• Mike Poledna

How And Why To Use Candidate Assessments For Your Sales Positions

Updated: Jun 15

SDR Interview

Sales-specific fit assessments are an increasingly popular form of hiring tool - and for a good reason. There are many benefits of using job fit assessments as hiring tools. Not only should you be aware of the benefits to help you make your decision, but you should also make sure you’re getting the proper sales candidate assessment for your needs.

First, take a look at some of the benefits of implementing sales-specific assessments in your selection process.

  • They provide valuable information on multiple topics, including cultural fit, experience, and work ethic

  • They assist in the recruitment process

  • They help you ramp up sales reps faster

  • They increase job satisfaction

  • They improve retention efforts

On top of all these: they guide you to make the right choices in the hiring process.

Since you should be utilizing sales-specific assessments if you aren’t already, the next step is to ask yourself the right questions to make sure you’re getting the proper sales-specific assessments to fit your needs.

Here are some questions to ask when you are choosing the proper assessment:

  • Does the test have reliability, validity, and psychological data to back it up?

  • What type of assessment are you looking for - learning speed, personality, cognitive abilities?

  • What are the candidates’ results being compared to - such as other tools or even existing employees?

  • Does your assessment choice come with the necessary training and support to implement it most effectively?

Sales-specific assessments are a valuable tool for getting guidance in the hiring process for many reasons. Make sure you collect enough data to make an educated decision on which type of assessment will be most best for the sales roles you need to fill.

To learn more about structuring a productive sales interview, get a copy of our ebook, 3 Essential Resources for Interviewing Sales Candidates. You’ll get an outline for the perfect interview, a list of questions to ask (and ones to avoid), and a candidate evaluation form to make sure you and your team have a unified scoring method for candidates.

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