CCV IS A HIGHLY PREDICTIVE SALES TEST

CCV SALES COMPETENCE COEFFICIENT is a sales assessment test created to identify the most successful salesperson that will have the greatest impact on your company.

Often, candidates for sales position present their incredible sales records and impressive resumes to Human Resources departments, but the reality is that these are not always the best indications of their ability to meet sales goals.

What is the fastest, simplest, and most accurate way to choose the correct candidate?

The CCV sales psychometric test has demonstrated a high level of success in predicting sales performance in a variety of sales positions and sales profiles: retail salesperson, financial product and service sales, insurance sales, call center sales, and telecom sales, among others.

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The CCV sales assessment test is a fast, easy, and accurate tool for identifying successful sales people.

Since its creation in 2005, the CCV psychometric test has been given to more than 1 million applicants worldwide for sales positions, increasing its accuracy in identifying the best salespeople for the job.

We have identified six skills that are closely related to the ability to meet and exceed sales goals.

  • Energy
  • Initiative
  • Ego Strength
  • Persuasiveness
  • Self-Confidence
  • Achievement Motivation

The idea is that, when members of a sales force possess exceptional development in these 6 skills, there is a greater probability of success.  However, when they are lacking in these areas, their chances of success in sales will be drastically lowered.

The objective of the CCV© assessment test is to identify the extent to which each candidate or current sales team member has developed these competencies.

CCV EFFECTIVELY PREDICTS SALES PEOPLE’S DETERMINATION TO SELL

The following depicts a study conducted by using the CCV © sales assessment test to evaluate 13,000 salespeople in a major international retail chain with more than 40,000 employees.

Average sales according to results of the CCV © Test

13,000 Department store salesperson
Average Sales January – June 2011

The 13,000 sales people were placed in 10 different categories according to their score on the CCV© sales assessment test; the group with the worst results obtained a CCV© psychometric test score between 1-10, and the group with the best results obtained a score between 90-99.

The objective of the study was to know the correlation between the CCV sales test score and monthly sales volumes.  In other words, to what extent the variation in CCV score affected sales volume.

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For each group, the average individual’s monthly sales volume was analyzed for six months.

The results showed that the group with the worst scores on the CCV Sales Test (CCV score of 1-10) produced average monthly sales of $13,478 while the group with the highest scores (CCV score of 90-99) achieved average monthly sales of $19,042.  This means that the salespeople with the best scores in the CCV Sales Test sold an average of $5,564 more each month than those with the lowest score on the CCV Sales aptitude test (a difference of 41%).

As the graph shows, the CCV Sales Test accurately predicts sales performance, reflecting a high level of correlation between the CCV score and actual sales performance. This means that as salespeople’s CCV score rise, so does their probability of achieving higher sales performance.

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CCV EFFECTIVELY PREDICTS SALESPEOPLE’S DETERMINATION TO SELL

Average Loan Sales based on CCV® results

International Banking Sales Executive
Average Sales February-May 2011

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This study was conducted in a prestigious international bank with more than 10,000 employees.

The results of this study, compiled by analyzing the personal loan sales of highly successful sales executives over a 4 month period, contained overwhelming evidence supporting the predictive ability of the CCV® sales test.

For the purpose of the study, two groups of sales executives were formed based on their CCV® sales test scores: Recommended (CCV≥50) and Not Recommended (CCV<50).

The sales executives recommended by CCV® produced average monthly loan sales of $231,415, while those not recommended by CCV® sold an average of $162,037.

In comparing the two groups, the sales executives recommended by the CCV® sales test sold 43% ($70,000) more than those not recommended by the system.

CCV® PREDICTS MONTHLY SALES

Monthly Sales according to CCV® Results

Retail Salesperson
Average Sales January-December 2013

 

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The CCV® sales test was regularly implemented in the selection process of the salespeople of an important international company.

After some time, the monthly sales performance produced by the salesperson recommended by the CCV® sales assessment test was compared with those not recommended by the CCV®.

The result was that the salesperson recommended by the CCV® sales psychometric test sold an average of 29% more than those not recommended by the CCV®.

In analyzing the average monthly sales of both groups, it is evident that the salespeople recommended by the CCV® sales performance test achieved a higher sales volume in each of the months analyzed, with average monthly sales of $5,000 greater than that of the salespeople not recommended by the CCV® aptitude test; this is a difference in sales volume of 29%.

Clearly, the motivated salesperson identified by the CCV® sales assessment test is differentiated from the classic “order taker.”

The previous studies are only a categorical example of the ability of the CCV® sales psychometric test to predict sales performance based on distinct sales profiles. When combined with the expertise of the companies implementing the test, it becomes possible for organizations to positively impact sales results by identifying the salespeople with the greatest sales potential.

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THE CCV® SALES TEST DOES NOT DISCRIMINATE BASED ON CULTURAL ORIGIN OR RACE

Average CCV® Score for 1 million evaluations by Area

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In analyzing the results of approximately 1 million CCV® Psychological selection and personnel evaluation tests, there was no significant difference in the average score between different cultural or ethnic groups.

In comparing salespeople from Africa, Asia, Europe, South America (exc. Brazil), Brazil, Central America, and North America, it was concluded that CCV® sales test scores are not affected by race or culture.

These results are extremely favorable in presenting the CCV® sales test as a screening tool which meets international standards of anti-discrimination based on race or culture, as results obtained by the CCV® Psychological selection and personnel evaluation test are not affected by culture or ethnicity.

THE CCV® SALES TEST DOES NOT DISCRIMINATE BASED ON SEX OR AGE

Comparing Average CCV® Score by Gender

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The CCV® sales test accomplishes to equal opportunity regulations.

When applied to a group of 600 men and women, the results showed no significant differences based on sex.

This means that the results of the CCV® sales test are not affected by the gender of the test-taker.

Comparing Average CCV® Score by Age

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Additionally, this same group of 600 salespeople was classified based on their age.

It was concluded that no significant difference was shown in the results of the CCV® sales performance assessment based on the age of the test-taker.

This means that the results of the CCV® sales test are not affected by the age of the candidate (when within the working age population).

The results presented attest to the fact that the results of the CCV® sales test are consistent with Anti-Discrimination and Equal Opportunity regulations, favoring its use in personnel evaluation and selection processes by potential employers.

 

CCV IS A WIDELY USED TEST FOR THE SELECTION AND EVALUATION OF PERSONNEL

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TECHNICAL OVERVIEW

NAME:  CCV,  Sales Competence Coefficient

YEAR CREATED: 2005

NUMBER OF EVALUATIONS DONE: +1,000,000 users worldwide

NUMBER OF QUESTIONS: 92

EVALUATION TIME:  15-20 minutes

VALIDITY: More than 100 studies of predictive validation

RELIABILITY: 93%

RESULTS: Immediate

LANGUAGES:  Multiple

EQUAL OPPORTUNITY: Conforms to equal opportunity and anti-discrimination regulations; does not discriminate based on culture, race, gender, or age.

USES: Candidate evaluation and current sales force assessment.
TYPES OF SALES:  Retail, financial products and services, telemarketing, insurance, telecom, general products and services.

SAMPLE QUESTIONS:

For me, talking with people that I do not know is
a) Very easy
b) Easy
c) Somewhat easy

When someone gives me criticism:
a) I don’t care
b) It doesn’t affect me too much
c) It bothers me
SAMPLE REPORT: see example

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