Assessment Result: COMPETITOR
***Note*** When reviewing the results of a Competitor, take note of their Motivation/Drive Range.
Motivation/Drive 60 - 100: May be better suited for a sales position or even a “Hybrid” position. They will have higher confidence, enjoy the hunt and prefer the competition. They will be more assertive and decisive.
Motivation/Drive 0 - 59: May be better suited for a customer service or retention position. They will be more detail-oriented and cautious - this will slow down sales. They are more passive and think before doing.
Competitors can be highly influential to others and typically use their “charm” to get what they want. It is important to them to look good in the eyes of their peers. Competitors are highly verbal and constantly evaluate the situation. They will use education and information to prove their point.
Competitors can become restless if given monotonous tasks. They can become critical of others if they are not meeting their standards. They can be more effective if they lighten up and show more sensitivity.
They may not be your top-performing sales producer due to their High Thorough/Compliance and their need to be “perfect” and detailed.
Straight to the point*
Work as a team or alone
Use info learned to solve problems
Areas That Need Support:
Competitors can be impatient*.
They can be seen as demanding*.
They may leap before looking.
They can be restless.
They need to be perfect.
They may be talkative.
They can be seen as blunt.
They may struggle w/ listening.
Role in Office:
Would a Competitor be good at cold calling?
Competitors can be good at cold calling due to being influential and outgoing. If they also have High Motivation/Drive, they will be goal-oriented, which will help in keeping them on the phone and being a self-starter.
Would a Competitor make a good customer service representative?
Competitors can be a good addition to customer service. They are friendly and trusting. Being process-driven and detailed is important to them as well. If they have High Motivation/Drive, they may display some impatience while dealing with customers.
What role is best for a Competitor?
Motivation/Drive 60 - 100: Sales Representative, Account Executive, Sales Development Representative, Business Development Representative, Retention, and Telemarketer.
Motivation/Drive 0 - 59: Customer service representative, Account Manager, and Customer Service Sales Representative (CSSR: Hybrid sales).
Tell me about a time you struggled to sell a product to a customer due to pricing. How did you change their mind?
We provide leads for you to follow up. However, you are also responsible for building your pipeline. How would you generate leads/business for yourself?
What is more important? Hitting sales numbers or maintaining top-notch customer satisfaction scores? Why?
What do you think would keep you from being at the top of the sales board each month?
Some customers want details. Some customers want the excitement of the purchase. Have you ever failed in a sale/negotiation because you were too detailed? How did you rectify the situation and save the deal?
How do you define success?
If you could rewind to a moment in the past three years and change what you did, what would you do differently and why?
Example Interview Questions:
Click here to find additional Sample Interview Questions based on personality type.
Managing a Competitor:
Ask them for ideas on how to improve team performance.
They require strong leadership to set expectations, goals, and rules.
Help them refine their skills to prepare them for opportunities for advancement.
Create a competitive compensation plan.
Keep them motivated and engaged by mentoring, training, and encouraging a healthy competitive environment.
Remind them to listen to others and to take others into consideration when making decisions.
Benefits to the Team:
Loss of control or power.
**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.
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