Assess Candidates Early in Your Hiring Process

As a sales management consultant, I find it frustrating when a company spends a lot of time and money hiring someone. And then when he or she doesn’t work out well, the company has the person do our assessment to see if the person is suitable for sales.

Guess what? In many cases, the sales assessment shows that the person shouldn’t be in sales in the first place, or the person is simply a poor match for the company’s selling environment. Either way, a lot of time and money was wasted and the hiring process has to be repeated all over again.

If you are going to use an assessment in your hiring process, use it early. Too many employers go through a series of time-consuming interviews before using an assessment only to find that it shows the candidate may be unsuitable for the position.

Another problem is that there’s a strong tendency to negate or ignore the assessment’s conclusions if you’ve developed a liking for the candidate. That’s why we recommend assessing candidates early in the hiring process before they’ve had a chance to sell themselves to you.

Any good sales assessment will tell you things you want to know before spending too much time with the candidate. Having said that, we’d prefer that you use our sales assessment.   🙂

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