Archive › Candidate Testing

Using Sales Simulations

A lot of hiring managers shy away from doing a sales simulation because they think it’s a bit contrived and somewhat corny, while others fall back on the old "sell me this pen" technique, which is better than nothing. In an earlier post titled How to Find Out If They Can Sell, I gave an […]

Comments ( 0 )

How to Find Out If They Can Sell

No sales candidate is going to tell you that he doesn’t know how to sell, even when he doesn’t know how. That’s because he thinks he does know. So it’s up to you to figure out if he really does. I know that it sounds a bit corny to ask a sales candidate to sell […]

Comments ( 2 )

Two Critical Tests for Sales Candidates (Part 2)

In part one I expressed my despair that companies don’t do a more thorough job of selecting salespeople. My concerns stem from my years in the sales training business where I was too often brought into a company and asked to basically train pigs to fly. They wanted to train salespeople who, at best, should […]

Comments ( 4 )

Two Critical Tests for Sales Candidates (Part 1)

When  hiring for a position as critical as sales, I’m always surprised that companies don’t take the time to test candidates better than they do. I recognize that the HR department is ill equipped to test salespeople beyond the standard personality or temperament assessment but, even then, most seem loath to use these tools. It’s as […]

Comments ( 1 )

How Much Weight Should You Give to Sales Assessment Results?

There have been situations where possibly good performing sales candidates have gotten knocked out of the hiring process early in the game because they "failed" a personality test or temperament assessment. This usually happens when HR uses a pre-hiring tool to make a go/no-go decision instead of considering the assessment results as just one part […]

Comments ( 0 )