Reasons to Take Focus Away from the Interviewing Process
According to a recent study, only 12% of salespeople are consistently successful in closing their deals, therefore the chances of finding a prospective candidate to fill a position in your company that lands within this group is slim to begin with. Unfortunately, traditional hiring processes only enable inexperienced or ill-fit applicants to create a thicker smokescreen – captivating you with their charm and interviewing abilities without having the personality for sales you’re actually looking for. Managers in the sales industry must change their tactics if they’re to discover and employ their next sales powerhouse.
Often the qualities managers want to see in an interview differ from how the public or customer wants their salesperson to interact with them. While salespeople must be assertive, they need not all be aggressive or headstrong. While confidence may impress an interviewer, there is a thin line between self-assuredness and self-centeredness. A salesperson should not be pushing their own agenda, or making a sale for its own sake, rather they should be working towards meeting targets of the company strategically and taking the potential buyer’s needs and priorities into account.
More than asking yourself whether a candidate is someone who fits an idea, ask yourself whether you would personally trust them. The best salesperson is in fact looked upon as a trusted advisor by customers or clients, someone who helps them make an integral life decision. If someone calling you comes across as a shark who is hungry for nothing more than your hard-earned money, how willing would you be to have an interaction with them?
Subverting one’s own assumptions however is difficult, and without a concrete tool to help cut through first impressions, the same hiring patterns that lead to risk will only repeat themselves. This is why industrial psychologists developed the sales personality test. It is available through providers like SalesTestOnline and shows hiring managers which of their candidates truly have the right attitude for sales, and who would be more likely to remain in their position long term. Conducting a sales aptitude test online allows you to measure things like motivational style, assertiveness, sociability, sense of urgency, dependence, emotional maturity and stamina.
The test can be implemented at any point in the hiring process though when it is conducted at the beginning, it weeds out ill-suited applicants immediately. If a manager is set on conducting interviews prior to administering the test, there is room for this too. The role of the test is to offer accurate insight into an applicant’s overall compatibility for the job, however it is also designed to be flexible and adopted into already existing methods for hiring.
When finding the best salesperson is already such a challenge, utilize a sales personality test to help make the process more transparent. It saves companies time, energy, and resources while preventing hiring mistakes that are so often made in the industry. With a 90% accuracy rate, it’ll allow you to find members for your team that will perform, succeed, and help your company to grow.