How to Choose the Best Sales Candidates
Sales skill assessments or assessments related to sales skills are an important part of the recruitment process in a business that focuses on sales. Some hiring managers or even sales managers may still be confused about starting this assessment method.
If you make an assessment that is too easy, the risk that arises is hiring people who are not suitable for the position. But if the assessment is made too difficult, the possibility of losing candidates with high potential becomes a risk that must be faced.
What is Sales Skill Assessments?
Sales skill assessments or sales talent assessments are tests that show the ability of candidates who will focus on sales to complete the tasks in the position. Candidates may be asked to perform role-plays such as calling clients, sending writing samples, conducting client research, and several other tasks.
This assessment is carried out to evaluate the skills and true potential of existing candidates. Effective assessment will ensure candidates do not overestimate their level of thinking skills and capabilities. The right tests can demonstrate a candidate's potential to successfully perform in their sales role, despite limited experience.
Stages for Conducting a Sales Skill Assessment
There are several phases that candidates need to go through to truly assess and find individuals or teams that suit the company's targets. Here are some templates that can be done:
Early Written Communication Assessment
Most sales representatives use email for the majority of their communications. Therefore, one of the first things to test is the candidate's ability to write clear and concise messages.
Look for candidates who can respond quickly and politely and whose tone strikes the right balance between formal and friendly. Evaluations need to be carried out periodically to monitor the candidate's way of communicating.
First Verbal Communication Assessment
Although most communication is done via email, decision making is often done via telephone. To be successful, customers should be made to feel comfortable and confident.
In-Person or Take-Home Assessments
Depending on the tasks specified at this stage, it is hoped that the assessment can see the candidate's ability to complete the tasks directly or through a certain time process.
Role Play
Aimed at employees who will spend a lot of time on the telephone, it is best to role-play during the interview process. Trying to ask questions or seem to create a quick and challenging change in situation will show the candidate's response to handling cases when they are in a difficult position.
Mock Pitches
Experienced sales employees should enjoy the challenge of presenting in front of the hiring team. So that candidates and experienced sales employees receive the same and fair rules, they ask to offer something other than your company's products. The subject of their pitch could be a fantasy or a famous brand.
Field Day
In the final stages of the interview process, ask the candidate to shadow one of your company representatives. This stage serves to see and assess the suitability of the company's environment and culture with the candidate.
Tools for Conducting Sales Talent Assessments
There are several tools for assessing sales candidates. Here are some tools that can be used during the interview process:
Sales Skill Assessment Scorecard by HubSpot
The simplest way to start testing sales or sales skills is to use a sales scorecard in the interview process. HubSpot's scorecards can be customized for various sales roles and job levels. The points assessed can be changed or even deleted according to the assessment requirements.
Scorecards are ideal for testing general aspects of candidates, such as their level of adaptability and tenacity. After that, you can expand the assessment by listing strengths and gaps in a simple interview with point-by-point questions.
SalesDNA by MTD Training Specialist
This tool is free and can be used by candidates without supervision or during the interview. While less comprehensive than the Caliper Profile, this test looks at 64 key sales skills, effectively providing an understanding of how likely a candidate is to succeed in the role.
This test is ideal for mid to top sales candidates with at least 1-2 years of experience in sales due to its high level of specificity. The questions directly assess the candidate's ability to identify buying signals and address shortcomings, so this test is not suitable for fresh graduates or newcomers to the field.
The DriveTest by SalesDrive
DriveTest is a sales aptitude assessment that includes 42 questions and takes no more than 30 minutes to complete. Therefore, it is ideal to carry out this test during the interview process and get the answers on the spot.
This assessment provides an overview of the candidate's driving factors which are divided into three categories, namely the need for achievement, competitiveness and optimism. The nature of candidates who become hunters or farmers can also be known through these categories. This is important for understanding the candidate's chances of success within your company's culture or more specific sales targets.
When arranging interviews, remember that competition for the best sales candidates is fierce. It is important to balance interview diligence with selecting candidates through the process efficiently. The tools and stages above can help you streamline the recruitment process and attract the best candidates.
