Why a Sales Assessment Should Be Part of Your Hiring Process (Video)

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Filling the open positions of your organization with the right people is a big decision that you will make on a regular basis. Great talent helps you achieve great success. And in today’s complex, fast-pace, multi-cultural and multi-generational work environment, selecting the right BDR, sales rep, inside sales rep or top talent for your team is crucial.

Unfortunately, many organizations go through a long, painstaking process—developing job descriptions, improving their hiring process, enhancing the candidate interview experience and onboarding process—only to realize down the road that they hired the wrong person for the job.

It is time for hiring managers and their Human Resource business partners to use modern assessment tools as part of their hiring selection process.

The Pew Research Center analysis of the workforce concluded that Millennials are becoming the largest generation of employees. They will be working side by side with Baby Boomers, Gen Xers, Silent/Greatest and Post-Millennials. So, with this diverse mix in the workplace, how do you go about hiring the best talent for your team?


Many organizations are introducing sales assessments in their selection of candidates. This intrinsic part of the recruiting process has allowed organizations to sift through large numbers of resumes, and identify those candidates that will most likely succeed in the organization.

So let’s start with a simple question: What is a Sales Assessment?

A Sales Assessment is a tool that will help you determine the potential of a sales candidate before they are hired. Not all assessments are created equal, some measure for personality types, others for analytical deduction, and many for IQ and Grit. 

Consider meeting with one or two vendors that are focused only on Sales Assessments. Then, review it to determine if it will actually work in assisting your team in making quality hires. There are a few ways to find this out. However, the best and most practical way is to simply ask the vendor the success ratio or validity of their sales assessment. How is it helping and impacting organizations today with their hiring needs in their sales department?

Many of our clients have successfully integrated the following assessments as part of their hiring process:

DISC: This stands for Dominance, Influence, Steadiness, and Conscientiousness. This is a leading assessment tool that measures potential candidates’ personality and behavior style.

Grit Scale: This assessment is quickly becoming a favorite of many organizations, largely due to the extensive study performed by its author, Angela Duckworth, from the University of Pennsylvania.

Clifton StrengthsFinder: The Gallup Organization, widely known for its polls and employee selection research, developed numerous semi-structured interviews to identify talent that could be enhanced and used to pursue positive outcomes in work. In the 1990s, under the leadership of Donald O. Clifton, Gallup developed the CSF as an objective measure of personal talent.

Talexes: This uses an approach that focuses on sales potential (how a person’s hard-wired traits lend themselves to sales). It does this via a comprehensive job-fit assessment that benchmarks sales success and provides a GAP analysis so that “uncertainty” can be eliminated across the selection, coaching, and development processes. This translates into bottom-line results via improved retention and performance.

How does the Assessment Work?

Before the interview stage, each candidate receives an email with a link to the assessment and instructions on how to take the test. The assessment is then administered by a third-party company. Once the candidate finishes the assessment, the company will consolidate the results and send you a summary of how the candidate scored in each category.

Some employers will use job simulations that are designed to measure whether candidates can perform tasks associated with the job. We recommend that you conduct that step during the in-person interview by asking situational questions and allowing the candidate to perform an assignment as part of the interview. This will give you a sense of their sales, problem-solving, verbal communication, analytical, and listening skills.

In conclusion, given the many advantages of on-line sales assessments, it is evident that sales assessment testing will continue to gain momentum within companies seeking to gain a competitive advantage from the people they hire.