The IPV test is helpful to identify the preference of the candidates for sales. The test was developed by “The Editions of the Center of Applied Psychology” of Paris in 1977.
Its use is widespread among human resources recruitment and selection staff when they are particularly interested in hiring commercial profiles.
Applicants use it to get to know each other better and prepare answers and arguments for the job interview.
This test assesses the personality traits typology related to success in the sales profession. It measures nine personality traits in addition to two general factors: receptiveness and aggressiveness.
IPV test measurements
This recruiting test measures Seller potential. The test consists of nine (9) dimensions:
• Empathy
• Flexibility
• Mastery
• Extraversion
• Acceptance
•Trust
• Commercial aggressiveness
• Right of way
• Energy
All these elements are related to three (3) elements:
• Fighting spirit
• General sales aptitude
• Sensitivity
IPV application
The employer mix all these character traits with three elements:
• Aggressiveness
• Receptivity
• Willingness to sell
The objective of the test
The purpose of this test is to know the individual profiles of salespeople and to analyze their strengths, interests, and weaknesses, and thus integrate them into effective teams that improve their chances of being in the company.
Application of the test
In this psychographic test, there are no right or wrong solutions. The test is presented in the form of a set of situations that must be answered in a selection of three or four options. In your selection and recruitment mode, you must be answered in half an hour.
The premise is to ask the subject questions without addressing them directly. But they will have to answer well based on what they would do and not what anyone would do.
This test has 87 different situations that the applicant must face, being able to choose between three or four answers. The duration of this test is approximately thirty minutes, depending on the patterns.
At the end of the test, the interviewer records the subject’s level of aptitude and classifies him in the type of sale that suits him best.
IPV test factors
Among the factors of this test, the following stand out:
Aggressiveness
It is related to strength, self-confidence, and an appropriate attitude in highly competitive circumstances. It is associated with resilience to overcome adverse scenarios.
Self-control
It refers to the candidate’s ability to organize her resources. Elements like perseverance and using skills to achieve goals through their psychological and emotional balance.
General layout
Ease to sell. Point out the social skills shown to customers to make sales.
Security
Confidence that they have in themselves concerning their management performance. It allows measuring the capacity to face that implies some risk and unprecedented circumstances.
Frustration tolerance
Understand frustrating situations and the ability to face failures successfully. It is related to empathy, which is the ability to put oneself in the customers’ shoes and thus understand their requirements.
Sociability factor
Easy to make new contacts. Good personal relationships and the ability to coexist in a highly competitive environment.
Receptivity
It refers to the ability to adapt to different circumstances with different. It is based on self-control.
Dominance
Ability to “manipulate” clients through argumentation and persuasion.
IPV test results
The test results aim at the requirements and demands of the position that need to be covered. The results in this test indicate, according to specific criteria, the degree of capacity for sales. Likewise, it allows you to imagine the type of sale for which you could have more chances of success.
Benefits of the IPV
Among the benefits of this test, the following stand out:
- Hire the right applicant
- Resource optimization
- Timely training
- Strong and ambitious team
Hiring the right applicant.
The test allows detecting and pointing out some psychological traits of the candidate’s personality. Consequently, the benefit consists of preventing erroneous contracting and the associated expenses.
Optimization of resources
The IPV test enables companies to meet the specific needs of sales charges successfully.
On the other hand, it makes it possible to identify vendors likely to produce better results in a commercial position within the company. With this, staff turnover can be avoided effectively, since applicants are more likely to develop their potential effectively and effectively.
Timely training
This test has the benefit of offering very useful information, even after the candidate gets hired.
The test results can be used to develop training plans according to the actual training needs of the company.
Building strong and ambitious teams
This test allows you to know the individual profiles of your sellers and analyze their strengths, interests, and weaknesses. This allows them to be integrated into effective work teams that help optimize their chances of professional success.
Finally, it is important to have qualified professionals to apply the test. This will allow us to make the results truly useful to improve the performance of the sales team, and thus achieve business goals efficiently.
In conclusion, we can say that the IPV test has proven to be very useful in identifying the preference of candidates for sales. Hence, its use is widespread among human resources recruitment and selection personnel when they have a special interest in hiring commercial profiles.
Applicants can also take advantage of the test in order to get to know each other better and prepare with answers and arguments for the job interview.
Through nine traits, the test evaluates the type of personality that is related to success in the sales profession.
The IPV test provides significant benefits, such as helping to find the right applicant.
It allows employers to optimize the resources in the process, helps in a training-plan-making to satisfy the actual needs of the employees, and helps to shape solid and ambitious sales teams.