PRE-HIRE SALES ASSESSMENTS
THE DATA TO SELECT HIGH-POTENTIAL AND BUILD HIGH-PERFORMANCE
PRE-HIRE SALES ASSESSMENTS
THE DATA TO SELECT HIGH-POTENTIAL AND BUILD HIGH-PERFORMANCE
Hiring Salespeople Can Feel Like a Gamble.
SalesFuel HIRE Stacks the Deck in Your Favor!
- Identifies high-potentials with greater certainty — even those who may not be in sales (yet)
- Provides another set of eyes to keep decisions based on data, not emotion or unconscious bias
- Reduces expensive turnover and lost opportunity costs
- Eliminates wasted time interviewing substandard candidates you're never going to hire
- Benchmarks your existing talent and whether the candidate can make the team better
- Helps you avoid getting stuck with C players that miss quota and need constant prodding
Hiring Salespeople Can Feel Like a Gamble.
SalesFuel HIRE Stacks the Deck in Your Favor!
- Identifies high-potentials with greater certainty — even those who may not be in sales (yet)
- Provides another set of eyes to keep decisions based on data, not emotion or unconscious bias
- Reduces expensive turnover and lost opportunity costs
- Eliminates wasted time interviewing substandard candidates you're never going to hire
- Benchmarks your existing talent and whether your candidate will make the team better
- Helps you avoid getting stuck with C players that miss quota and need constant prodding
SALESFUEL HIRE IS THE B.S. DETECTOR FOR HIRING SALESPEOPLE
THE HIGH PERFORMER
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A player or B player with high potential
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Will meet/exceed quota and upgrade your sales team
- Strong closing and problem solving skills
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High in empathy, efficiency, accountability, positivity and resilience
- Motivated by money, winning and helping others
- Highly coachable
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SalesFuel HIRE will verify they are who they say they are
THE SALES IMPOSTOR
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C player pretending to be a high performer
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Will miss quota, blame everything but themselves
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Great at job interviews
- High in sociability
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Weak at prospecting, closing and discovery
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Low in drive, competitiveness and follow-through
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SalesFuel HIRE will reveal they're NOT the person they appear to be
THE TOXIC TROUBLEMAKER
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Causes their supervisors to waste time being mediators or internal fire extinguishers
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Drains time, energy and positivity — lowering the performance of many on the sales team
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High in self-importance, inner-directedness and need for attention
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Low in emotional control
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Often difficult to terminate before damage is done
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The SalesFuel HIRE sales assessment tool will warn you of the potential risk
MAKE DECISIONS BASED ON THEIR LIKELY BEHAVIOR, NOT THEIR BEST BEHAVIOR
PROVEN EFFECTIVE. BACKED BY BRAIN SCIENCE.
WORLD-CLASS SALES ASSESSMENT TEST + 4 PSYCHOMETRIC ASSESSMENTS
SALESFUEL HIRE AUTOMATES THE TESTING PROCESS AND INSTANTLY REPORTS FINDINGS
THE MOST COMPREHENSIVE SALES ASSESSMENT TEST
SalesFuel HIRE reveals whether they're likely to be a sales producer or sales impostor
SalesFuel HIRE was built specifically for profiling salespeople and marketers — putting talent analytics in the vital job context that personality tests lack. With our sales aptitude test, sales managers will know for certain if their candidate truly possesses the knowledge of their craft that comes from experience and success. This sales assessment test was created by some of the world's top sales experts including Jeffrey Gitomer (Little Red Book of Selling) and C. Lee Smith (SalesCred and Hire Smarter, Sell More!).
SalesFuel HIRE reveals tendencies in nine categories of sales competency:
Pre-Call Preparation
Targeting and Prospecting
Discovery
Connecting with the Buyer
Social Selling
Solving
Closing
Assurance+Delivery
Self-Management
SalesFuel HIRE also provides…
JOB FIT SCORING
Are they a good fit for the job — or perhaps another opening in the company? SalesFuel HIRE measures Natural Job Fit scores for 10 types of positions in the typical sales department.
PROFESSIONAL COACHABILITY
Will your future 1‑on-1s be productive in making the salesperson better or frustratingly ineffective? Can a B candidate be developed into an A player? With SalesFuel HIRE, you'll know.
ASSESSMENT-BASED INTERVIEW QUESTIONS
SalesFuel HIRE also recommends open-ended probing questions for your interviews based on the candidate's selling, motivational and behavioral tendencies.
Your future revenue is too important for anything less. Request a demo and get a free profile of yourself or a team member!
SalesFuel HIRE BEHAVIORAL ASSESSMENT TOOL
Because job history shows where they've been, but mindset shows where they're going.
C players may be a good fit for the job, but high-potential salespeople have Four Fits.
SalesFuel HIRE's comprehensive Candidate Profiles help reveal their Four Fits™ (or lack thereof.)
Natural Work Tendencies
Will they bring their 'best selves' to their work… or something else? SalesFuel HIRE's Work Tendencies use patterns from all four psychometric assessments to show you what you're likely to get when the chips are down, measuring 30 commonly-desired characteristics among high-performing salespeople, including: Professional Coachability, Confidence, Drive, Optimism, Time Management and Stress Management.
Axiological Assessment
Will they exaggerate the positive or overlook the negative? Do they have empathy for others? Are they escaping their old job? SalesFuel HIRE uses an updated version of the Hartman Values Profile (HVP) to reveal how candidates are likely to make decisions on the job and whether they aspire to survive or thrive in your company. SalesFuel HIRE reveals:
- Empathy: Perception, trust, and tolerance of others
- Practical Thinking: Perception, urgency, and focus of practical tasks
- Structured Thinking: Perception, compliance, and consistency of concepts and systems
- Self-Direction: Are they running toward your company or away from their current employer?
Motivators Assessment
What motivates them to take action? Money? Independence? Power? Helping others? SalesFuel HIRE uses a unique assessment from behavioral mastermind Steven Sisler to show you which of the 7 primary motivators drive each candidate. SalesFuel HIRE indicates one's desire for:
- Originality – Grounded vs. Unconventional
- Efficiency – Competitive vs. Complacent
- Individuality – Distinctive vs. Blending In
- Power – Controlling vs. Submissive
- Sacrifice – Conditional vs. Unconditional
- Compliance – Structured vs. Unstructured
- Curiosity – Intellectual vs. Intuitive
Behavioral Assessment
What energizes your candidate? Making things happen? Attracting people to them? SalesFuel HIRE uses two assessments — Big 5 and DISC/TARP — to measures behavioral tendencies like these for each candidate. It also reveals how they act when under the stress of a deadline or demanding customer.
Personality quizzes, even if they are modified for salespeople, can't compare to SalesFuel HIRE! The combination of four psychometric assessments, plus a world-class sales acumen assessment, gives a fuller picture of your candidates and are superior to personality tests such as:
- 16p (16 Personality Factor) by IPAT
- 6 FPQ (6 Factor Personality Questionnaire) by Sigma Assessment Systems
- Caliper Profile
- CDR Character Assessment
- CPI (California Personality Inventory) by Westburn Publishers
- CPQ (Craft Personality Questionnaire) by CraftSystems/Provisor
- Conditional Reasoning Test of Aggression
- Devine Inventory/Select Best
- DiSC or DISC alone
- DPS (Dynamic Personality Shift) by Kenexa
- Employee Screening Questionnaire
- Gordon Personal Profile Inventory
- HEXACO
- HWPI (Harcourt Workplace Personality Inventory) by Harcourt
- HPI (Hogan Personality Inventory) by Hogan Assessment Systems
- IPIP (International Personality Item Pool) by Oregon Research Institute
- JPRF (Jackson Personality Research form) by Sigma Assessment Systems
- MBTI (Myers-Briggs Type Indicator — which by their own admission should never be used for hiring)
- NPQ (Manchester Personality Questionnaire) by Hogrefe Ltd.
- MMPI (Minnesota Multiphasic Personality Inventory) by Pearson Assessments
- NEO-PI‑R NEO Personality Inventory – Revised Psychological Assessment Resources
- OPI (Occupational Personality Inventory) by Kenexa
- OPQ (Occupational Personality Questionnaire) by SHL
- ORVIS or ORAIS
- Personal Style Inventory
- Profiles Performance Indicator (Profiles Sales Indicator)
- Profilers Premium Placements Inc.
- PIP (Personality Interview Profiler) by PIP
- RPQ (Rapid Personality Questionnaire) by Kenexa
- WPI (Select Work Personality Index) by Select Psychometrics Publishing
Avoid the Costly Mistake of Hiring One of the 13 Types of Toxic Salespeople
In 2020, 2/3 of salespeople said they've worked with a toxic co-worker or a toxic manager.
It usually ends with dismissal of the toxic employee or departure of your better salespeople.
There are 13 types of toxic personalities among salespeople that, if hired, can drain the time and energy of their manager, the morale of their co-workers, and eventually, the finances of the company. SalesFuel HIRE acts as an early warning system that flags the candidates that pose the highest risk.
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The Jungle Fighter
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The Agitator
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The Cynic
- The Drama Llama
- The Enforcer
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The Exploiter
- The Glory Hog
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The Instigator
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The Job Protector
- The Lone Wolf
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The Martyr
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The Taskmaster
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The Vacilator
Can you identify all 13 Types of Toxic Salespeople when you interview?
Get The 13 Toxic Types of Salespeople — an excerpt from the Amazon bestselling book Hire Smarter, Sell More! — right now
SALESFUEL IS TRUSTED BY HUNDREDS OF LEADING COMPANIES INCLUDING
SEE IT AND GET A FREE PROFILE!
See how SalesFuel HIRE help you be sure when you're hiring salespeople. Request a demo and get a free profile of yourself or a team member!
SALES HIRING RESEARCH+INSIGHTS
In today’s COVID-19 economy, EVERY sales position counts! The good news is there has never been a deeper pool of talented salespeople to choose from in the past 10 years. The bad news is there have never been more toxic salespeople on the market. Is your hiring process geared for the unique challenges of hiring the right salespeople? During this webinar, Lee will share the latest research on sales hiring and insights from his new book Hire Smarter, Sell More!, including: The mindset of top sales performers and what to look for in the hiring process and the ”Four Fits” that should determine your top finalists.
Last week, we posted anecdotal evidence about Gen Z job applicants and how they prefer an informal interview structure when they’re determining which company they want to work for. That evidence may be true to some extent, but young job seekers also favor tough skills tests, including a thorough sales assessment test.