Good salespeople are a rare breed; finding someone with enough tenacity, empathy, initiative and drive to truly succeed in the industry is a tough job. These skills can’t just be taught, so how can employers be sure the candidates are suitable for sales?
Well, recruiters have a knack for this kind of thing, that’s why they’re recruiters, but intuition isn’t always a failsafe and while candidates may boast the ability to sell ice to an Eskimo, how can you tell that this is really the case? A psychometric test can offer a concrete insight to see if they actually have what it takes to close that deal.
Sort by skills
Sales is all about being able to connect to people and hitting targets. Your staff may easily achieve their individual targets, but that can all be undone by one person letting the team down. The cost of a bad hire can be staggering; the loss of business, team cohesion and reputation can be damaging to the business. In the long run, you end up expending more energy (and money) trying to find the right candidate.
Psychometric testing is a way to ensure that you get the right person from the beginning whilst studying their results to narrow the selection process. This leaves you with a filtered list of salespeople, each one containing necessary traits that will close sales and create lasting contacts.
Different tests offer different perspectives
Salespeople need to have a wide arsenal of traits and skills, they need to be able to persuade without being too pushy, they have to be able to adapt to every pitch and they need to be confident but not intimidating to keep long lasting connections. Luckily psychometric tests come in all different shapes and sizes, each one showing a different professional aspect of a potential employee.
- Personality test - These tests aim to measure behaviour styles, attitudes and characteristics relevant to their performance in the workplace. You need your salespeople to be charismatic yet modest, able to make it past the gatekeeper whilst not alienating a client with an unnecessary display of bravado.
- Numerical Reasoning test - Luckily this isn’t a maths test, it’s a test to discover how accurately a candidate can draw conclusions from numerical data. A must-have for when salespeople need to boast about a products successful on the market.
- Verbal Reasoning test - A test of oral and written skills, this measures the understanding of concepts and information received and how well a candidate can communicate that information. This will give you an insight into how they perform during a pitch, confidence and strong verbal skills are a must in the industry.
- Abstract Reasoning test - Aimed to test how quickly a person understands new information, identifies patterns in data and applies knowledge to solve problems in the work place. Considering salespeople could be selling new things every week, the ability to quickly adapt to new products and information is a must.
These tests collate a broad spectrum of data which can be quickly analysed to see which of the candidates have the traits to thrive within sales, making the pool of interviewees considerably smaller.
Some may believe psychometric testing is too expensive or too time consuming for the fast moving environment accompanying the sales industry. However, it remains a valuable resource in today’s recruitment process, offering a quick solution that tests candidates to see if they have the natural traits required.
More information on how psychometric testing works and the benefits can be found here.
By Patrick Bell, Managing Director, Genesis Associates, a recruitment company that specialises in finding the best talent across engineering, sales and the creative industry. Providing expert guides to enhance candidates’ existing skills and relocation support for global hires, Genesis Associates provides the full package.