Save Company Resources – Hire The Right Person From The Start

Hire The Right Person From The Start

Every hiring manager in the sales sector has had a fair share of their favorite candidates not work out in the long term, irrespective of how good they sounded on paper or how well they presented in an interview. What’s more is they remember all the pains they took to hire ill-fit employees – from spending time and consideration, to using (and unfortunately wasting) their company’s money and resources. Probably the most challenging piece to swallow however is that despite all the effort, the company found itself right back where it started – still in need of a strong seller. So they picked themselves up by the bootstraps, and went back to the drawing board.

Next time around, hiring managers can rest assured that there are tools available at their disposal, making the hiring process more transparent; tools that measure the soft skills which are difficult to pinpoint in an applicant right away. These include sociability, sense of urgency, motivational style, and assertiveness, among others. Anyone can have an extensive resume that sounds promising, but that doesn’t mean they’re the right fit for sales. To discover early on, and more accurately who the most promising candidates are – managers should include a sales personality test at the beginning of an application.

These tests are available through providers like SalesTestOnline and are simple, non-invasive, 10-minute tests created by industrial psychologists to shed some light on applicants’ true sales personalities. Furthermore, test outcomes are available instantaneously and can be accessed by multiple recruiters. Candidates who take the test are compared against a target profile derived from a thorough analysis of the position they’re applying for. Sales entities can even opt to assign a mock test to their top employees, and have a benchmark profile created that way. Stop by SalesTestOnline to learn more about how utilizing a tool like this saves companies time and money by warning them about an ill-equipped applicant from the get-go, allowing them to focus their energies on candidates that have a better shot at finding success. Incorporating the test saves applicants time as well, because when they’re not let on – they have the freedom to pursue work they’re better suited for. Perhaps sometimes a candidate would be a good fit for the company, but not for a particular position; the test is good for illustrating that potential too.

This provider has 30 years of success to show for themselves, with a 90% accuracy rate and a 97% reorder rate, proving that their methods work. In an industry that is plagued by hiring risks, managers can finally breathe and trust the process – preventing mistakes from occurring, which is especially important to those who’ve felt the weight of such blunders. Sales personality is a difficult thing to decipher on one’s own, therefore choosing the route that offers most clarity is recommended, one that cuts through facades a manager may not be able to. At the end of the day, its important to keep in mind that a good applicant does not always make for a good employee.