Using a Sales Assessment Tool, Sales Assessment Test or Sales Assessment Testing to Grow Your Sales
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 income hiring mistake can cost an employer up to 0,000 or more. Many employers are deluged with income resumes, but have no way of knowing who can really sell. So, they often tend to hire a income mortal with whom they feel comfortable, who is like them, who looks good, or has industry knowledge. None of that necessarily means that the income mortal can actually sell. The well-rounded income assessment tests described below can reduce subjectivity and guesswork, and help you make more neutral hiring decisions
2. EEOC Guidelines for Sales Assessment Testing:
The Equal Employment Opportunity Commission (EEOC) guidelines recommend that if you use a income assessment test, the same income assessment test must be administered to all of the applicants. The income assessment test should be administered to all applicants at the same point in the selection process. An employer with non-standardized income assessment testing procedures might open itself up to potential litigation:
Example 1: You tested just some job applicants with a income assessment test, but did not test the rest. Technically, anyone from either group can possibly claim discrimination if that mortal did not get the job. What is the solution? Give a potent but affordable Sales Assessment Test (Screening Sales Test) to apiece job applicant. The results of the Screening Test will help you shortlist the top candidates for an interview. Then give apiece of the shortlisted candidates a Final Test on the day of the interview.
Example 2: Applicant “A” takes a income assessment test at the time of the first interview and is not hired. Applicant “B” takes a income assessment test at the time of the second interview and gets hired for the same job. Could individual “B” in the course of the two interviews have gained information to help answer the income test questions? Could that additional information have influenced the income test scores? Possibly! So, individual “A” can claim to have been treated unfairly, possibly opening up the company to potential litigation. What is the solution? Standardize your income testing process and administer the income assessment test to all applicants at the same point in the selection process.
3. Choosing the Ideal Sales Assessment Test:
The old Sales Personality Tests or Sales Psychology Tests are usually not good predictors of income potential. There is a lot more to selling than just psychology and personality. Select a income 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 income assessment. The JOY Tests ™ of Total Sales Capability ™ are designed to evaluate over Fifty (50) sub-competencies and desirable traits, grouped into 10 main Sections.
b. Efficient: Absolutely self-contained system that you can use 24/7/365 at your convenience, without having to call the company apiece time you wish to test a new job applicant.
c. Simple to Interpret: The income assessment test’s Report Cards must be clear, simple 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 acquirable online immediately after they complete a income test (no inactivity for the Sales Test Reports to arrive by fax or snail mail).
e. Robust: The income assessment test should contain built-in safeguards against guessing, random answering and candidate substitution. Not all income tests are created equal, so choose wisely.
This Sales Assessment Testing company offers income 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 income people are often unsure where to start. They might not even know how to create a compelling employment ad to attract good applicants for a particular income job. Or, they might be deluged with thousands of income resumes in response to their online employment ads, but might 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 might not even know what questions to ask. The “Full Serve” income 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 suggestions based on Final Test and Interview results.
f. Writing effective Employment Ads to attract the ideal 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+ income people worldwide.
Recommendation:
The JOY Tests ™ of Total Sales Capability ™ meet all of the criteria above. These well rounded income assessment tests go above and beyond the mundane psychological and personality tests, by testing for Total Sales Capability ™ instead — the actual street smarts of Professional Selling (e.g., income prospecting ability, resistance handling ability, income 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+ income 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 income people, at: http://www.danjoy.com/
Dan Joy (BS Engineering, MBA Marketing) is an acknowledged Sales and Marketing scientist. Employers might receive 10 Free Sales Assessments at http://www.danjoy.com/
