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How to Use Assessments When Hiring Salespeople

04.05.18   |   Sales Recruiting   |   Chelsey Canavan, Director of Marketing at Treeline, Inc.

How to use assessments when hiring salespeople - Treeline Inc

Sales Hiring Assessments: When to Use Them and Do They Work?

When it comes to hiring salespeople, relying on the resume or a gut feeling is not enough. You need data and insight into not only what the salesperson has accomplished, but you also need to understand their sales characteristics and how they align with your selling environment and sales culture.

Salespeople are the revenue drivers of your company. For every missed or bad hire, there is lost revenue that cannot be recovered.

Why should companies use a sales hiring assessment?
 

When used correctly, sales hiring assessments can improve your sales hiring efficiency, resulting in better hires while reducing the time and cost of recruiting. It can also help you improve retention rates, while reducing turnover rates.

On the flip side, when used incorrectly, sales hiring assessments can stunt your ability to effectively identify the right candidate for the opportunity, slow down your hiring process, and even deter qualified candidates from moving through the process.

Why do companies fail to hire or use sales assessments correctly?
 

One of the main reasons companies fail to effectively identify the right sales candidate is that most companies do not have a clear understanding of who they need to hire. Yes, everyone wants a sales superstar, but companies need to first understand the sales characteristics that align with their open sales job and selling environment.

Before sending all interested candidates a sales assessment test, first complete a Predictive Sales Hiring Assessment Test yourself.

What is a Predictive Sales Hiring Assessment?
 

A predictive sales hiring assessment asks a series of questions that the sales management and HR team should each take and review together. It only takes 5-10 minutes to complete, asking a series of sales questions pertaining to the sales characteristics of the job.

For instance, does this sales role require someone who has:

  • A transactional or strategic selling approach?
  • Inside or outside sales experience?
  • Sold into general decision makers or C-level decision makers?
  • Sold a product or service?
  • Hunting or farming sales experience?

 

Other questions you want to be able to answer related to your open sales job are:

  • What is the average sales size?
  • How long is the sales cycle?
  • What is quota?

Before you even start recruiting, your sales management and HR team need to be on the same page and have clear definitions around what sales characteristics best align with this sales job.

Where can I access a Predictive Sales Hiring Assessment?
 

Great question. You can use Treeline’s FREE Predictive Sales Hiring Assessment right here!

Using this free assessment could save you both time and money in your sales recruitment efforts. This assessment will clearly outline the type of salesperson and sales characteristics, giving you direction in who to target in your search, while also providing you with the qualifying sales interview questions you should be asking candidates to see if they align with your results.

Once you qualify on the hard skills, like selling ability, you will be able to qualify on soft and intangible skills to identify whether this person is also a good fit for you team and culture.

{Ask the right sales interview questions: Use our FREE Sales Interview Scorecard

After I complete the Free Predictive Sales Hiring Assessment, are there other sales assessments I should consider leveraging in the recruiting process?
 

Yes, there are several highly-valuable sales assessment tests you should consider using to further qualify candidates during the interview process. When considering sales assessment test, you want to keep in mind a few things:

  • The cost of the sales assessment test
  • The results and tracking of the sales assessment (ROI)
  • Who will be managing this step in the interview process
  • What types of questions you want to be asked in the assessment
  • When will this sales assessment test be introduced in the process
  • How long it takes for candidates to complete the assessment
  • How many candidates are completing/not completing the assessment
  • Whether you use the assessment results to move forward with candidates or remove them from the process

There are several different hiring assessment tests with different areas of focus like:

  • Skills Assessment tests
  • Behavioral tests
  • Personality tests
  • Emotional Intelligence tests
  • Cognitive tests
  • Psychometric Assessments

kjDifferent tests can help a company understand a candidate’s capability, problem-solving ability, communication style, critical thinking, and ability to work with others as well as their level of autonomy.

You want to first understand the goal of the assessment and what you are trying to measure. Once you decide on the type of test, you can consider several different solution vendors.

Why should a company consider using an assessment test when hiring salespeople?
 

Sales assessments, when used correctly in the hiring process, can help keep hiring teams objective while also removing hiring bias. They can also optimize the process, enabling HR teams to be more effective, and they can also reduce the cost of hiring.

*It is important to note that these assessments should not replace standard recruiting processes, but should work in conjunction. The assessments should only account for a small percentage on the decision as to whether or not to move forward with a candidate in the process. They should not be used as your only recruiting tool.

What are some sales assessments to consider?
 

Some sales assessment tests and vendors you should consider implementing into your recruiting and hiring process:

 

Recruit Salespeople - Treeline Inc - Top Sales Recruitment Firm

 

 

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