Sales Psychometrics Testing
Unlike facets such as education, skills, experience, appearance and punctuality, the behavioral traits and personality of a candidate can be much more difficult to assess during an interview. That is why psychometric tests are used in selection and other human resource decisions.
For employers, psychometric testing could help to gauge the future performance of a candidate and hopefully improve employee retention by making successful hiring decisions.
Why Use Psychometric Tests
The main advantages of using psychometric tests are:
♦ Objectivity – they dramatically reduce bias and personal perspective.
♦ Clarity – they provide a robust framework and structure.
♦ Cost Effective: They are affordable way to deal with a large number of candidates.
♦ Fast: they shorten the recruitment cycle and eliminate candidates who may not excel early in the hiring process;
♦ Equality and fairness for all individuals;
♦ Increase the likelihood of being able to predict future job performance ;
♦ Ensure that candidates are assessed on skills only relevant to the job.
♦ Confirm or challenge your interview findings.
21 Sales Personalities
In most working situations it’s the personalities of the people involved affects the day-to-day success of the organization. This is because personality determines how well a person is going to fit in to the organization, in terms of his/her behaviour, attitude and general work style.
With our test we work with 21 possible personality types based on task orientation, people orientation, extroversion and introversion.
By knowing a candidates personality we help you figure out whether they are right for the role, work culture and fit into the team.
The Sales Drive
The Sales Aptitude Test seeks to assess objectively and in a scientific way whether a sales candidate has the following qualities(referred to as Sales Drive) which are essential in most sales roles and sales management roles.
· Driven by internal motivation, and display confidence, resourcefulness, assertiveness, and decisiveness.
· Have a strong desire to perform exceptionally well and demonstrate enthusiasm toward their work.
· Show resilience when faced with challenges and can bounce back quickly after setbacks.
· Handle sales-related frustrations, rejection, and stress with ease.
· Persist in finding solutions to complex problems and believe that success is attainable.
· Feel energized by success and are motivated to take on more challenges and pursue new opportunities.
Sales People with these qualities outsell people who don’t have them by up 90%. They also stay in a sales position at least twice as an average sales person.
At most only 2 out of every 10 highly screened sales candidates you interview will have these qualities.
Unlike education qualifications and work experience which are the least important in determining the sales productivity of a candidate you cannot pick them out in an ordinary interview session. That is why we use the Sales Aptitude Testing which has at least 70% capacity to identify the productivity potential of a sales candid