Make more reliable talent decisions, decrease turnover and recruitment costs, and increase the productivity of your salesforce.
Sales recruitment is the process to identify and hire ideal applicants for a sales role. A high performing sales team is crucial to the success of most businesses. Top sales teams meet targets and boost the growth of the business. Hiring managers need to be confident that any new hires will add immediate value. Tools such as the sales recruitment assessment provide hiring managers with in-depth information into future sales-persons critical competencies and their ideal fit to a sales process. With this information, hiring managers can recognise strengths and potential areas in which a new hire may need extra support. Sales assessment tools are an ideal way to make non-bias decisions based on science-backed data.
A Sales Competence Recruitment Assessment is a hiring tool to help recruiters and managers objectively identify and select salespeople with the most significant potential for long-term sales success. A sales competence recruitment assessment helps to simplify your hiring needs.
Natural ability, predispositions, attitude, level of competence and mindset contribute to the success of a salesperson. The revolutionary Sales Competence Recruitment Assessment combines all these factors into one report that allows recruiters and sales managers to make more reliable talent decisions, decrease staff turnover and recruitment costs, and increase the productivity of their salesforce.
The sales competence assessment is an effective assessment test for sales positions. The report enables you to make more confident hiring decisions by identifying an individual’s current level of competence across, sales behaviours, mindsets and the excuse index. Our sales recruitment test identifies a salesperson’s strengths and development areas in 18 areas critical to sales success to determine how well matched they are for the job role. These sales recruitment assessment tools are combined into one report that enable quick hiring decisions.
Using the insights from the assessment managers and recruiters can evaluate an applicant’s behavioural fit to the typical tasks and activities required in a job role. While reviewing the scores, consider which sales competences relate strongly to the specific job requirements. For example, a respondent may have a low score for a particular competence. However, if the competence is not an essential factor for the job, then a low score may be beneficial as they don’t need to focus on it.
Furthermore, recruiters and managers can identify development needs before the candidate starts in the sales position. The recruitment assessment provides a match between a salesperson and a job role as well as the sales cycle to ensure you match your recruit to the right position in your organisation.
In comparison to other assessments for sales recruitment, the scores are not static, and the tool presumes that anyone is hireable as a person can develop or reprioritise their competencies.
When it comes to recruiting for any role, relying on a CV or gut feeling is not enough. This is especially critical when it comes to recruiting for a sales position. Hiring the wrong candidate can have significant repercussions on your bottom line.
Our sales recruitment assessment tools help you sift through candidate pools to identify top sales talent and the most suitable applicants for your sales position. Quickly identifying high performing talent saves you time, money, and enables you to make confident hiring decisions that have a positive impact on the business further down the track. An assessment test for sales positions can help improve retention rates, while reducing turnover of salespeople.
Make more reliable talent decisions, decrease turnover and recruitment costs, and increase the productivity of your salesforce.
Identifying top talent and avoiding mis-hires can be challenging. Sales talent assessment tools assists recruiters to filter through applicant pools and predict who will have a significant imact in the job. The Sales Competence Recruitment assessment identifies the DNA of exceptional sales performance. The intuitive reports measure a salesperson’s current level of competence in 18 key areas vital to success and provides suggested sales roles that match the candidate’s strengths.
Benefits of the assessment include:
The sales recruitment assessment tools in the report help evaluate job fit for a sales position. These sales talent assessments offer unique insights into factors that contribute to success in sales.
Sales Competencies
The Sales Recruitment Test assesses a candidates effectiveness in 18 skills critical to sales success. Gain valuable insight into the current competence level and whether the scores match your job role requirements.
Sales Mindsets
Mindsets go beyond competencies and provide more indepth analysis into the sales attitudes that could be holding a sales person back from success. Mindsets are the building blocks of the 18 sales competences and are like attitudes towards sales, they are much more difficult to develop. Mindsets help recruiters and sales managers understand the way a sales person approaches problem solving and overcoming challenges. The Sales Recruitment Test includes 12 mindsets.
Sales Roles and Sales Theory
The Recruitment Report calculates a person’s match for eight standard sales roles that cover a range of positions from long term repeat sales to short term one-off sales. The 18 sales competences measured in the Sales Competence Recruitment Assessment are identified within three different continuums; how a salesperson deals with their prospects’ needs, how they perform in the length or cycle of a particular sale, and how they manage the relationship with the prospect after they close the deal.
The report divides the Sales Roles into Top Roles, Potential roles, and Marginal Roles. Top sales roles are presently the most comfortable for the person and create the best opportunities for success. Potential sales roles are more challenging at this time, but with effort and ongoing development could become a fit. Marginal sales roles are the most difficult for this candidate and would require more improvement in several areas to become a fit. Furthermore, you can create up to 5 of your own sales roles with unique criteria to replace or support the system’s standard job roles.
Excuse Index
The Excuse Index revolutionises sales hiring. The index provides an indicator of how likely a person is to make excuses and not actively focus on activities that produce direct sales outcomes. The Excuse Index is one of the first factors we recommend recruiters look at in the sales recruitment test, as it will tell them whether a candidate is likely to look for excuses or distractions rather than focus on sales activities.
Suggested Interview Questions
One of the most practical sales recruitment assessment tools is the suggested interview questions. The report generates questions unique to the salespersons individual scores. The questions help recruiters and sales managers prepare for interviews and allow them to delve deeper into the candidates sales experience.
The Recruitment Report calculates a person’s match for eight standard sales roles that cover a range of positions from long term repeat sales to short term one-off sales. The 18 sales competences measured in the Sales Competence Recruitment Assessment are identified within three different continuums; how a salesperson deals with their prospects’ needs, how they perform in the length or cycle of a particular sale, and how they manage the relationship with the prospect after they close the deal.
The report analyses the candidate’s strengths and matches them to eight sales roles. The report ranks the matched sales roles from high to low. As you review the match percentages, remember that the scores reflect the respondent’s current level of competence. With enough motivation and dedication, people can develop competences in time.
The report divides the Sales Roles into Top Roles, Potential roles, and Marginal Roles. Top sales roles are presently the most comfortable for the person and create the best opportunities for success. Potential sales roles are more challenging at this time, but with effort and ongoing development could become a fit. Marginal sales roles are the most difficult for this candidate and would require more improvement in several areas to become a fit. Furthermore, you can create up to 5 of your own sales roles with unique criteria to replace or support the system’s standard job roles.
