Sales Assessment vs. Personality Assessment: Which is Better When Hiring Sales Talent

2. Organizations have been giving behavioural tests to job candidates since the early twentieth century. When it comes to identifying top sales talent, however, a standard personality assessment is not enough. To truly get results, you need to have an assessment specifically designed to identify strong sales talent. years of the 2

3. Personality assessments typically try to uncover an individual’s personality in the general workplace. Are they nitpickers or visionaries? Do they avoid or initiate conflict? Are they gregarious networkers or focused individual contributors? believe these assessments can undesirable attributes and guide managers and workers in their day- to-day interactions. It’s estimated that 57% of large US employers are using some type of pre-employment personality assessment, and the number is growing. Many companies candidates screen out with Sales assessments are a completely different animal. There are many companies offering sales assessments. 3

4. But their common feature is that they look at specific personality traits, attitudes, behaviours, and habits that predict future success as a sales person. The underlying strength of many sales assessments is that they go beyond conventional wisdom to measure what makes a great salesperson. Where a personality assessment might reveal broad personality traits and characteristics, sales assessments often evaluate the ‘sales DNA’ of each candidate to scientifically gauge competitiveness, desire to sell, and commitment as well as sales- specific skills like the prospecting, hunting, consultative selling, closing, account management, and more. 4

5. More companies are including sales assessments in their recruiting and selection process. Here a just a few benefits you will see by incorporating a sales assessment in your recruiting. 5

6. Levering an assessment is part of the screening process will help to weed out candidates that are not a match, thus, saving valuable time in the interview process. 6

7. Not only will an effective assessment evaluate candidate selling skills, it will also measure compatibility with your particular sales environment and culture to ensure longevity. 7

8. Sales skills assessments will help to identity the strengths of the candidates as well as areas they can be improved. This knowledge will help you develop a more customized on-boarding and training program to help each candidate reach their full potential. 8

9. Make the sales assessment one part of a comprehensive candidate evaluation that includes education, past work history, demonstrated sales success, and industry/product knowledge. Work with a sales assessment testing company to develop modified tests or benchmarks to support specific sales positions. Some sales jobs need hunters who will work independently, others jobs need farmers that will be closely supervised. Success in these positions requires different behaviours. 9

10. Depending on your organization’s best practices, it may be necessary to have both a personality assessment and a sales assessment. While this is fine, make sure to give priority to the sales assessment when recruiting a new sales team member. How much is a bad sales hire costing your organization? Check out this free hiring mistake calculator and instantly receive your total cost of hiring mistakes including your development and lost business. Should you need help developing a sales talent assessment, contact Revecent. cost of recruitment, 10

11. We look forward to learning more about your sales goals and how we can help you achieve greater success Contact Revecent Website: www.revecent.com | Phone: (800) 609-8541 | Email: info@revecent.com