| As an employer, how can you tell which job | | | | test can reduce subjectivity and guesswork, and |
| applicants can sell? Make them take a Sales | | | | help employers make more objective hiring |
| Assessment Test, and you will know! Sales Tests | | | | decisions. |
| have come a long way. Start with 100 FREE Sales | | | | Choosing the Best Sales Test: |
| Assessments to help you hire great salespeople. | | | | Please choose a sales assessment test which is: |
| Hiring good sales people is one of the hardest | | | | 1. Accurate / Relevant: The Sales Test must go |
| things that a business owner or hiring executive | | | | above and beyond the mundane psychological and |
| does. Not any more! OK, so how can an employer | | | | personality tests by doing a well rounded sales |
| tell which job applicants can sell? They can make | | | | assessment. |
| the job applicants take a sales test online, and find | | | | 2. Efficient: Completely self-contained system that |
| out easily. | | | | you can use 24/7/365 at your convenience, |
| Common Hiring Mistakes: | | | | without having to call the company every time |
| A hiring mistake can cost an employer up to | | | | you wish to test a new sales candidate. |
| $100,000 or more. Many employers are deluged | | | | 3. Easy to Interpret: The sales assessment |
| with sales resumes, but have no way of knowing | | | | Report Cards must be clear, easy to understand, |
| who can really sell. So, they often tend to hire | | | | and preferably just 1-page long (some can be |
| someone with whom they "feel comfortable", | | | | unwieldy -- up to 20+ pages per candidate). |
| who is "like them", who "looks good", or has | | | | 4. Scored Instantly: Candidates' Report Cards |
| "industry knowledge". None of that necessarily | | | | (Sales Test scores) should be available online |
| means that the person can actually sell. A good | | | | immediately after they complete a sales test (no |
| Sales Assessment Test can help. | | | | waiting for the Sales Test Reports to arrive by |
| Personality / Psychology NOT Enough: | | | | fax or snail mail). |
| Sales Personality Tests or Sales Psychology Tests | | | | 5. Robust: The sales assessment test should |
| are usually not good predictors of sales potential. | | | | contain built-in safeguards against guessing, |
| There is a lot more to selling than just psychology | | | | random answering and candidate substitution. Not |
| and personality. A well-rounded sales assessment | | | | all sales tests are created equal. |