| RES RESULTS
|
How to Interpret Real Estate Simulator Report Results:
These descriptions are meant to assist you in assessing the Simulator report results and are not to be used as the only factors in judging a potential employee’s fit for your firm. Every candidate’s report should be used in conjunction with your interview and selection process in deciding if a prospect should be given further consideration.
The correlations described below are general relationships between prospective candidates’ Sales Abilities and Personality Traits at the time the assessment was completed.
As you become more comfortable with the report results, you may recognize additional relationships
that are relevant to you. In having your own agents go through the Simulator,
it is possible that among your top producers that you will see similarities in the way
that they score on the assessment. You may want to consider these similarities when
looking for new agents that will fit in with current group. Similarly, you may discover
commonalities among your poor performers (based on their production and not necessarily
their score) that you may use to help you steer away from potentially poor performers.
| Your Candidate’s Report Results – Sales Abilities |
What this Means to You (Sales Abilities Relationship with Personality Traits)
|
| Building Rapport & Acquiring Information |
Definition: Ability/propensity to accurately qualify leads and then build relationships with the most promising prospects; also involves the ability to quickly develop a sense of trust with prospects.
|
|
Low Score
|
If your candidate scores low on this dimension this may indicate that they are unaware of appropriate methods for establishing a client/agent relationship. However, if they possess a high level of Sociability then they are likely to have the disposition for building rapport; they just need to be taught how to apply these traits to the unique world of real estate. And, if they also possess better than average Cognitive Skills they are capable of learning how to build rapport relatively quickly.
|
| Satisfactory and High Scores |
If your candidate scores satisfactory or high on this dimension then they display intuitive knowledge about building rapport in a sales setting or may have previous relevant sales experience. However, if the candidate also has a low score for Sociability, your focus should be on whether they will be able to sustain efforts to build rapport and acquire information. While the candidate understands the process of building rapport they may not be comfortable sustaining it over the long term. |
| Listening & Comprehension |
Definition: Ability to pick up the relevant information necessary to guide the sales process and provide the customer with what they want. This involves accurately interpreting the needs of clients.
|
Low Score
Satisfactory and High Scores
|
If your candidate scores low on this dimension, they may find it difficult to acquire the necessary details to effectively provide their clients with what they need. If they possess a satisfactory to high level of Cognitive Ability then they may possess the raw skills necessary to develop better listening and comprehension skills.
If your candidate scores satisfactory or high in this area, they have the ability to be trained as well as to extract the necessary information from clients. The result: increased potential of satisfying the customer. |
|
Managing the
Sales Process
Low Score
Satisfactory and High Scores
|
Definition: Ability to control processes and procedures, to prioritize and juggle conflicting schedules as well as client/business transaction needs.
If your candidate scores low on this dimension, they may find it difficult to progress through the different phases of the sales process smoothly.
If the candidate also possesses satisfactory to high Dependability and Assertiveness
then they have the potential to develop the skills necessary to function as an independent contractor
and position themselves as an expert in real estate. If they also possess better than average
Cognitive Skills they are capable of learning how to manage the sales process relatively quickly.
If your candidate scores satisfactory or high on this dimension, they are able to function
independently. However, if their Dependability and/or Assertiveness needs improvement,
then they may not be capable of performing these actions for the long term as well as require
more supervision than the average person.
|
Closing Skills
Low Score
Satisfactory and High Scores
|
Definition: Strongly linked with Assertiveness, Achievement and Emotional Resilience, closing skills refer to a candidate’s confidence and determination in pursuing the sale.
If your candidate scores low on this dimension, they may find it difficult to conclude the sales process. However, if your candidate possesses satisfactory-to-high Assertiveness and Achievement as well as satisfactory Emotional Resilience, they likely have the necessary skills required to develop effective closing skills. If they also possess better than average Cognitive Skills they are capable of learning how to close relatively quickly.
If your candidate scores in the satisfactory or high range on this dimension they likely understand the process necessary to be an effective closer. However, If they’re Assertiveness and Achievement needs improvement and/or their Emotional Resilience needs improvement or is extremely high, closing may not be something that the candidate is comfortable doing over the long term.
|
Some Red Flags (Personality Traits)
Any area that falls under the Effective Functioning range can be cause for concern.
The Cognitive Ability score should be closely monitored. The focus here is to ensure that the result is not too low. A Satisfactory to High score typically reflects a candidate’s ability to apply training into practical “in the field” actions. Keep in mind that a low score on this dimension may not be a true indication of the candidate’s Cognitive Ability. Considering that this portion of the assessment is timed (as many out of 40 questions must be answered within 12 minutes), any interruption can have a negative effect on the candidates score. If you do come across a Low score in this area, you will want to pose additional questions to the candidate to verify their cognitive level. For example, “What would the implications of an increase in interest rates be for an individual looking to buy or sell property?”
Personality traits (e.g. Sociability, Assertiveness, Achievement, Dependability and Emotional Resilience) can be seen as the attributes or dispositions that dictate a candidate’s ability to adopt specific sales skills. If a candidate is lacking these personality traits, it could be difficult for them to learn and apply corresponding sales skills.
Sociability: If a candidate scores low on this trait, they may be more reserved and timid when it comes to meeting people. This may make it difficult for the candidate to successfully make a connection with new clients and initiate the sales process.
Assertiveness: A low score in this area may indicate difficulty in taking the lead and directing individuals. This in turn may make it difficult for the candidate to effectively direct clients through the sales process or even approach clients with a proposal to close.
Achievement: Successful candidates are those who possess a high need for achievement and are goal driven. A candidate that scores low on this trait may not be driven to close as many transactions as a candidate with a higher level of achievement.
Dependability: A low dependability score could identify a lack of organization and an inability to function independently with minimal supervision. This may make it difficult for your candidate to manage the different steps of the sales process. As a result, you may need to devote more time and resources to this individual in ensuring their success.
Emotional Resilience: If a candidate scores low in this personality trait, they may take rejection very personally, which in-turn may result in them avoiding “the close” as often as it may be appropriate. If their Emotional Resilience is too high they may miss social cues which allows them to recognize the need to “pull back” and provide their client with some breathing room.
|
