FREQUENTLY ASKED QUESTIONS
Clear answers before you assess a sales hire
How the SPQ*GOLD sales test works, what its findings mean, where the Career Styles Inventory (CSI) assessment fits, and what clients and candidates can expect.
UNDERSTANDING SPQ*GOLD
What it assesses—and what it does not
SPQ*GOLD adds sales-specific evidence to the hiring decision. It does not replace a good interview, references or sound commercial judgement.
What is the SPQ*GOLD sales test?
The SPQ*GOLD sales test—formally SPQ*GOLD/FSA, the Sales Preference Questionnaire/Full Spectrum Advocacy assessment—is a sales-specific behavioural diagnostic. It assesses a person’s willingness and capacity to initiate sales contact and identifies barriers that may cause them to engage in, delay or avoid prospecting activity.
Why aren’t a strong CV and a good interview enough?
A CV records what someone says they have achieved, while an interview shows how convincingly they present themselves. Neither necessarily reveals how they will respond to repeated prospecting, rejection, follow-up and the less comfortable demands of selling.
Is SPQ*GOLD a personality test?
No. It is a behavioural diagnostic focused specifically on sales-contact activity and the internal barriers that may restrict it—not a general description of someone’s personality.
Is SPQ*GOLD scientifically researched?
Yes. Behavioral Sciences Research Press (BSRP) states that SPQ*GOLD has been repeatedly validated using more than one million assessments across nations, industries and cultures. BSRP also publishes details of its continuing research programme.
Does SPQ*GOLD provide a pass or fail result?
No. There is no universal profile or pass mark for every sales role. The findings must be interpreted against what the particular job genuinely requires.
Does a strong result guarantee sales success?
No assessment can guarantee performance. SPQ*GOLD provides objective evidence about a critical part of selling, but it should be considered alongside experience, interview evidence, references and the demands of the role.
ACCURACY AND CANDIDATE EXPERIENCE
Completing and interpreting the assessment responsibly
SPQ*GOLD is a self-report assessment. The quality of the decision depends on careful administration, its accuracy indicators and experienced interpretation.
Can a candidate manipulate the assessment?
Like any self-report assessment, SPQ*GOLD should not be described as impossible to manipulate. It includes measures of test-taking behaviour designed to flag patterns such as embellishment, overly positive or evasive responding. A flag does not by itself prove dishonesty; it means the findings require cautious, expert interpretation.
When should SPQ*GOLD be used?
It is particularly valuable before the final interview or hiring decision. This allows interviewers to probe the specific risks identified rather than discovering them several months after making the appointment.
Which roles is SPQ*GOLD suitable for?
It is most relevant where success depends on initiating contact, developing new business, pursuing opportunities and asking for commitment. This includes recruitment consulting, business development, account growth and other proactive sales roles.
How does the candidate complete the assessment?
The assessment is completed online. PWA explains how much time to allow and asks candidates to complete it independently, honestly and without interruption.
USING THE FINDINGS
From assessment evidence to a better decision
The report is not the end product. PWA turns the findings into focused interview, onboarding and management actions.
What does the client receive?
Clients receive the assessment findings together with PWA’s practical interpretation, clearly identified concern areas, targeted interview questions, points to watch for and relevant onboarding and management actions.
Does a concerning result mean automatic rejection?
No. A concern is not automatically a reason to reject someone. It identifies what needs to be examined more carefully, what evidence should be sought and what level of onboarding or management support the appointment may require.
Can SPQ*GOLD be used with existing salespeople?
Yes. It can help explain inconsistent prospecting activity, pipeline weakness or avoidance of particular sales behaviours, supporting more focused coaching, management and development.
CSI, COMMERCIAL TERMS AND PWA
Where CSI fits—and what working with PWA involves
SPQ*GOLD remains the primary assessment of sales suitability. CSI is added where broader workplace, management or leadership insight is genuinely useful.
How does CSI differ from SPQ*GOLD?
SPQ*GOLD remains the primary assessment of sales-contact behaviour. The Career Styles Inventory (CSI) assessment adds broader insight into workplace preferences and motivational drivers—including how someone approaches information, goals, decisions, pressure, and working with or leading other people.
When should SPQ*GOLD and CSI be combined?
For senior sales, management and leadership appointments, use SPQ*GOLD first to examine the selling demands of the role. Add CSI where it is also important to understand how the individual is likely to work, manage, lead and make decisions.
Is a subscription or volume commitment required?
No. PWA operates on a straightforward pay-as-you-go basis. We will explain the appropriate assessment combination and cost before anything proceeds.
Why use Paul Waters Associates?
PWA is a family business established in 1981 and has represented SPQ*GOLD, CSI and Behavioral Sciences Research Press since 1993. Clients receive experienced, role-specific interpretation—not simply an automated report.
Still have a question—or want to test a specific sales role?
Tell us what the person will actually be expected to do. We will explain how SPQ*GOLD—and, where useful, CSI—can strengthen the decision.
