Often, in my conversations with prospects that are considering implementing a sales personality test, they have remarked at the similarities of The Predictive Index to SalesTestOnline.com. This has happened frequently enough that I thought I would dedicate a post to the subject in order to spell out both the similarities and differences.
This article will demonstrate that, while first impressions make it seem that The Predictive Index and SalesTestOnline.com are very similar, a little exploration past these first impressions will reveal clear and important differences. Not only are these important differences, it is these very differences that I believe you will see that make our system far superior to the Predictive Index as a sales personality test.
Full disclosure: For 3 years in the early 1980’s I worked for what was then the largest Predictive Index licensee in the world. Because of this I am very familiar with the PI’s strengths but also it’s shortcomings.
Similarities of Predictive Index and SalesTestOnline.com
1.The Testing Instruments
First impressions are usually made of our system when one takes or administers our test. This cursory experience is all that most people actually experience about either of our respective systems. To them the system is the test, when in reality the test is really just the device that gathers information about the test taker. Nevertheless, as tests and testing experiences go, they are virtually identical. Both The Predictive Index and SalesTestOnline.com use free choice adjective checklists. Both tests are untimed and have two screens (originally two sides of a paper and pencil test) each with lists of about 100 adjectives. The first screen asks the test taker to ‘check off the words that describe how others expect you to act’ and the second screen asks the test taker to ‘check off the words that really do describe you’. It is no great surprise why we are seen as being the same.
2.Personality Trait Drive Scales
While many of the folks who compare us to PI are doing so based solely on their experience of having taken or given our sales test, in some instances we have the opportunity to speak with trained Predictive Index analysts. Their knowledge of course, goes deeper since they would have completed the analyst training and therefore would have access to the results of the PI test. Their training would have made them familiar with the PI graphs and how to interpret them. This is the second area where the PI and SalesTestOnline.com are similar. In the two images below you will see both an example of a Predictive Index scoring sheet and the trait drives section from one of our reports. Even though we identify these trait drives somewhat differently they are essentially the following same 6 trait drives:
- Assertiveness
- Sociability
- Patience
- Dependence
- Emotional Control
- Stamina
It is the combination of where the person scores on these various trait drives that creates the PI pattern that Predictive Index analysts are trained to interpret and of course it is the combination of these trait drives that enables us to describe the individual’s strengths and weaknesses in terms of specific aspects of sales eg. closing, prospecting, response to incentives as well as how they fit the specific sales role at hand.
The two aspects described above-the testing experience and the trait drive scoring, are clearly similar. Below however I will describe the critical differences and explain why the PI does not even come close to SalesTestOnline.com as a sales test or otherwise.
Differences Between PI and SalesTestOnline.com
Inaccuracy Due to Poor Analyst Skill
In order to understand why the differences between SalesTestOnline.com and The Predictive Index are so huge even though the instruments themselves are the same it is important to think of the test and the interpretation of the test results as two separate pieces. What do I mean by this? To understand, you need to realize that at the heart of the PI program, is their certified analyst training. This training, which was originally two weeks long, was reduced to one week in the 1970’s but is now compressed into a total of only 14 hours over two days. The sole purpose of the training is to teach people how to interpret the graphs and therefore how to describe the motivational style of test takers. At the end of the training the interpretive skill of the analysts tends to be highly varied. Not only this but when analysts return to work where they are expected to use their training, some are very busy doing interpretations and therefore improve their skill while others might use it only occasionally. If you have any doubt about this inaccuracy in the interpretations put the identical PI pattern in the hands of three different analysts and ask them each to prepare their own interpretation. Despite the fact that the PI test itself is very accurate you will see that the interpretations are dramatically different. The poor skill of ‘trained’ PI analysts and the resulting inconsistency and inaccuracy in their interpretations of test results is the Achilles heel of the PI program.
Misunderstanding the Requirements of the Role
Sadly, another area where The Predictive Index goes off the rails at the hands of ‘Certified Analysts’ relates to their lack of skill when they are bench-marking. The purpose of this is to identify the ideal PI patterns for the role. Test takers would then be compared to these benchmark patterns in terms of their fit or match. This is great in theory, but in practice it doesn’t really work as planned. The main reason for this, is that PI analysts often have a strong bias toward certain patterns. In other words they ‘like’ certain PI patterns more than others. These are typically the high A, high B, low C, low D patterns. This bias skews their ability to conduct an objective analysis of the behavioral requirements of the position. Among the other factors that detract from their objectivity in this area is simply the narrowness of their experience. Those analysts who have broad experience in analyzing jobs learn that there are great variances that often exist in the traits of the most successful people in those roles.
Other PI Analyst Issues
There are numerous other issues that result from poor analyst interpretation. A common one is for the analyst, whose training is intended to equip them with the skill to not only interpret the results but to describe what this means in terms that are relevant to the role. In other words, their interpretation and feedback needs to be job specific rather than just the general traits of the person who was tested. Unfortunately this skill, which takes considerable time and practice to develop, is not something that very many PI analysts possess. Because of this, when asked to evaluate an applicant or employee, most analysts will just copy or refer to one of the 16 standard pattern classifications that they learned about from their training manual.
The actual PI test is very accurate and in the hands of skilled analysts it can be a great tool. Unfortunately skilled analysts are all too few. The above issues seriously detract from the accuracy hiring managers need to rely on when using this type of sales psychometric test in the hiring process.
Cost
Even without the issues described above, PI is very costly when looked at on a per evaluation basis. The yearly retainer costs a minimum of nearly $5000 US plus the cost of training at least 2 analysts at a minimum of $1500 US each. These are the costs for clients with the fewest number of employees. Larger clients will pay a substantially higher yearly retainer fee and will be required to train many more analysts. And of course when trained analysts leave your company their replacements will require training. I believe that if many PI clients calculated their actual cost per evaluation they would be unpleasantly surprised.
Six Reasons why SalesTestOnline.com is Better
Same Test and Same Factors Measured
Our sales test uses the very same psychometric methodology as the Predictive Index. The testing experience is just as quick and painless and we measure the same temperament and motivational aspects of the candidate.
Accurate and Consistent Results
We’ve removed the inaccuracy and inconsistency caused by poor analyst skill. Our system is automated so your test results are always accurate, precise and true.
Test Results are Thorough, Concise and Job Specific
When used as a personality sales test, here is the report you instantly receive. As you can see, not only do you receive measures of the same trait drive scales as the PI but you receive much more such as prospecting, closing and a job suitability rating. Just like the PI you may use our psychometric testing system for all roles within your organization. Here is a sample of our non-sales report.
Customized to your requirements
Another reason we are better is our Job Profiling system. We have analyzed tens of thousands of jobs so our knowledge and skills ensure that you are targeting the correct sales personality for each role.
Expert Support
We are available if you need guidance, have questions or just need a sounding board. Over the years we have worked with numerous PI analysts and we can ‘speak your language’ in order to make our assistance even more effective.
Lower Cost
Here is a link to our pricing. When you purchase a block of tests everything is included, with no time limit to use them. Do the math yourself and you’ll see that our system can offer any size company significant savings.
Conclusion
If you like The Predictive Index you will love SalesTestOnline.com. Our service is superior but less costly. We have a 30 year track record with over 1400 businesses and we enjoy a 97% re-order rate. If you are considering a change or you just want to see what other options are available to you I suggest you try a complementary demonstration by visiting our web site. On the other hand if you have questions about our service or this article, or just to discuss your needs I would enjoy hearing from you.
