Interview Assessment Tests for Sales Positions

Why Companies Use Assessment Tests

There are a variety of reasons why an employer may choose to incorporate personality or behavioral assessment tests into the interview process. This is becoming more and more common as the job market becomes more competitive and companies resolve to steer away from making decisions based solely on a “gut feel.” Some examples of popular tests are Gallup, Caliper, HR Chally, and Brainbench. You will see specific recommendations for Caliper and Chally Sales Assessments below as they are two of the most popular sales personality tests.

Companies typically use assessment tests to establish the “fit factor”-candidates’ core competencies are measured and evaluated in connection to the competencies required for a sales position. Many organizations are incorporating these tests to ensure a thorough evaluation process to reduce salesforce turnover and increase the number of sales reps they hire that exceed their sales quota. In short, they are trying to improve the accuracy of their hiring decisions.

Other companies may simply be looking to better understand a candidate, so that they can better help them succeed when they hire them. A sales skills assessment is crucial in evaluating candidates’ abilities in handling various sales scenarios and utilizing sales-related technology. Evaluating sales candidates via an assessment can also help them determine if a candidate aligns with the company’s values.

While it may take a significant amount of time and effort on your part to complete the testing, it does show that a potential employer is serious about finding the best talent. If you’re serious about joining an elite sales team, expect to be tested.

Types of Sales Assessment Tests

There are several types of sales assessments, including sales aptitude tests, sales skills evaluations, and personality tests. Sales aptitude tests evaluate a candidate’s potential for success in sales, while sales skills evaluations assess their ability to perform specific sales tasks. Personality tests, on the other hand, help determine whether a candidate’s hard wired personality dynamics, such as extroverson, are a good fit for a sales role. For instance, a sales aptitude test may assess a candidate’s ability to work in a fast-paced sales environment, while a sales skills evaluation may test their ability to close deals and manage customer relationships. Assessments can include scenarios where candidates must handle negotiations with a potential customer. Companies can use these assessments to identify top performers and make better hires. Sales managers can also use these assessments to evaluate the strengths and weaknesses of their current sales team to uncover opportunities for targeted training and development.

Benefits of Sales Assessment Testing

Sales assessment testing is a valuable tool for companies looking to enhance their hiring process and reduce turnover. By incorporating sales assessment tests, companies can identify top sales talent and make informed hiring decisions. These tests evaluate a candidate’s sales skills, personality traits, and behavioral tendencies, helping to determine if they are a good fit for the sales role. This leads to better hires, improved job performance, and increased sales productivity. Additionally, sales assessment testing helps companies build a strong sales team by identifying candidates with the right skills and abilities to thrive in the sales environment. By focusing on these key areas, companies can ensure they are selecting candidates who are not only capable but also aligned with the company’s values and goals.

Caliper Sales Assessment

The Caliper Sales Assessment, also known as the Caliper Profile, is a scientifically validated pre-employment tool designed to evaluate an individual’s personality traits and cognitive abilities to predict job performance. Tailored specifically for sales roles, it measures 22 key personality traits—such as assertiveness, empathy, and urgency—and assesses abstract reasoning skills to determine a candidate’s suitability for various sales positions, including account management, consultative selling, and technical sales. What sets the Caliper Assessment apart is its use of role-specific job models, enabling employers to match candidates’ profiles with the competencies required for success in specific sales roles .​

Caliper Sales Assessment Tips:

• Understand the Role Requirements: Familiarize yourself with the key competencies and traits essential for the sales position you’re applying for. This understanding will help you align your responses with the expectations of the role .​
• Practice Abstract Reasoning: Enhance your cognitive skills by practicing abstract reasoning questions, such as pattern recognition and logical sequences, to improve your performance in the cognitive section of the assessment .​ Most of the assessment does not have right or wrong answers but the cognitive section is an exception to that. The section assesses a candidate’s pattern recognition and abstract reasoning abilities. Here is a link to more prep tips for the cognitive section of the Caliper Assessment.
• Be Consistent and Authentic: Answer personality questions honestly and consistently. The assessment is designed to detect inconsistencies, so it’s important to be genuine in your responses .​
• Manage Your Time Wisely: Although the Caliper Assessment is untimed, it’s advisable to pace yourself to maintain focus and accuracy throughout the test. The assessment has 98 questions and sales reps should anticipate spending 60-120 mins to complete the sales personality test.
• Avoid Overthinking: Respond to questions thoughtfully but avoid overanalyzing. Trust your instincts and answer in a way that reflects your true work style and personality .​

By preparing effectively and approaching the assessment with a clear understanding of the role and self-awareness, you can enhance your chances of achieving a favorable outcome.

Chally Assessment

​The Chally Sales Assessment is a predictive talent evaluation tool designed to identify and measure the competencies, behaviors, and temperaments that directly correlate with job performance in sales roles. Unlike traditional personality tests, Chally focuses on job-specific attributes, assessing candidates against benchmark profiles tailored to various sales positions. The assessment evaluates 138 competencies. Its data-driven approach provides actionable insights for hiring, development, and succession planning, ensuring that candidates are well-matched to the specific demands of their sales roles. ​

Tips for Taking the Chally Sales Assessment:

• Be Authentic: The assessment is designed to capture genuine responses that reflect your natural behaviors and tendencies. Attempting to manipulate answers can lead to inconclusive or skewed results. ​
• Understand the Role: Familiarize yourself with the specific sales role you’re applying for. Chally’s benchmark profiles are tailored to various positions, so understanding the competencies required can help you align your responses accordingly. ​
• Stay Consistent: Ensure that your responses are consistent throughout the assessment. Inconsistencies can raise red flags and may suggest a lack of self-awareness or point towards a candidate trying to game the test.
• Reflect on Past Experiences: Think about previous sales experiences and how you’ve demonstrated key competencies. This reflection can help you provide more accurate responses that align with your actual behaviors.​
• Manage Your Environment: Take the assessment in a quiet, distraction-free environment to ensure you can focus and provide thoughtful responses.​ And block 45-60 minutes to take the test.

By approaching the Chally Sales Assessment with honesty and a clear understanding of the role’s requirements, you can effectively showcase your suitability for the position and increase your chances of success.

Sales Aptitude Tests

Sales aptitude refers to a candidate’s natural ability to succeed in sales. Sales aptitude tests are designed to evaluate a candidate’s potential for success in sales, regardless of their experience or training. These tests typically assess a candidate’s personality traits, behavioral tendencies, and cognitive abilities. For example, a sales aptitude test may evaluate a candidate’s ability to think critically and make sound judgments, as well as their ability to work well under pressure. By using sales aptitude tests, companies can identify candidates who have the potential to become top performers in sales. Additionally, these tests can provide insights into a candidate’s ‘success potential’, helping organizations make more informed hiring decisions.

Sales leaders can also use these tests to evaluate the sales aptitude of their existing sales team and provide targeted coaching and development to help them improve their sales skills. These tests help identify ‘sales professionals’ who can succeed in various roles, ensuring that the right people are placed in the right positions to drive organizational success.

Pharmaceutical and Medical Tests

When interviewing for a medical or pharmaceutical position, you may be required to take a test (often known as a pharmacology or medical terminology test). A sales skills assessment is also crucial in the hiring process to evaluate your abilities in handling various sales scenarios.

For these types of positions, the sales training is rigorous and expensive. Companies use terminology tests to help determine if you can grasp the terminology necessary to make it through training. Here, there are clearly right or wrong answers.

Two tools to help you study are:

The Quizlet online Pharmaceutical Sales Training Examfor pharmaceutical sales positions.

Mosby’s Medical Terminology Flash cardsfor medical sales positions.

When taking the test, keep in mind that most companies establish a score that you must, at minimum, meet.

Final point. You don’t want to simply “get by” with a passing score. Go for the top score. Even if you pass the test, managers may choose to move on with another sales candidate if you merely pass by a point or two.

Sales Assessment Tools

In addition to Chally and Caliper there are numerous other sales assessment tools available that can help companies evaluate a candidate’s sales skills, personality traits, and behavioral tendencies. These tools can be customized to fit the specific needs of the company and industry. Some popular sales assessment tools include SalesGenomix, eSkill Talent Assessment Platform, and Wonderlic. These tools provide valuable insights into a candidate’s potential for success in a sales role. For instance, SalesGenomix offers a comprehensive analysis of a candidate’s sales aptitude, while eSkill provides a range of skills tests tailored to different sales positions. Wonderlic, on the other hand, combines cognitive ability tests with personality assessments to give a well-rounded view of a candidate’s capabilities. By using these sales assessment tools, companies can make informed hiring decisions and reduce the risk of making a bad hire.

Interviewing and Testing and the Key to Success

Understanding the specific competencies required for the sales role role you are interviewing for is essential. Your alignment with the demands of the position will determine how well you are matched for the position by the assessment. In addition to how well your scores align with the desired scores for the position, emotional intelligence is also a critical factor that every hiring manager is looking for. How you carry yourself with the employer with regards to the assessment is another factor they will consider.

Be positive

Recruiters and managers understand that you may have other such tests during your job search. Noting that, it is not wise to complain to managers or recruiters about the demands of taking the assessment. If you want the position, put your heart, should and a positive attitude into the endeavor.

Be prompt

If you are given a test to take on your own time, make sure that you do so promptly. Hiring managers see it as a sign of interest in the position. Do you have a proactive mindset in completing tasks efficiently? Hiring managers may be testing your commitment and dependability.

Be honest

One of the mistakes reps often make is that they try to figure out what the “right answers” are for subjective sales interview questions. Keep in mind that these tests are often very sophisticated. Answer the questions honestly, otherwise your results may come back inconclusive or skewed, thus jeopardizing your candidacy.

Best Practices for Sales Assessment Testing

To get the most out of sales assessment testing, companies should follow best practices. First, clearly define the sales role and the skills and abilities required for success. This ensures that the assessment is aligned with the specific needs of the position. Next, choose a sales assessment tool that is tailored to your company’s requirements. Ensure that the sales assessment test is fair and unbiased, and administer it consistently across all candidates. Additionally, use the results of the sales assessment test as one factor in the hiring decision, rather than relying solely on the test results. This holistic approach allows for a more comprehensive evaluation of each candidate. By following these best practices, companies can use sales assessment testing to improve their hiring process and build a strong sales team. You can read more about How Sales Talent uses personality testing when we are hiring for our own team.

Conclusion

Sales assessment testing is a powerful tool for companies looking to improve their hiring process and build a strong sales team. By using sales assessment tests, companies can identify top sales talent, evaluate a candidate’s sales skills and personality traits, and make informed hiring decisions. With the right sales assessment tools and best practices, companies can reduce turnover, improve job performance, and increase sales productivity. Whether you are a sales manager, hiring manager, or HR professional, sales assessment testing can help you make better hiring decisions and build a successful sales team. By incorporating sales assessment testing into your hiring process, you can take the first step towards building a high-performing sales team that drives results and grows your business.