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Choosing the right sales personality assessment test

sales personality assessment test

Have you ever hired a salesperson that you thought would be just a killer and then turned out to be a flop?  That’s because not all sales people are capable of making every kind of sale. However, most every good salesperson is great at selling one thing for sure - themselves!


Each salesperson brings a unique set of traits, strengths, and weaknesses to the table. Whether they thrive on building relationships, excel in closing deals, or possess exceptional communication skills, recognizing these traits is essential for building a high-performing sales team. This is where a sales personality assessment test comes into play. A great sales personality assessment will help you determine if your candidate would be best suited for…say, automobile sales or auto parts sales.


Keep in mind however, not all sales personality assessments are created equal. Employers must choose the right assessment tool that aligns with the specific requirements of their sales roles. Let's explore some options for assessing various kinds of sales personalities.

Two of the best known assessments are DISC and Myers-Briggs. These tests are known as ipsative assessments and provide the user "orientations" of their candidates. 


For example; lets suppose, DISC tells us Candidate A is sociable and Candidate B is sociable.  This is good information to know, but it’s limited.  Does the sales role we're hiring for call for a modicum of sociability or a boatload of sociability?  You must understand what your salesperson recipe requires....a teaspoon of sociability or a pound?  Neither DISC nor Myers-Briggs can tell you this. Regardless, both DISC and Myers-Briggs have their place, but they are NOT right for candidate selection.


What you are really looking for in a sales personality assessment is known as a “normative” assessment.  Using the example above a normative assessment will tell you, Candidate A has only a teaspoon of sociability while Candidate B has the pound of sociability the role calls for.  See the difference?


There are many great normative assessments. Our recommended normative assessment is the Organizational Management System also known as OMS. It is validated and reliable and can tell you with great accuracy just how much of each trait your candidate possesses.  Normative assessments are well suited for candidate selection.


Consider Role-playing and Simulations:


In addition to standardized assessments, employers can also conduct role-playing exercises or simulations to evaluate sales skills in action. This hands-on approach allows candidates to demonstrate their ability to handle real-life sales scenarios, such as objection handling or product demonstrations. Observing candidates in simulated sales environments provides valuable insights into their selling techniques, adaptability, and problem-solving skills.


Ultimately, the best sales personality assessment will depend on the specific needs and objectives of the hiring organization. Employers should consider factors such as the role requirements, company culture, and desired sales approach when selecting an assessment tool. By choosing the right assessment method, employers can build a sales team composed of individuals who are not only skilled sellers but also well-suited to their respective roles.


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