Hire Revenue Producers with The DriveTest®

How can you tell which sales aptitude test is the best one for your company?

Use these three tips to help choose the sales assessment that will give you the results you are looking for: a strong sales team that you will boost your company’s sales.

1. Pick a sales assessment that aligns with your company’s needs.

Before picking an assessment, determine what qualities your company needs in a salesperson. Once you know which qualities you are looking for, you can make sure that the assessments you are considering will provide your candidates with questions to assess for those desired qualities.

2.  Pick a sales assessment that has been validated.

Making sure the assessment you choose has been validated is absolutely key to its effectiveness.

Here are a few things you can look at to determine whether the sales aptitude test you are considering has been validated:

• – Was it designed to reflect current concerns and expectations of sales managers?
• – Does it pose questions that the candidate will be forced to answer honestly, rather than choosing an answer that they think you will want to hear?
• – Does it have the criteria for scientific validity?

3. Pick a sales assessment that answers your additional questions.

There are other questions that you, as a sales manager, need to be able to answer about a sales assessment prior to using it on your candidates. Those questions include:

• – Does the assessment use forced-choice questions?
• – If so, are all the answers equally positive?
• – Does the assessment offer interview or follow-up questions to ask candidates based on their specific results?

You found your preferred sales assessment — now what? Ideally, administrating a sales assessment should be done after a thorough résumé screening and phone interview but before the face-to-face interviews begin. This allows you to weed out the low-potential candidates.

After all, face-to-face interviews consume your most valuable resource: your time.

By administering a sales assessment before deciding on moving forward with a face-to-face interview, you are ensuring that your time is not wasted on a candidate who lacks the Drive to succeed in sales.

And what about your current sales team? Should you test them?

Testing your existing team is like taking your car in for its yearly inspection. By administering a sales assessment to your team, you can identify the weakest points and areas of opportunity and then re-adjust your team accordingly.

Just as an assessment should not be the sole deciding factor in hiring, it should not be the sole deciding factor in firing either. Rather, a great sales assessment test will be specifically designed to test your current team members, and will make useful suggestions on how to reorganize your team and create effective partnerships so that your team reaches its maximum potential.

A sales assessment test allows you to go deeper than the resume and interview. It gives you an objective, science-backed way to identify top-performing sales candidates, saving you time, reducing costly hiring mistakes, and ensuring your team is built with people who have the natural traits to succeed.

A validated sales assessment test is highly reliable. When built with forced-choice questions and consistency checks, it becomes nearly impossible to fake, giving you confidence that the results accurately reflect a candidate’s true personality and sales aptitude.

Unlike traditional hiring tests, this sales assessment test is patented and focused solely on Drive, which is the single most critical predictor of sales success. It uses a forced-choice format to prevent faking and delivers clear, actionable insights you can trust before you make a hiring decision.