Using a Sales Assessment Tool, Sales Assessment Test or Sales Assessment Testing to Grow Your Sales

1. Use a Sales Test to Help Avoid Common Hiring Mistakes:

A sales hiring mistake can cost an employer up to $100,000 or more. Many employers are deluged with sales resumes, but have no way of knowing who can really sell. So, they often tend to hire a sales person with whom they feel comfortable, who is like them, who looks good, or has industry knowledge. None of that necessarily means that the sales person can actually sell. The well-rounded sales assessment tests described below can reduce subjectivity and guesswork, and help you make more objective hiring decisions

2. EEOC Guidelines for Sales Assessment Testing:

The Equal Employment Opportunity Commission (EEOC) guidelines suggest that if you use a sales assessment test, the same sales assessment test must be administered to all of the applicants. The sales assessment test should be administered to all applicants at the same point in the selection process. An employer with non-standardized sales assessment testing procedures may open itself up to potential litigation:

     Example 1: You tested just some job applicants with a sales assessment test, but did not test the rest. Technically, anyone from either group can possibly claim discrimination if that person did not get the job. What is the solution? Give a potent but inexpensive Sales Assessment Test (Screening Sales Test) to every job applicant. The results of the Screening Test will help you shortlist the top candidates for an interview. Then give each of the shortlisted candidates a Final Test on the day of the interview.

     Example 2: Applicant "A" takes a sales assessment test at the time of the first interview and is not hired. Applicant "B" takes a sales assessment test at the time of the second interview and gets hired for the same job. Could applicant "B" in the course of the two interviews have gained information to help answer the sales test questions? Could that additional information have influenced the sales test scores? Possibly! So, applicant "A" can claim to have been treated unfairly, possibly opening up the company to potential litigation. What is the solution? Standardize your sales testing process and administer the sales assessment test to all applicants at the same point in the selection process.

3. Choosing the Best Sales Assessment Test:

The old Sales Personality Tests or Sales Psychology Tests are usually not good predictors of sales potential. There is a lot more to selling than just psychology and personality. Choose a sales assessment test which is:

     a. Accurate / Relevant: The Sales Test must go above and beyond the mundane psychological and personality tests by doing a well rounded sales assessment. The JOY Tests (tm) of Total Sales Ability (tm) are designed to evaluate over Fifty (50) sub-competencies and desirable traits, grouped into 10 main Sections.

     b. Efficient: Completely self-contained system that you can use 24/7/365 at your convenience, without having to call the company every time you wish to test a new job applicant.

     c. Easy to Interpret: The sales assessment test's Report Cards must be clear, easy to understand, and preferably just 1-page long (some can be unwieldy -- up to 20+ pages per candidate -- who has the time?).

     d. Scored Instantly: The job applicants' Report Cards (Sales Test scores) should be available online immediately after they complete a sales test (no waiting for the Sales Test Reports to arrive by fax or snail mail).

     e. Robust: The sales assessment test should contain built-in safeguards against guessing, random answering and candidate substitution. Not all sales tests are created equal, so choose wisely.

This Sales Assessment Testing company offers sales assessment tests for all three different levels of Business Development Professionals -- Sales Person (Sales Executive), Sales Manager, and VP of Sales & Marketing.

4. Full Service Sales Assessment Testing and Sales Team Recruiting:

Businesses who want to hire good sales people are often unsure where to start. They may not even know how to create a compelling employment ad to attract good applicants for a particular sales job. Or, they may be deluged with thousands of sales resumes in response to their online employment ads, but may not have enough time or human resources to sift through all of them. Finally, when it is time to interview the job applicants, the employer may not even know what questions to ask. The "Full Serve" sales team recruitment packages from Dan Joy, Inc., can help with all of the above.

Some of the time-saving services offered by this company include:

     a. Finding top-notch salespeople (1 to 1,000+) for any type of business.

     b. Administering the Sales Assessment Tests (Filtering up to 100,000+ resumes).
 
     c. Shortlisting the job applicants to interview (based on Screening Test results).

     d. Interviewing Assistance (at the employer's location, anywhere in USA).

     e. Hiring recommendations based on Final Test and Interview results.

     f. Writing effective Employment Ads to attract the best job applicants.

     g. Placing the Employment Ads on major job-boards and resume websites.

The company will help a business find 1 to 1,000+ sales people worldwide.

Recommendation:

The JOY Tests (tm) of Total Sales Ability (tm) meet all of the criteria above. These well rounded sales assessment tests go above and beyond the mundane psychological and personality tests, by testing for Total Sales Ability (tm) instead -- the actual street smarts of Professional Selling (e.g., sales prospecting ability, objection handling ability, sales closing ability, personality, psychology and much more). The company also offers a Full Service option, and will do all of the work to help a business find 1 to 1,000+ sales people easily and effectively, virtually anywhere in the world. 

For a limited time only, employers can also get 10 FREE Sales Assessment Tests (Screening Tests) to help them hire great sales people, at: http://www.danjoy.com/