100% privacy guaranteed. Your information will not be shared to a third party.
LEARN MORE ABOUT THE DRIVETEST®
Frequently Asked Questions
The key differentiator of The DriveTest® is our intensive focus on the three (3) non-teachable, research-based personality traits essential for success as a Hunter salesperson: Need for Achievement, Competitiveness and Optimism; collectively known as Drive. We also measure other core skills such as Confidence, Persuasiveness, Relationship Skills and Organization.
Our forced-choice format makes our test unique in that it asks candidates to select a statement that is most like them and a statement that is least like them from three, equally positive statements. This forces the candidate to make some tough decisions and gives you a clear picture of their true intentions. The assessment also includes a built-in Consistency Scale, which provides a warning on the results if your candidate responds inconsistently or attempts to fake the test.
Our sales test was designed specifically for sales roles and does not focus on any other type of position. Learn More
For best results, we recommend having applicants take The DriveTest® as early in the sales hiring process as possible, ideally before the in-person interview, to ensure you are focusing only on candidates with the highest potential. The DriveTest® is like a consumer report, it tells you “buyer beware!” Be sure to address any red flags revealed by the assessment during your interview. By doing so, you will be much more powerful as an interviewer.
The DriveTest® report is easy to read and interpret. The results are presented using a 1 to 5 rating and color-coded scale.
If the Drive score is a 1 or 2 (red): this candidate is not fit to be a successful salesperson. Don’t waste the time or money interviewing this person.
If the Drive score is a 3 (yellow): take a deeper look into this candidate. Ask behavioral questions during the interview process to gauge whether they are built for long-term success.
If the Drive score is a 4 or 5 (green): this candidate has the core aptitude to be a “hunter” salesperson. Invite this person in for a behavioral interview to see if they are a good fit for the company and open position.
The assessment consists of 42 questions and most complete it in about 20 minutes.
Yes. The DriveTest® is designed for evaluating sales candidates and current salespeople. However, when reviewing the results, turn your focus to the Production Builder™ Report instead of the DriveTest® Report. The Production Builder™ Report is our developmental guide used for evaluating and managing current salespeople and it is included with your assessment purchase at no additional charge.
Establishing a SalesDrive Assessment Dashboard account so you can administer assessments is easy. To create your account, please visit our Account Set-up Form here and complete the two steps listed. Subscriptions require an agreement. If you are interested in a SalesDrive Subscription, please email firstname.lastname@example.org so we can generate an agreement for your review.
Accounts are ready within one (1) business day. Assessments are then administered by you from the SalesDrive Assessment Dashboard.
This article, published by Michael Mercer, Ph.D., explains why we recommend that you do not share the results with your candidates, and provides a useful protocol.
Our free trial offers:
Our sales test is scored based upon the universe of full-time salespeople, rather than presidents, managers or senior executives. So, when someone in a management role takes the test, we remind them that managers often test very differently than salespeople.
For example, on Need for Achievement (a highly weighted variable), we are looking for salespeople who are striving for career advancement, whereas managers and senior executives are typically already near or at the top of the organization.
If you would like to review the test personally, we ask that you please keep in mind the above caveats and know that the scores may not accurately reflect your personality and career goals.
It is not uncommon for current, high producers to occasionally record average to low Drive scores. Keep in mind that your top producer is being selected from a very small database, that is, your own company. If your top producer is lagging behind the industry leading top performers, they might not score high in Drive. Remember, your goal is to recruit and hire people who score high in Drive against the world, not just against salespeople in your own company.
To access your SalesDrive Assessment Dashboard account, please visit: https://salesdrive.quintelagroup.com/login/.
Please contact email@example.com to obtain your login information.
For our complete Dashboard User Guide, please visit: https://salesdrive.info/pdf/Dashboard-User-Guide.pdf
Occasionally, the assessment email will get caught in the candidate’s spam or junk folder. You have a few options when this occurs:
– Ask your candidate to check their spam/junk folder
– Send a reminder via the Dashboard
– Copy the link and send it directly (see User Guide for instruction.)
If you need additional assistance, please contact firstname.lastname@example.org.
Sales Hiring Simplified!
Hire top-performing salespeople with The DriveTest®.
Get started now with one free test.