Hiring managers today face an overwhelming challenge: how to separate the sales candidates who will actually hit their sales targets from those who only look good on paper. Interviews alone rarely cut it—candidates polish their stories, rehearse answers, and sometimes know exactly what you want to hear. That’s why structured assessments have exploded in popularity.

But not all assessments are created equal. The two most common approaches are sales skills assessment tests and personality questionnaires. While both can provide useful insights, they measure very different things. Understanding the distinction could be the difference between building a championship sales team—or dealing with costly turnover.

Let’s explore how these tools compare, their pros and cons, and best practices to make sure you’re hiring people who don’t just interview well—but actually sell.

What is a Sales Skills Assessment Test?

A sales skills assessment test is a structured tool designed to measure the specific selling skills and traits that directly drive performance in the field. Unlike broad assessments, it zeroes in on key skills such as:

• Prospecting and lead generation
• Objection handling and negotiation
• Closing ability and resilience under pressure
• Customer relationship management and communication skills

Unlike traditional interviews that rely on conversation and instinct, a sales skills assessment test offers data-driven insights to predict real-world sales performance before making a hiring decision. Companies use these tests to evaluate whether a candidate can actually execute in critical areas that move the sales pipeline forward.

When candidates take a sales skills assessment test, they can’t simply charm their way through—because the questions and exercises are tied directly to behavioral scenarios, selling skills, and raw aptitude.

Benefits of Using a Sales Skills Test in Hiring

A sales skills test goes beyond intuition or gut feel by introducing objectivity into the hiring process. Some of the top benefits include:

• Better prediction of success: Research shows that sales-specific assessments predict on-the-job results more accurately than interviews alone.
  
• Time savings for hiring managers: By filtering out weak fits early, the test speeds up decision-making and reduces wasted interviews.
  
• Data-driven fairness: Every candidate is judged against the same benchmarks, ensuring decisions are based on measurable selling skills, not charisma.

In short, a sales skills test helps companies avoid costly mistakes and focus their energy on candidates with real selling potential. Curious whether you should use a sales skills test or personality test? Read our full guide here. 

What is a Personality Test?

A personality test is a broader tool designed to measure someone’s general behavioral tendencies, motivations, and interpersonal style. Popular examples include the DISC, Myers-Briggs Type Indicator (MBTI), and Big Five assessments.

These tools can provide valuable insights into cultural fit, communication preferences, and motivation style. For example, they might reveal whether a candidate is naturally extroverted or introverted, or how they respond to structured vs. flexible environments.

However, there are limitations in the context of sales hiring:

• Personality tests do not directly measure selling abilities.
• Unless they target core sales traits like Need for Achievement, Competitiveness, and Optimism, these tests cannot reliably predict sales performance.
• Candidates may not always answer honestly, especially if they suspect the test is tied to hiring decisions.

While a personality test can help with team dynamics and understanding how someone works, it shouldn’t be your primary tool for evaluating a salesperson’s ability to close deals or manage a sales pipeline.

What are the Differences Between Sales Personality Tests and General Personality Questionnaires?

It’s important not to confuse sales personality tests with general personality tests.

• A sales personality test (like The DriveTest® by SalesDrive) is designed specifically to measure traits proven to predict sales success—such as competitiveness, resilience, and optimism.
  
• A general personality questionnaire is much broader, measuring personality types, strengths and preferences and is intended for use across various roles, not just sales.

For roles outside of sales—such as operations, customer service, or technical knowledge positions—a general personality test can be a helpful tool. But when you’re hiring sales reps, relying only on a general personality test leaves you exposed to risk. That’s why either a sales personality test or a sales skills assessment test should be your foundation.

Sales Skills Assessment Test vs. Personality Questionnaires

At their core, these assessments answer different questions:

• Sales skills assessment test: Will they sell?
• Personality test: How might they fit into the sales team?
  

Best practice? Use both in tandem. Start with a sales-focused assessment to filter for candidates who can sell, then add personality insights to understand cultural fit and communication style.

Pros and Cons of Sales Skills Assessment Tests vs. Personality Questionnaires

Why Sales Skills Assessment Tests Predict Success Better

Measuring What Matters Most

Great salespeople aren’t just personable—they’re driven, competitive, and achievement-oriented. A strong assessment doesn’t just ask about preferences; it puts candidates in scenarios that mirror actual sales challenges, such as objection handling or pursuing aggressive sales targets.

Preventing Costly Hiring Mistakes

A single bad sales hire can cost thousands in lost revenue, stalled deals, and wasted training resources. A sales skills assessment test acts as a safeguard—helping businesses avoid those painful missteps. They shift hiring away from gut instinct and toward objective, repeatable insights that reduce the chance of bringing in someone who can’t execute.

Combining Skills and Personality Tests for Complete Insight

The smartest approach is to combine both. Personality questionnaires provide context on motivations and cultural fit, while skills tests reveal if candidates can actually perform. For a balanced approach, consider layering a personality questionnaire on top of a validated sales assessment test.

👉Looking for help building a complete process? Start with our sales recruitment consultation for expert guidance.

Best Practices for Using Sales Skills Tests in Hiring

To maximize results, follow these best practices:

1. Choose validated tools – Make sure your assessment is scientifically validated and sales-specific.
   
2. Pair with structured behavioral interviews – Reinforce test insights by probing deeper into candidate experiences.
   
3. Reassess existing teams – Use assessments not only for hiring but also to identify gaps and coaching opportunities within your current sales team.
   

Final Thoughts

When it comes to hiring salespeople, not all assessments deliver equal value.

• Sales skills assessment tests are the strongest predictors of future performance.
  
• Personality questionnaires add context—but they should not stand alone.
  

The best outcomes come from hiring reps who combine both the drive to sell and the skills to execute.

Hire for both personality and skills for the best sales hiring outcome.

Frequently Asked Questions

How accurate are sales skills assessment tests in predicting performance?

Sales skills assessment tests are highly accurate because they measure real-world selling ability, not just interview polish. By asking behavioral questions and scoring responses, they provide hiring managers with data-driven insights into whether a candidate can achieve sales targets and manage a healthy sales pipeline.

What is the difference between a sales skills assessment test and a personality test?

A sales skills assessment test measures selling abilities such as objection handling, closing, and customer relationship management. A personality test focuses on personality types, communication style and preferences for things like work environment, management style or motivation. 

Should companies use both skills and personality tests when hiring salespeople?

Yes. Combining a sales skills assessment test with a personality test provides the most complete hiring picture. The skills test reveals if the candidate can sell, while the personality test helps determine how they’ll fit within your culture and team dynamics. To simplify your hiring even more, consider a tool that measures both sales skills and sales personality. A sales aptitude test, like The DriveTest®, measures both, deducing the need for multiple assessments.