Sales recruitment is not a walk in the park. There are thousands of talented people and various company objectives to consider. But there is a way to cut down on money and time while increasing sales and reducing turnover – Assessments.

Recruitment assessments help gauge talent while helping you narrow down the most prospective of all candidates, which will help you make the right choice. Learn about the three different types of assessments you could include in your recruitment process.

1. Lucid Assessments

The LUCID assessment is an acronym for Logical, Understandable, Comprehensive, Intelligent, and Direct. In every recruitment process, your goal is to understand your prospective candidate beyond what’s on their resume to determine fit.

The lucid assessment helps you learn more about the candidate and how they converse about themselves; are they understandable, honest, and capable of handling the job?

You want to understand their sense of identity and how they came to achieve their goals as sales recruiters. You’ll also want to learn about their drive for work, their ability to use their skills, their future goals, and their ability to handle difficult tasks and confrontations. The LUCID assessment will help you to better understand these areas and define who will be a fit.

2. Skills-Based Assessments

The second assessment you may want to leverage is a skills assessment. Salespeople have the task of marketing, lead generation, customer and client acquisition, and brand awareness. Hence, they require the right skills to achieve the business’s intended goals and objectives.

Within any type of skills assessment, you should leverage it to capture candidates who can negotiate, sell (either cross-sell or upsell), and close deals. Therefore, the skills you want to assess should include communication, presentation, social selling style, negotiation, storytelling, and most importantly, listening. You could also look for additional sales skills that don’t necessarily deal with customer interaction, such as time management, judgment, and planning skills.

You should also take a base-line skills assessment of your current sales organization to see where your top producers rank in these areas. This will help you to identify the right candidates for future hires.

3. Psychometric Assessments

Psychometric assessments can be very broad because these tests will measure unique abilities, personality traits, mental health, education achievements, attitudes, and constructs of the sales business.

Psychometric assessments also vary in the form; from questionnaires, open-ended questions, face-to-face interactions, or other interview tactics. However, there are two typical psychometric assessments used: aptitude and personality.

Aptitude Assessments

  • Aptitude tests gauge your cognitive abilities to handle a certain role, in this case, sales. You can use multiple platforms to administer the test depending on the sales specialization such as an account executive, a health agent, a manufacturing assistant, and other sales-related positions.
  • Most aptitude tests will feature a general ability test with four sections: verbal ability, non-verbal ability, spatial, and numerical ability. Each test will question your roles and assess your answers to know if you’re a good fit for a certain role or not.

Personality Assessments

  • Traits assessments are essential because you can’t ascertain a candidate’s drive or passion for the job from an interview. The personality test will help you identify candidates who have personality traits that fit your job description.
  • For example, salespeople ought to have traits such as a high drive or attitude for the job; this way, no matter how challenging the work gets, they don’t quit. Other traits include creativity, empathy, conscientiousness, friendliness, optimism, and aggression.

Other Assessments

  • You may also include other assessments that analyze behaviors, attitudes, emotions, and abilities to relate to others or various situations.

Bottom Line

There are thousands of qualified sales professionals around the globe, and with a cursorily look at their resumes, they could work in any company. But to get the right salesperson for your organization, leveraging assessments to find the right match will satisfy both your business needs and the culture of your team.

For more information about our employer sales job recruiting services here at Treeline Sales recruiters, reach out to us. Let us help you find hidden sales talent to grow your team with top sales recruiters.

Published On: June 18th, 2021Categories: Sales Recruiting

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