Assessment Result: CLOSER
Closers are ambitious and look for opportunities to advance their career, whether it is in the office or elsewhere. Interested in the most challenging, important, and visible assignments, they work well under pressure and adapt well to changes thrown at them. You can keep them motivated and engaged by encouraging a fun, competitive environment. Pay plans that are incentive-based and competitive to the area work best.
Closers can be perceived as arrogant and impatient by others. For this reason, they prefer to work alone. They don’t like to be constrained with too much direct control or time-consuming details. They will become bored easily with routine assignments. They may need occasional reminders to provide more empathy and listen more to the prospect's needs, wants, and desires; rather than going for the sale.
Closers have a dominant personality but are less animated than the Sales Leader or Sales Person.
Wants to be challenged in their career
Works well under pressure
Good Verbal Communication Skills*
Ability to bounce back/Optimistic*
Areas That Need Support:
Closers need strong leadership with provided expectations.
They can appear to others as impatient and arrogant.
They will listen when it is convenient for them.
If they are provided with too many processes or details they tend to feel “micromanaged.”
They can be unempathetic.
They may lack attention to detail.
They become easily bored and distracted by routine tasks.
They may want popularity and recognition*.
*The Closers' communication and influential skills are determined on their Persuasive/Convincing score. A score of 71 means their relationship-building skills are more defined while a score of 57 means their assertiveness is more pronounced.
Role in Office:
Would a Closer be good at cold calling?
Closers have the motivation to be successful at cold calling. Their Persuasive/Convincing will determine how well they communicate. During training, coach on staying focused on relationship building.
Would a Closer make a good customer service representative?
No; the Closer is results-oriented and may come across to others as lacking empathy and impatient.
What role is best for a Closer?
Potential roles suited for a closer include Sales Representatives, Outside Sales Representative, Account Executive, Sales Manager, Sales Development Representative, and BDC Representative. Telemarketing should be a stepping stone into a sales position.
Example Interview Questions:
What gets you excited about new business and selling?
What steps do you take to achieve a positive outcome on a tight deadline?
What are the aspects of building a business relationship?
When was the last time you worked towards a tight deadline?
Did you achieve it?
If yes, what steps did you take?
If not, why didn’t you achieve it? What would you change?
What type of customers do you dislike selling to over the phone? In-person?
Click here to find additional Sample Interview Questions based on personality type.
Managing a Closer:
They seek growth and career advancement. Help them improve their skills.
Remind them to listen to others and not make decisions w/o considering others, especially when on a team or in a management position.
Closers are ambitious; they can be argumentative if they feel they are right. They may take control of situations and ask for forgiveness later.
They are quick to make decisions and may not think everything through before making their decision.
They prefer to work independently, so make sure you are not micromanaging a Closer.
Remind Closers of the importance of showing empathy and building relationships with their clients.
Closers may become bored with routine assignments. Create competitions and payment plans to keep them motivated & engaged. Closers thrive in a fast-paced, challenging environment.
Benefits to the Team:
Challenges and Motivates others
Being viewed by others as weak.
Not being in control.
Being used by others.
If their Persuasive/Convincing is a 71 they also fear rejection and not being heard.
Suggestions on how to Communicate:
Be direct and to the point.
Focus on the crucial facts.
Do not get too detailed.
Impromptu meetings are usually preferred.
Do not extend meetings more often than necessary.
Provide the most critical information in bullet point fashion in emails
This draws the eye
Allows for a quick scan
**Disclaimer** - Candidates should not be hired or rejected for a position based on their Personality Assessment Results alone. Make sure you are using the assessments as a piece of your process, giving equal consideration to the assessment, resume/experience, and interview.
If you have any additional questions regarding this tutorial please feel free to reach out, we are here to help.
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