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.
Read LinkedIn report100%
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.
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.
Sales jobs are not all the same. As such, generic assessments don’t work in this sector. ThriveMap works with companies in a range of different industries to create bespoke sales assessments that model the skills and competencies required to thrive in your unique environment.
Often sales pre-employment tests involve a combination of judgement based questions to measure attributes like customer focus and problem solving. They often also include skills-based questions to measure essential attributes such as attention to detail, written and verbal communication.
In recent years we’ve seen the emergence of technology-literacy questions to measure whether candidates can cope with operating Sales CRMs such as Hubspot or Salesforce. ThriveMap’s approach to this is to typically involve simulating the tasks that people find challenging when in the role and designing realistic scenarios and tasks. This has been proven to be more effective than generic tests at establishing whether candidates will be able to perform the tasks your roles demand.
When recruiting sales staff its best to use assessments at the top of the recruitment funnel, automatically after job application to identify which candidates to prioritise in the applicant pool for faster, more effective hiring.
Identifying which candidates have the right behaviours and skills required to work in sales is difficult to do with resumes and CVs. That’s why a number of forward-thinking sales leaders are using pre-hire assessments to streamline their hiring processes.
ThriveMap is the #1 Realistic Job Assessments platform.
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.
We’re different for the following reasons:
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.
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
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.
