BY Kathy Crosett
Are you using a sales personality test when hiring for sales? At least 26% of sales managers still use personality tests when recruiting sales personnel according to our research. They could be making much better hires by changing their approach. They could ask candidates to take sales acumen assessments.
What is a sales acumen assessment?
A sales acumen assessment serves as a situational judgement test. When answering questions, candidates reveal how they will respond in typical sales situations. The objective data points give hiring managers a clear understanding of a candidate’s abilities.
Around 45% of sales managers told us they currently use sales skills assessment tests to evaluate candidates.
These sales acumen tests deliver more valuable information than a sales personality test. In a sales personality test, a candidate’s answers to questions reveal specific qualities. For example, a hiring manager will learn whether the candidate is competitive or empathetic. But they won’t learn about motivation or how well the candidate will fit with the team.
Why should you use assessments when hiring for sales?
Using assessments when hiring for sales helps hiring managers find candidates who are best suited for the position. Well-designed assessments deliver objective results.
Hiring managers should use these objective results in addition to other hiring tools to make the best decision. These additional hiring tools may include interviews and an audition — such as requiring a candidate to make a sales presentation.
Using these tools reduces the chances of making a bad hire.
The challenges of a bad hire
Sales managers tell us they experience an average turnover rate of close to 30%. In a sales department of 10 reps, the manager faces the prospect of replacing at least three reps every year. Every separation involves significant time and expense.
The trouble usually starts long before a sales rep departs, either on their own or because they were terminated. Managers say it takes them around six months to off-board a poorly performing rep. Recruiting takes another three months. And then, managers need five and a half months to train the new hire.
Managers can avoid some of this expense and disruption by making better hires.
What is a psychometric assessment?
The best way to make a better sales hire is to use a psychometric assessment.
These assessments are standardized and objective. They measure factors such as a candidate’s personality traits, likely workplace behavior and leadership potential.
How does psychometric testing expand upon a sales personality test?
A sales personality test will not deliver as much detailed information as a psychometric assessment.
The psychometric assessment results give you a comprehensive candidate profile and indicate which sales role they’re best suited for. On a platform like TeamTraitTM, you’ll be given interview questions. These customized questions are based on the candidate’s profile. They’re designed to help you dig deeper into specific areas of concern.
How will you know if your sales candidate is a good fit?
Poor fit can contribute to sales reps not thriving in their roles. A sales personality test will not consider the topic of fit. However, TeamTrait’s Four FitsTM tool helps managers understand how well a candidate will fit with the following critical aspects of the sales role they are hiring for:
Manager — Some of the 30% sales department turnover rate stems from reps’ unhappiness with their sales manager. This unhappiness is often about poor fit.
Company/Team — In a team environment, individuals gravitate to specific roles. If your candidate prefers to be self-reliant, will they fit with the collaborative nature of your team? It’s worth considering before you make an offer.
Job — The sales role encompasses a range of different jobs. Your top candidate may do well as a business development rep. But if you’re hiring for a customer service role, you’ll want to know how well they’ll fit that job.
Customer — Your ideal customers are accustomed to working with a specific type of sales professional. Is the candidate you like able to serve your ideal customer?
A sales personality test is only the start when hiring for the sales department. Many experts believe there is a sales personality. We believe that success in sales requires much more than a personality type.
Tools such as sales acumen tests and psychometric assessments deliver a complete picture of a promising candidate. Using these tools helps managers make great hires, improve team relationships and reduce turnover.
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