Develop your sales staff & team

Sales Competency Assessment

Sales Competence Assessment – FinxS® measures sales professionals’ ability to deliver results. The assessment provides a clear overview of the salesperson’s or candidate’s sales competencies and offers concrete insights into how your sales staff can best be developed, motivated and encouraged to perform more effectively in the sales process. At the same time, you gain a better basis for making informed recruitment decisions and reducing the risk of hiring the wrong person.

Learn more about the Sales Competence Assessment!
The seller’s or candidate’s mindset

Gain a deeper insight into the salesperson’s sales skills and working methods

  • Learn & understand the 12 sales mindsets & 18 sales skills

  • Gain insight into the salesperson’s or candidate’s work pace & information processing

  • Will your salesperson / team be able to maintain momentum with their sales activities & sales tasks

  • What is the excuse index of the salesperson, your sales team or the candidate

  • Your salespeople / team’s greatest strengths and their potential to outperform the competition

  • How to develop & motivate your salespeople / sales team

Get a Sales Competence Assessment demo
Sales Competency Assessment
A nuanced overview of the potential

What you gain from the Sales Competence Assessment

Our Sales Competence Assessment provides you with an in-depth insight into the sales representative’s mindset, sales skills and behavioural patterns. The analysis provides an understanding of the 12 sales mindsets and 18 key sales skills, whilst also giving you insight into work pace, information processing and the ability to maintain momentum in sales activities and tasks.

The Sales Competence Assessment also identifies patterns in motivation, accountability and the so-called excuse index , providing a clear picture of what drives or limits performance. At the same time, it reveals the salesperson’s or team’s greatest strengths and potential for creating competitive advantages in the market. The result is a strong foundation for developing, motivating and strengthening both individual salespeople and entire sales teams, thereby significantly improving performance, sales results and culture.

Read about our certification process
Sales Competency Assessment
The 18 sales skills

What does ‘qualifying’ mean? If your salespeople talk more than they ask questions, they aren’t qualifying. They’re just hoping!

The assessment measures key parameters such as lead generation, prospecting, relationship building, negotiation, customer insight and sales strategy – and gives you a clear picture of where each individual salesperson stands. This parameter in the assessment measures the ability to qualify prospects effectively in the market, which means identifying the right leads, uncovering sales opportunities and prioritising efforts where the potential is greatest. 

A low level in qualification reveals a salesperson who is very eager to present and provide information – regardless of whether it matches the customer’s situation – and who attempts to close the deal too early rather than uncovering the real potential. A high level characterises, on the other hand, "the doctor" – the salesperson who asks the right questions, listens and diagnoses thoroughly before presenting the solution. 

"Most salespeople spend hours in meetings that never lead to anything. The problem isn’t the effort – it’s the qualification."

Sales Competency Assessment

What do you gain by using the assessment as a manager?

A data-driven overview of the team’s strengths and areas for development across key competence and performance metrics: 

Stronger sales pipeline – because your sales team focuses their efforts where the potential is greatest 

More targeted sales approach – when lead qualification is based on data and deliberate processes rather
than gut feelings 

Higher-quality customer portfolio – you minimise wasted time and resources by ensuring that the right leads are prioritised from the outset 

The benefits of a Sales Competency Assessment can include results such as: A stronger pipeline, a more focused sales effort and a higher-quality customer portfolio – based on valuable insights into your sales staff, teams and your own score. 

The 18 sales skills

What does prospecting involve? – And do you have hunters or farmers in your sales team?

This assessment criterion measures the ability to actively generate new sales opportunities. A low level in prospecting reveals a ‘wait-and-see’ mindset, where the salesperson waits for opportunities, is reluctant to contact new potential customers and hopes that existing customers will generate more business. He postpones the necessary activities required to find new business and passively waits for opportunities to come to him.

High level characterises, on the other hand, the "hunter" – the salesperson who actively and purposefully seeks out new business and takes full responsibility for creating sales opportunities. He is willing to contact people he does not know, either by telephone or in person, and proactively asks for the opportunity to present his product. The hunter does not wait for opportunities to come to him – he finds them himself.

"Some salespeople cultivate their field and wait for the harvest. Others go hunting. Who are your salespeople – or who are you?"

Sales Competency Assessment

What do you gain from using the assessment as a manager?

A data-driven overview of the team’s strengths and areas for development across key competence and performance metrics: 

Better performance – your sales staff perform better because you know where their strengths lie and where they need to improve 

Stronger sales culture – the whole team benefits when efforts are based on data rather than gut feelings 

More reliable recruitment – you minimise the risk of hiring the wrong person because you screen candidates for the right skills right from the start 

 

The benefits of a Sales Competence Assessment can include results such as:

Better performance, a stronger sales culture and more secure employment – based on valuable insights into your sales staff, teams and your own score. 
 

The 18 sales skills

What does ‘relationship-building’ mean? Do your salespeople adapt to the customer – or do they expect the customer to adapt to them?

This assessment criterion measures, among other things, the ability to build relationships and foster trust in customer interactions, which means acting credibly, adapting one’s style and laying a solid foundation from the very first contact through to a long-term partnership. A low level in relationship-building reveals a salesperson who comes across as self-centred and finds it difficult to show genuine interest in the customer’s needs – perhaps too shy, and lacking the ability to adapt their own style to the situation. A high level, on the other hand, characterises the salesperson who quickly builds trust, rapport and camaraderie – and who naturally adapts to the customer’s style to create a safe and relaxed atmosphere.

"The best salespeople don’t build pipelines. They build relationships – and the pipeline follows!"

Sales Competency Assessment

What do you gain by using the assessment as a manager?

A data-driven overview of the team’s strengths and areas for development across key competence and performance metrics:

A stronger customer relationships – because you know which employees naturally inspire trust and who needs to develop their interpersonal skills

A greater customer loyalty – when relationship-building is based on deliberate action rather than chance

A better sales results – you strengthen your relationships with customers by addressing the behavioural factors that drive long-term partnerships

The benefits of a Sales Competency Assessment can include: Stronger customer relationships, higher customer loyalty and better sales results – based on valuable insights into your sales staff, teams and your own score.

HR Solutions

Why we recommond the Sales Competence Assessment as an evaluation tool:

Whether you want to boost the performance of your existing sales team or ensure you hire the right salesperson, sales manager or sales director – the assessment gives you an accurate picture of where the potential lies and where the challenges lie for the salesperson.

The Sales Competence Assessment is both your most effective development tool and your strongest basis for decision-making.

We look forward to seeing you or your sales team at one of our training sessions!

Sales Competency Assessment

Certification programme at HR Solutions

Before the certification programme begins, participants complete an e-learning module lasting approximately two hours. The aim is to provide participants with a basic understanding of
Sales Competence Assessment, including the key sales competencies, mindset and behavioural patterns that the assessment measures.

The e-learning module also introduces how the results can be applied in practice to the recruitment, development and coaching of salespeople. This ensures that all participants are well prepared for the certification process and derive maximum benefit from the training provided by HR Solutions.

1. Step Session

Sales Competency Assessment

  • The sales process
  • 18 sales skills
  • Interpretations

2. Step Session

Sales Competency Assessment

  • Mindset
  • Apology scale
  • Question

3. Step Session

Salgs Kompetence Assessment

  • Feedback
  • Rapporter til leder & team
  • Rapporter ansættelse & udvikling
  • Followed by 45 minutes of feedback (certification)

How to use the Sales Competence Assessment effectively

With the Sales Competence Assessment, you gain insight into both sales skills and sales approach – is the salesperson a Farmer or a Hunter? Is the salesperson’s approach primarily product-focused or solution-oriented?

The 18 sales skills

You will gain an understanding of which competencies drive sales results and how individual skills influence performance throughout the sales process. This provides you, as a sales manager or sales director, with a solid foundation for assessing sales staff more effectively, targeting development initiatives and working more strategically with training and coaching – with the clear aim of boosting sales results.

At the same time, you gain a clearer picture of where each sales representative adds value within the sales process, and where there is potential for further development. This makes it easier to prioritise the right initiatives, set clear development goals and ensure that training and coaching are based on concrete data rather than gut feelings.

The result is a more targeted development of your sales staff and sales teams, a stronger sales department, and a better foundation for achieving stable and sustainable sales results.

Excuses

Measuring the salesperson’s ‘excuse index’ – that is, the extent to which the salesperson tends to procrastinate or is able to stay focused and take responsibility for the sales process from start to finish. The index provides insight into whether the salesperson typically makes excuses for poor results, or whether they work purposefully and persistently to drive sales forward.

This knowledge enables managers to identify behaviours that may hinder performance and to focus their coaching and development efforts more effectively. The result is salespeople who take greater ownership of their pipeline, approach sales activities in a more structured way, and are better able to deliver consistent and improved sales results.

Mindset

An assessment of the building blocks, which the salesperson has carried with them from their upbringing, and which often have a significant impact on behaviour, motivation and approach to sales work. The assessment identifies which of the 12 building blocks are most prominent, and which may influence the salesperson’s ability to achieve results.

This insight provides a solid foundation for understanding what motivates individual salespeople and where there may be a need for development or support. This enables managers and organisations to focus more effectively on the areas that actually influence performance. The result is more precise coaching, better development programmes and salespeople who better realise their potential and achieve stronger sales results.

A free-for-all or a structured sales process

In some sales roles, it is essential to adopt a relaxed, relationship-building approach (Farmer), where there is time and scope for multiple sales meetings and a longer decision-making process. In other roles, however, it is important to be able to drive the process forward and close deals quickly (Hunter), often as early as the first meeting.

The assessment helps to identify which approach each individual salesperson naturally works best with, and whether this aligns with the requirements of your sales organisation and market. This insight makes it possible to place salespeople in roles where they are best placed to succeed, whilst also working more purposefully on developing the skills needed to deliver results.

Join our course

View upcoming certification courses

At HR Solutions, we offer certification courses in Sales Competence Assessment. Contact us today for a no-obligation chat.

Tel.: +45 70 26 32 25 or email: info@hrsolutions-as.com

Upcoming certification courses
Key sales skills

The 18 sales skills

The Sales Competence Assessment provides a clear and nuanced overview of where your salespeople’s greatest strengths lie and where there is specific potential for development. You gain deep insight into each salesperson’s competencies, mindset and behaviour within the sales process – including the extent to which they take responsibility for their own results, as measured by their excuse index. At the same time, you gain a solid, data-driven foundation for targeted training, effective coaching and sustained performance improvement within your sales team

The Sales Competence Assessment maps the salesperson’s strengths and areas for development across these 18 key sales competencies.

Here is an overview of what each skill covers:

Active listening

The ability to listen to the customer’s needs and cues

Ambition & initiatives

Drive and determination to take the initiative and deliver results

Continue reporting

The ability to keep reporting and follow-up up to date

Proven competitiveness

Awareness of competitors and one’s own competitive advantage

Quality control in the sales process

The ability to manage and steer the sales process towards a successful conclusion

Critical thinking

The ability to analyse situations and make well-considered decisions

Discrepancy handling

The ability to cope with adversity and learn from mistakes

Emotional objectivity

The ability to remain professional and objective under pressure

Focus

The ability to stay focused on goals and results

Handling of objections

The ability to address and deal with customer objections effectively

Talking about finances

The ability to discuss price, value and finances openly with the customer

Partial acceptance of a claim

The ability to accept demands and constraints without losing momentum

Presentation

The ability to present solutions clearly and persuasively

Process orientation

The ability to follow and improve a structured sales process

Investigation

The ability to ask the right questions and explore the customer’s needs

Qualification

The ability to qualify leads and opportunities early in the process

Efficiency issues

The ability to identify and resolve issues in the sales process.

Planning

The ability to plan and organise sales activities

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HR Solutions helps employees, teams and managers to build strong organizations through effective HR strategies and tailored solutions, which create measurable value and results.

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Strengthens your organization through the development of management, teams and employees

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