Recruiting sales staff in a shortage market is becoming increasingly complicated. Knowing how to recruit the good commercial recruitment is essential to reduce the risk of turnover and the negative impact on company performance. Find out how you can use data to improve your recruitment process and discover who the candidates really are, behind their CVs.
Use tests to recruit the right salespeople
A Harvard Business Review study concluded that the use of recruitment tests increased the efficiency of the process by 15%. Against a backdrop of talent shortages and constant changes in the way we work, assessing soft skillsTo recruit sales people effectively, it’s essential to understand their motivations and cognitive skills. In fact, to recruit high-performance, reliable salespeople and reduce the risk of turnover, recruiters need to be sure of matching between the candidate and the position to be filled, the corporate culture and its team. Recruitment tests therefore help to guide the recruiter’s choice, and save considerable time during the pre-selection and selection phases. The recruitment objectives and missions of the sales people to be recruited must be clearly defined by the company beforehand.
What tests should you use to recruit sales staff?
Discover the personality traits of salespeople
Thanks to the personality testrecruiters analyze candidates’ behavioral tendencies, as well as their soft skills. Sales people represent corporate image In front of the public, they mirror the corporate culture. Salespeople’s soft skills can easily be illustrated in their day-to-day professional life: adaptability, leadership, listening skills, persuasiveness… Their behavior must therefore reflect the company’s values as closely as possible. It is crucial for the company to define the behaviors and soft skills it considers indispensable, according to the missions and environment in which sales people will be evolving. Indeed, the company’s performance depends in part on these criteria.
As part of a data-driven approach, Assessfirst’s Shape personality test guarantees objectivity in recruitment. When recruiting, companies do not rely solely on the technical skills of sales staff, nor on their feelings or emotions. This personality test reduces cognitive bias as much as possible, and ensures that the values of recruited salespeople match those of the company.
To recruit salespeople, identify their motivational levers
To recruit salespeople who will be committed to and feel part of the company, the latter must take their motivations into account. Indeed, their motivational levers must correspond to the missions and development prospects open to them. Because if a talent’s drivers are not exploited and their needs not met, then they won’t be able to invest themselves fully and commit to the company. In less than ten minutes, the Drive motivational test test from Assessfirst sheds light on what drives sales people’s behavior: key motivational factors, preferred types of activity, leadership and management styles, preferred cultural environment… Finally, an algorithm checks the consistency of the answers given by measuring their spontaneity and indicating a degree of confidence in the results.
Motivation tests enable recruiters to analyze the situations and levers that will have a positive impact on the satisfaction and commitment of the sales people you wish to recruit.
Assess their cognitive abilities
Finally, test cognitive skills and the skills of salespeople enables the recruitment of relevant profiles. By integrating Data into HR decisions, the company can recruit salespeople while anticipating their ability to reason, assimilate new knowledge and acquire new skills. What’s more, the company has access to candidates’ reasoning speed and the strategies they use when faced with new challenges in the workplace.
Finally, Assessfirst’s Brain test enables you to anticipate the adaptability of the future talent you wish to recruit. After all, tomorrow’s sales people need to be able to adapt and perform in a constantly changing world of work.
