Workforce Management Insights

You can read the résumé and call the references, but that still leaves room for doubt. More businesses are relying on hiring assessments — not just to move faster, but to hire with clarity, consistency, and fewer regrets.

As we approach the middle of the year, it’s time to step back and assess the progress of your sales team. The January kickoff meeting is far behind you. Your sale reps have had some successes and some setbacks. At this point, you should put changes in place that will lead to optimal year-​end outcomes. To achieve your goals, you also need a sales star on your team.

Hiring a great sales professional has traditionally required managers to review a candidate’s sales skills. They also checked out how well a candidate might fit into the organization, often assessing soft skills. As technology advances, hiring managers should also evaluate another factor: AI readiness.

Businesses require two key elements to succeed: a product or service and someone to sell it. If you’ve nailed your product development, your next step is to hire a rainmaker. As you review the candidates who apply for your open position, should you go with your gut feeling?

Hiring managers, finding the top sales talent for your sales team isn’t just a smart move; it’s necessary. A weak hire can stall growth, waste time, and hurt your team’s momentum, but a strong hire can change everything.

The recruiting process has come a long way from simply reviewing resumes and conducting interviews. Today, organizations rely on behavioral assessment tools to make smarter, data-​driven hiring decisions.