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  • Mike Poledna

How To Select The Right Sales Candidate Assessment

Updated: Jul 21



Are you looking for a sales candidate assessment tool?


If so, there are many tools out there that claim to be simple and easy. But simplicity can actually be quite complicated! There are many assessments on the market, and most are presented as simple and easy as many companies providing sales assessments sell them on that exact premise. Be warned, however, that is not always the case.


Choosing the right assessment is an important task and one that can become overwhelming. Different assessments provide different benefits and limitations. When choosing which assessment to use, there are several factors to consider:

  • Is it possible to customize the assessment?

  • How long does the assessment take sales candidates to complete?

  • Can the assessment be completed on a mobile device or smartphone?

  • Are the assessment results available immediately to hiring managers, or are they emailed later by the company?

  • Can anyone in the company access assessment results?

  • Where are assessments stored, and for how long are the results available?

How does a CEO or sales leader know which assessment is right for them with all these critical questions? The answer is actually quite simple: it's people.


We can all agree that an organization is only as good as the people who work there, so it follows that an assessment is only as good as the people who designed it.


And what kind of people create assessments that actually work?

  • People who understand the science and how it applies to sales teams - Anyone can write a survey. Only people who know about assessment science can produce one that meets standards for validity, measures what it is supposed to measure, and provides you with meaningful hiring intelligence.

  • People who understand all the different types of sales roles - Different sales roles need different assessments. For example, if you are hiring a senior account executive, the assessment will be different than the one you'd ask an SDR candidate to complete. The assessment needs to test for things that the role requires.

  • People who understand business and how to build high-performing sales teams - An assessment provider and sales consultant should know that it's important to have a lot of scientific validity in their report. Still, they also need to know how high-performing sales teams are built and managed.

Sales assessments are good, but they can't solve all your talent management needs alone. They are only helpful if the people behind them are smart and can help you get exactly the right kind of sales assessment.




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