The SPAI-II provides a standardized measure of sales potential and orientation and is an ideal instrument for selecting outside and inside sales professionals.  It is designed for personnel selection and placement and for the identification of training needs.  It can also be used as a cost-effective and time-efficient method for determining which individuals should receive a more in-depth evaluation.

Normative data is based on relevant groups.

The SPAI-II has been shown to be predictive of sales revenue, supervisory performance ratings, and employee retention, attendance, and punctualness.  Validation studies are available upon request.

Multi-page SPAI-II reports include a graphical depiction of scores as well as positive and negative behavioral indicators and interview questions.

Dimensions of Measurement

• Sales Work Experience - sales training and experience.
• Sales Interest - interest in sales, and attitudes and behaviors that lead to strong sales performance.
• Sales Responsibility - assuming responsibility for and taking charge of personal success in sales performance.
• Sales Orientation - personal traits associated with sales success.
• Energy Level - drive, work pace, and endurance.
• Self Development - responsiveness to sales training and professional development programs.
• Sales Skills - competency in key areas of confidence, expressiveness, social skills, and sales techniques.
• Sales Understanding - understanding of the basic procedures and practices associated with sales success.
• Sales Arithmetic - basic mathematical ability as it relates to totaling orders, figuring sales, and analyzing product sales.
• Customer Service - awareness of customer needs and the impact of a salesperson's behaviors on customer buying decisions.
• Business Ethics - attitudes toward upholding ethical business standards and adhering to organizational policies.
• Job Stability - work values that promote stable employment behavior and discourage job hopping.
• Sales Potential Index- overall indicator of sales orientation and potential; the overall suitability for hire into a sales position.
• Validity/Candidness - the degree to which a candidate responded to the questions openly.
• Validity/Accuracy - the degree to which a candidate understood and carefully completed the inventory.