the skills necessary to succeed in the sales role. This helps ensure that people are hired who are well qualified and have the potential to perform well in the position.
- Better Decision Making: By evaluating candidates based on specific, objective criteria related to sales success, employers can make more informed and accurate decisions during the selection process. This reduces the likelihood of hiring error and increases the chance of finding the right candidate.
- Alignment with Commercial Objectives: By measuring specific competencies related to sales success, employers can ensure that selected candidates are aligned with the organization's business objectives. This helps build strong sales teams that drive business growth and success.
- Professional development: Competency tests are not only used in the selection process, but also in the professional development of salespeople. Identifying current employees' strengths and areas for improvement allows them to receive targeted training and support to improve their performance and reach their full potential in the workplace.
- Process Standardization: The use of standardized sales tests to measure salesperson competencies helps ensure consistency and fairness in the selection process. All candidates are evaluated fairly and objectively against the same criteria, promoting transparency and impartiality in the process.
In summary, using a test to measure sales competencies is an effective strategy to improve the quality of hires, align talent with business objectives, and promote continued professional development in the sales area.
What does the Sales Assessment Sales Competence Coefficient – CCV consist of?
The Sales Competence Coefficient (CCV) sales test is a test designed to measure specific competencies that are crucial to success in the field of sales. This test focuses on assessing skills and characteristics such as energy, initiative, persuasion, ego strength, achievement motivation, and self-confidence, all of which are critical to performing effectively as a salesperson.
The CCV sales test consists of a series of questions designed to evaluate these skills in candidates. Each question is designed to assess a specific aspect of the competency in question. Test results provide an objective measure of each candidate's skills and characteristics in relation to key competencies for sales success.
In summary, the CCV sales test is an assessment tool designed to help employers identify candidates who possess the skills and characteristics necessary to succeed in the sales field, allowing them to make more hiring decisions. informed and accurate.
Why use the CCV Sales Competence Coefficient sales test?
The Sales Competence Coefficient (CCV) sales test is a useful tool for companies seeking to hire and develop highly effective salespeople. Here are some reasons why companies might consider using LCC:
- Identification of candidates with key skills: The CCV assesses specific competencies that are crucial to sales success, such as energy, initiative, persuasion, ego strength, achievement motivation, and self-confidence. By using this test, companies can identify candidates who possess these key skills.
- Making informed hiring decisions: By providing an objective measure of candidates' skills and characteristics relative to key competencies for sales success, LCC helps employers make more informed and accurate hiring decisions.
- Development of existing sellers: In addition to recruiting, the LCC sales test can also be used to evaluate and develop existing salespeople. By identifying current salespeople's areas of strength and opportunity for improvement, companies can implement targeted development programs to improve the performance of their sales team.
- Reduction of hiring error: By assessing specific competencies related to sales success, LCC can help reduce hiring error by identifying candidates who have the potential to perform well in the salesperson role.
In summary, the CCV sales test is a valuable tool for companies that want to hire and develop highly effective salespeople, as it allows them to identify candidates with the skills and characteristics necessary to be successful in the field of sales and make hiring decisions. and development.
What competencies does the CCV Sales Test measure?
The CCV Sales Test, or Sales Competence Coefficient, measures six key competencies that are relevant to success in the field of sales. These competencies are:
- Energy: The ability to maintain high levels of activity and productivity for long periods of time without affecting performance.
- Initiative: The willingness to act proactively, take initiative, and take risks to achieve business goals and objectives.
- Persuasion: The ability to express oneself verbally with the purpose of influencing the decisions and actions of others, convincing and persuading customers to close sales.
- Ego Strength: The ability to maintain a positive attitude in the face of challenges, resistance to frustration, and the ability to overcome obstacles to achieve sales goals.
- Achievement Motivation: The constant concern to achieve high standards of performance, work on challenging tasks, and have personal responsibility for results.
- Self-Confidence: Confidence and conviction in one's own skills and abilities to achieve sales goals and objectives.
These competencies are fundamental to success in the field of sales and the CCV Test provides an objective evaluation of them, helping to identify candidates with the potential to perform well in sales roles.
What information does the CCV Sales Test provide about the evaluated candidates and collaborators?
The CCV sales test, or Sales Competence Coefficient, provides valuable information about the candidates and collaborators evaluated in the field of sales. By assessing six key competencies related to successful sales performance, the CCV Test offers a detailed view of each individual's strengths and areas of improvement in relation to the skills and characteristics necessary to excel in sales roles. The information provided by the CCV Salesperson Test includes:
- Competency scores: It provides a score for each of the six competencies measured, allowing an objective comparison of the candidate's performance in specific areas relevant to sales.
- Strengths and weaknesses: It identifies each individual's strengths and areas of improvement in relation to the competencies assessed, helping recruiters and sales managers better understand the candidate's profile and how they could perform in a sales role.
- Competence profile: Provides a complete profile of the candidate's competencies, highlighting areas in which they excel and areas that may need additional development.
- Information for decision making: Based on the results of the CCV Test, employers can make informed decisions about a candidate's suitability for a specific sales role, as well as identify areas of training and development for current collaborators.
In summary, the CCV Sales Test provides a detailed, objective assessment of competencies relevant to success in sales roles, helping employers make more informed hiring decisions and develop effective staff development strategies.
*For you to carry out the analyzes you require, you can easily download the data from the evaluations carried out to Excel.
Can I apply the CCV sales test to current employees or collaborators?
YES, the CCV Sales Test can be applied both to candidates during the selection process and to current employees or collaborators. Applying it to current collaborators can provide an assessment of their competencies in the context of their current performance in sales roles. This can be useful in identifying areas of strength and areas requiring additional development, which in turn can inform tailored training and development programs to improve sales performance. In addition, applying the test to current employees can be part of a broader talent management and career development strategy within the organization.
How was the CCV Sales Test created?
The CCV Sales Test was created by a team of VYA® professionals in 2005 after two years of research with salespeople from various sectors. The main objective of the test is to identify successful sellers in closing deals, which implies predicting commercial success in the evaluated sellers.
The initial research involved the study of the competencies and skills associated with sales success, which allowed the development of a set of specific questions designed to evaluate these competencies. This process of creating the test involved validating the questions and adjusting them based on the feedback and findings obtained during the research.
Does the CCV Sales Test effectively predict business performance? How has it been validated?
The CCV sales test (Sales Competence Coefficient) has been designed to predict the commercial performance of the evaluated individuals. Its validation is based on evidence of predictive validity, which is a type of validation that establishes the relationship between the scores obtained in the test and actual performance at work.
Validating a test for salespeople like the CCV involves collecting data on the job performance of a group of individuals who have taken the test and correlating that data with their scores on the test. This is done to determine whether there is a significant relationship between test scores and job success, as defined by performance criteria established by the organization.
In the case of the CCV sales test, empirical studies have been carried out to evaluate its predictive validity. These studies generally involve administering the test to a sample of individuals and monitoring their work performance over a given period of time. The results of these studies provide evidence about the test's ability to predict success in sales roles.
It is important to highlight that predictive validity may vary depending on the context and the population in which the test is applied. Therefore, it is essential that organizations carry out their own validation of the test in their specific context before using it as an evaluation tool in their personnel selection and development processes.
Why does the CCV sales test measure 6 competencies in sales forces?
The CCV Sales Test measures 6 specific competencies because these competencies are considered fundamental for successful performance in sales roles. By focusing on these key areas, the test can provide a comprehensive assessment of the skills and characteristics necessary to succeed in the field of sales.
By measuring competencies such as energy, initiative, persuasion, ego strength, achievement motivation, and self-confidence, the test can identify candidates who have high potential to meet and exceed an organization's sales goals. These competencies are carefully selected to reflect the attributes most relevant and predictive of success in sales.
Competencies are measured in the commercial area of a company for several important reasons:
- Job performance prediction: Specific competencies are related to successful performance in sales roles. By assessing these competencies, companies can better predict employee performance in the business area and make informed decisions about hiring, developing and retaining staff.
- Staff pick: By measuring competencies during the selection process, companies can identify candidates who possess the skills and characteristics necessary to succeed in sales roles. This helps ensure that the most appropriate personnel are hired to meet the company's business objectives.
- Professional development: Assessing competencies can also help identify areas of development for current employees. Companies can use this information to design training and development programs that strengthen the skills necessary to succeed in sales roles.
- Talent retention: By understanding the key competencies necessary for business success, companies can implement retention strategies that keep employees motivated and engaged. This may include opportunities for professional growth, recognition, and performance-based rewards.
In short, measuring competencies in a company's business area allows for more effective talent management, leading to better business performance and a more engaged and productive workforce.
