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How can you best use pre-hire assessments to hire the best salespeople?

Pre-hire assessments can be helpful in hiring the best salespeople if used correctly. However, you can’t rely solely on assessment scores to make hiring decisions — you can use them as a critical piece of your hiring process.

Here are a few tips for using pre-hire assessments effectively:

  1. Select the right assessments: Choose assessments that are relevant to the specific sales role and that have been validated for use in predicting job performance.
  2. Use assessments as one piece of the hiring process: Don’t rely solely on assessment scores to make hiring decisions. Use the results in combination with other information, such as resumes, references, and interviews, to get a well-rounded view of candidates.
  3. Communicate the purpose of the assessments to candidates: Let candidates know that the assessments are being used to help identify the best fit for the role and to provide them with an opportunity to showcase their skills and abilities.
  4. Provide feedback to candidates: Share the results of the assessments with candidates and provide feedback on their strengths and areas for improvement. This can help them understand their fit for the role and identify areas for development.
  5. Use assessments consistently: Use the same assessments for all candidates to ensure that you are making fair and objective comparisons.

By following these tips, you can effectively use pre-hire assessments to identify the best sales candidates for your organization.

Author: Dario Priolo

Dario brings over 20 years of experience in the sales enablement and talent development industry. He has led marketing and strategy as CMO for leading companies like the Hay Group, Miller Heiman and Profiles International and has been part of 4 successful exits, including his own start-up.


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