One of the most exciting moments of the sales recruiting process is receiving positive testing results for a candidate.
As we have noted previously, less than 20% of the population is high in Drive.
So, when a candidate scores well on a sales test such as The DriveTest™, it can be very tempting to want to pick up the phone and make an offer. However, this is when we need to be careful.
At this point, the test has done its job… it has helped us to weed out low-potential candidates and allowed us to focus on those with a greater likelihood of success. Now, it is our turn… the candidate has earned the opportunity to move forward into the interview process.
During the interview, even for candidates who scored high in Drive, we recommend asking the behavioral interview questions tailored for each of the three elements of Drive (Need for Achievement, Competitiveness and Optimism), as well as the other characteristics essential for success in the position. We also recommend vetting the candidate for the other elements of the sales ecosystem, including experience, compatibility with your management style and cultural fit. All of these elements, together, will ultimately determine whether the candidate will succeed for you.
By way of analogy, we like to think of a well-constructed test, like The DriveTest™, as an x-ray… it allows us to determine there is something beneath the surface worthy of further scrutiny. The well-constructed behavioral interview is then like the CAT scan… it allows us to get a more in-depth look at the candidate, revealing greater detail, and allowing us to make a thorough hiring decision. Of course, the testing process is critical… but it is the front line of the decision making process, delivering high-potential candidates for our rigorous review.