They’re out there. They’re in the minority, but there are companies that are holding out on pre-employment testing, with no plans to use them in the future. We have to wonder why they’re holding out on a process that ensures the greatest possibility of sales hiring success. So we looked into some of the reasons.
First, many people seem to be concerned about the legality of testing. In this country of emphasis on civil rights and the use of litigation when those rights appear to have been violated, it’s no wonder that some hiring managers may get a little squeamish at the thought of “imposing” a test on sales hiring candidates.
But the fact is, there is nothing illegal about testing, as long as it’s not for discriminatory purposes. As long as an employer is able to demonstrate that the test in question is directly related to potential performance and competency for the job in question, there is no reason to avoid testing.
While many companies may make use of tests that measure cognitive abilities or physical strength and stamina, the sales personality test is particularly appropriate for a sales position. By identifying and classifying a person’s personality, values, and disposition, it becomes easier to predict a candidate’s proficiency in the sales world, whether it’s on a sales floor, the road, a telephone, or a computer. As long as a test is targeted to show the skills necessary for job performance, there is legally nothing about a sales personality test that can be challenged.
Another reason that a company may be unenthusiastic about sales personality testing is a reluctance to change. After all, Beloved Uncle Ralph started the company seventy five years ago with just fifty cents and a handshake, and he never used any fancy-shmancy sales personality test to bring the company to where it is today!
But let’s be honest; the company could be doing better. While Larry, Moe, and Curley have been with you for a long time, they’re just not lighting any fires under your customers. Oh, sure, they’re good folks, and they make you laugh, but they don’t make you money!
Let’s face it: if you care about your company’s bottom line, you can’t base your sales hiring decisions on sentiment or gut feelings. The only true objective method for identifying potential top performers is with a sales personality test. No one is saying that this should be your sole yardstick for measuring candidate potential; it’s just the best place to start. Then you can use the interview process and the reference check recommendations provided in the AHS sales hiring materials to fill in any blanks.
Think of the time and financial resources you’ll be saving your company by using sales personality tests for screening candidates, especially if you elect to offer the testing online. You won’t have to spend valuable man-hours plowing through dozens of designer résumés or interviewing unqualified candidates. As Martha Stewart would say, “It’s a good thing.”