8 Key Criteria for a Successful Sales Assessment
Posted by Cabot Jaffee on Fri, Apr 30, 2010 @ 10:59 AM
There are hundreds of consultative sales assessments out there. Perhaps you use one of them. If not, you should as we know that better decision-making (i.e., improved selection and targeted development planning) will result from the use of an assessment that provides more accurate information both for candidates and incumbents.
If you already use a consultative sales assessment, however, you need to ask yourself whether the instrument you are using is truly world-class - - how does it "stack-up" against the well accepted benchmarks that define "the best."
Does your consultative sales assessment?
1. Measure both "can do" (i.e., sales skills) and "will do" (i.e., behavioral tendencies and personality) components.
2. Provide a "green light" and "red light" metric. In other words, does your assessment yield a probability of success score to be used for selection.
3. Provide sales skill, behavioral and personality information that is easily interpretable based on a massive users database (hundreds of thousands).
4. Utilize job simulation -- where candidates and incumbents experience a "day in the life of" and they use their situational judgment and skills to successfully handle typical sales challenges.
5. Provide accurate selection information and rich developmental information to kick-start a newly hired salesperson's development.
6. Provide you the opportunity to benchmark the skills and behavioral tendencies of your incumbents -- so you can determine where training is required to make your sales force world-class.
7. Generate a custom interview based on the candidate's assessment results?
8. Meet all EEO and ADA requirements?