The Predictor of Potential™ POP Assessment

The Predictor of Potential (POP™) or POP Assessment has been used for recruiting and selecting salespeople for over 35 years.

The predictive model of the POP™ is based on a database of over 20 million assessments and has evolved through 7 editions to be one of the world’s leading sales employee selection tools. It is the instrument of choice for many of the most competitive sales forces, and it has been proven useful in predicting performance and retention.

The POP™ has been validated in a wide variety of sales cultures worldwide, and its unique predictor Score (PS) provides a highly accurate prediction of top performance.

Use the Predictor of Potential POP™ for selecting sales candidates for roles that require business developers who can prospect and generate sales.

The Predictor of Potential POP™ or POP Assessment provides sales management with feedback, interview suggestions, retention strategies and coaching suggestions on:

  • Predicts performance and retention
  • Measures essentials of self-management and prospecting
  •  Assesses achievement motivation and closing style
  • Measures independence and the ideal work environment
  • Is statistically validated using each organization’s unique performance criteria
  •  Includes interview suggestions
  •  Includes developmental suggestions and assists in performance coaching
  • Managing Call Reluctance
  • Closing Style
  • Provides candidate feedback
  • Provides an assessment of cultural fit
  • Is available online in 24 languages

More than just a sales skills assessment, the POP Assessment POP™ is one of the world’s leading sales employee selection tools and is the instrument of choice for many of the most competitive sales organizations.



Hiring Process is Key

Leveraging  Predictive Science

The Predictor of Potential Takes the Guesswork out of Hiring 

Our selection tools and profiles use science and advanced statistical methods to help you with your selection, training, and development decisions.

Predictor Score (PS)

Perhaps a unique feature of the POP™ is developing a customized Predictor Score (PS) for each client based on our predictor validation service.

The PS is extremely effective at predicting both survival and success. A strong predictor score can predict survival and success with up to 90% accuracy.

The PS includes three major weighted factors:

  • EP = Will a candidate prospect? (Survival)
  • AP = Will a candidate be an effective closer? (Performance)
  • IP = Is the candidate coachable? (Retention)

The attitudes of self-confidence, call reluctance, stress coping, and listening skills moderates the overall PS.


Interpretation of the Predictor of Potential ™

The Predictor of Potential (POP™) measures eight separate source traits, including both the powerful and neutralizing aspects of personality.

This allows POP™ to form a profile, which can be compared to norms for competitive selling. The result is a profile that provides beneficial information about the individual’s fit for a sales role.

The psychometric depth of the POP™ scales assesses the DNA of a sales candidate, and as a result, can be used for selection, training, coaching, succession planning, and career management. This creates an extremely high ROI for the many thousand POP™ clients.

In addition, the POP™ measures self-confidence and the individual’s attitudes about prospecting, managing rejection, and handling call reluctance.

The Science of Normative Profiling

The POP™ is a psychometric sales assessment used to assess and track the careers of over three million people active or seeking employment in sales careers such as financial services, automotive sales, and many other sales cultures.

With this data, the POP™ has become an industry standard and is a thoroughly validated assessment tool. It is proven to be predictive in many sales cultures and is used to develop ideal candidate models for specific industries and companies.

Equipped with a customized, ideal candidate model, recruiting managers can quickly identify a potential high performer and recruit people who are statistically similar to the best performers in their organizations.



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