35%
HubSpot reports the average rep turnover is 35 percent, which is much higher than the 13 percent average for all other industries.
89%
According to a report by LinkedIn Talent Solutions, the job of salesperson is the second-most in-demand job in the world today, behind only software engineers.
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According to a study by DePaul University, losing a sales person costs $115,000 in the United States.
Read the report
Sales roles vary considerable based on what the companies sell and who they sell it to. Some organisations require a consultative sales approach, others are more focused on closing deals. Some deals are high value others sell low value goods. Some buyers are highly educated on a topic, others need educating. And contrary to popular belief, not all the best sales people are extroverts. As such, it’s impossible to create a sales assessment that is appropriate to all work environments.
Because of this, using bespoke sales assessments rather than a generic tool like a personality test is the best approach. For high applicant volumes a bespoke sales assessment will enable you to see which candidates to prioritise in the talent pool. For low applicant volumes, asking candidates to complete a fun and engaging Realistic Job Assessment will empower you to assess whether they have the right skills and behaviours much more quickly.
Assessments for entry-level sales roles can be used instead of the traditional resume review to automatically screen candidates for the job. Job-specific assessments can also communicate role realities to candidates encouraging ones that aren’t fully committed to opt-out of the recruitment process.
For experienced sales hires, you may want to use assessments after an initial resume review. The assessment results will tell you which areas the candidate is strong and weak in and give you a better overall picture of a candidate’s job suitability.
Most of our customers that use assessments for sales roles use them at the start of the hiring process – just after the point of application. Hiring managers can use the insights generated on each candidate to make a more informed hiring decision and recruiters can use the time they would have spent screening candidates on finding great people to apply in the first place.
“It really gets you thinking about what you’ll be doing in role.”
“The tool was easy to use and the questions were meaningful. A very professional experience overall.”
“I wasn’t sure whether I’d have the right skills for this type of role, but the assessment gave me confidence that I could learn a lot. I’m really excited for the next stage.”
“I opted out after taking the assessment because it wasn’t the type of sales I am comfortable with. I’m glad I found this out early.”
For recruiting sales staff, it’s best to use assessments at the top of the recruitment funnel, immediately after the job application. This helps identify which candidates to prioritise, leading to faster and more effective hiring.
By providing realistic ‘day-in-the-life’ scenarios, candidates can either get excited about the role, or opt out if they feel it’s not the right fit. This results in a smaller, more engaged pool of candidates to select from, making it easier to maintain their interest throughout the hiring process and reducing no-shows.
Additionally, these assessments allow you to easily compare and select the best candidates by evaluating how their skills stack up against each other, ensuring you advance the best fit individuals to the next stage.
Our assessments help build tailored evaluations for these positions.
Combining the most predictive selection methods into one assessment, ThriveMap’s Realistic Job Assessments take candidates through the experience of a working day in the role in your company – giving you and them a better picture of suitability from the outset.
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
Each company is unique. In fact, each role within each company is unique. Someone could perform well in the same job in another company and fail in yours.
Jobs are constantly evolving. Unlike other assessment providers, if something’s not working, you have the power to change it.
We place the candidate in the heart of the story of a typical work day. If they don’t like the sound of the role or culture they can withdraw from the process at any time.
Culture fit is somewhat of an HR buzzword right now, with hundreds and thousands of articles being written about it’s importance each year. This is not one of them.
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