Recruitment & Employment Confederation
EXCLUSIVE REC MEMBER OFFER · FROM PAUL WATERS ASSOCIATES
ONE COMPLIMENTARY ASSESSMENT · THREE COMMERCIAL QUESTIONS
Who would be most valuable to understand—the struggler, the star or your next potential hire?
An existing salesperson may be costing you revenue through avoided or inconsistent sales activity. A proven performer may hold the clearest evidence of what successful sales behaviour looks like in your business. And an impressive candidate may still become an expensive hiring mistake once the interview is over.
As an REC member, choose one complimentary SPQ*GOLD or CSI assessment. SPQ*GOLD can identify sales barriers, benchmark a strong performer or reduce the risk of a bad hire. CSI helps you understand what makes the chosen person tick and how to get the best from them.
TWO ASSESSMENTS · THREE WAYS TO USE THE INSIGHT
SALES EVIDENCE · SPQ*GOLD
Investigate performance, benchmark success or reduce hiring risk.
SPQ*GOLD examines whether the chosen person has the selling comfort, motivation, resilience and goal focus needed to sustain day-to-day sales activity and proactively create opportunities.
INDIVIDUAL MOTIVATION · CSI
Understand what makes them tick.
CSI reveals whether personal recognition, financial reward, development or another management approach is most likely to motivate the chosen individual, strengthen engagement and bring out their best.
EXCLUSIVE REC MEMBER PRICING
STANDARD PRICE
£260 + VAT
The consistent standard price for an assessment.
YOUR FIRST MEMBER ASSESSMENT
£0
Choose one complimentary SPQ*GOLD or CSI assessment, including experienced interpretation and practical next actions.
ONGOING REC MEMBER RATE
£182.50 + VAT
SAVE 30%
£77.50 below the £260 standard price on every subsequent SPQ*GOLD or CSI assessment.
CHOOSE YOUR OPTION
OPTION 1
THE STRUGGLER
How much revenue is being lost?
SPQ*GOLD can expose sales-specific barriers that may be restricting performance. CSI can reveal whether management, personal recognition, financial reward or development is misaligned with what the individual actually values.
OPTION 2
THE STAR
What sits behind their success?
SPQ*GOLD clarifies the sales behaviours, energy and goal focus supporting strong results. CSI shows what is most likely to keep the individual motivated, properly managed and committed to the business.
OPTION 3
THE POTENTIAL HIRE
How much could a bad hire cost?
SPQ*GOLD examines sales readiness and risks that polished answers may conceal. CSI adds insight into workplace preferences, motivational drivers and the support most likely to help the person perform.
CHOOSE THE QUESTION—THEN THE ASSESSMENT
SPQ reveals the sales evidence. CSI reveals what is most likely to bring out their best.
Your member benefit gives you one complimentary assessment. Choose SPQ*GOLD or CSI—or simply tell us about the person and the question you want answered, and we will recommend the better starting point.
SPQ*GOLD · SALES READINESS
Are they equipped to sell?
SPQ*GOLD examines whether someone has the selling comfort, motivation, resilience and goal focus needed to sustain day-to-day sales activity and proactively create opportunities.
Choose SPQ*GOLD when: the main question concerns sales suitability, sales barriers, benchmarking strong performance, sustained activity or hiring risk.
CSI · PERFORMANCE AND MOTIVATION
How do you get the best from them?
CSI identifies the workplace preferences and motivational drivers that should shape how the individual is managed, recognised, rewarded, developed and retained.
Choose CSI when: the main question concerns motivation, management, development, leadership, team fit or retention.
What motivates one person may demotivate another
PERSONAL RECOGNITION
Some people need regular, visible acknowledgement to feel properly valued and engaged.
FINANCIAL REWARD
Others are motivated far more strongly by money, commission and a tangible return for results.
PERSONAL DEVELOPMENT
Development may feel like genuine investment to one person and an unwanted second job to another.
WHAT HAPPENS NEXT
Choose the person. PWA will take it from there.
1 · Tell us who
Reply to your REC email or contact PWA and say: struggler, star or hire.
2 · Add the context
We establish the role and the question you want the assessment to help answer.
3 · Choose and complete
Choose SPQ*GOLD or CSI—or tell us the question and we will recommend the better starting point. The individual then completes the assessment securely online.
4 · Use the evidence
You receive experienced interpretation and clear, practical next actions.
The struggler, the star or the potential hire—which one would give you the most useful insight?
Reply with 1, 2 or 3 and, if you already know, SPQ or CSI. If not, tell us the question and we will recommend the best place to start. No introductory meeting is required.
