| are an entrepreneur, business owner, senior executive | | | | subjectivity and guesswork, and help sales recruitment |
| or sales recruiter, you probably already know that | | | | agencies and corporate sales recruitment people |
| hiring good salespeople is one of the hardest things | | | | make more objective hiring decisions. One good sales |
| that a corporate sales recruiter or employer does. Not | | | | assessment test is The JOY Test (tm) of Total Sales |
| any more! So how can prospective employers or | | | | Ability (tm) from Dan Joy, Inc. |
| sales recruiters tell which job applicants can sell? They | | | | Other Criteria for Choosing the Best Sales |
| can make the job applicants take a well-rounded online | | | | Assessment Test: |
| pre-employment sales assessment test. If you are an | | | | Sales Recruiters and employers may want to choose |
| employer or sales recruiting company, you may start | | | | a sales assessment test which is: |
| with 10 Free Sales Assessment Tests from Dan Joy, | | | | 1. Accurate: The Sales Test must go above and |
| Inc. | | | | beyond the mundane psychological and personality |
| Common Sales Recruiting Mistakes: | | | | tests by doing a well rounded sales assessment. This |
| A sales hiring mistake can cost an employer up to | | | | is crucial to the success of the sales recruitment |
| $100,000 or more. Many sales recruitment firms and | | | | campaign. |
| employers are deluged with sales resumes, but have | | | | 2. Robust: 2-Step Testing is better but costs less. The |
| no way of knowing who can really sell. So, they often | | | | simple but robust 2-Step testing (Screening Test plus |
| tend to hire someone with whom they "feel | | | | Final Test) helps protect employers against the |
| comfortable", who is "like them", who "looks good", or | | | | possibility of a job applicant substituting someone else |
| who has "industry knowledge". None of that | | | | to take a test on their behalf. Moreover, the Screening |
| necessarily means that the person can actually sell. A | | | | Test is much cheaper than the Final Test. If you |
| good Sales Assessment Test like The JOY Tests | | | | needed to test, say, 500 job applicants, you could give |
| (tm) of Total Sales Ability (tm) from Dan Joy, Inc., can | | | | them all an inexpensive Screening Test, then give a |
| help reduce subjectivity and guesswork, so you can | | | | Final Test to only the top 2% (the 10 highest scorers) |
| make more objective hiring decisions, and hire great | | | | on the day of the interview. That could save you a lot |
| sales people, sales reps or regional sales managers. | | | | of time and money, and save you the effort of having |
| Who Can Use Sales Assessment Testing? | | | | to read the bottom 490 sales resumes. |
| In the past, sales assessment tools were used | | | | 3. Efficient: Completely self-contained online system |
| primarily by large companies. Now, for the first time, | | | | that you can use 24/7/365 at your convenience, |
| the fully integrated self-serve online sales assessment | | | | without having to call the company every time you |
| testing system of Dan Joy, Inc. has brought these | | | | wish to test a new sales candidate. Many sales |
| crucial sales assessment tools within the easy reach | | | | recruiters work online from home. |
| of small to mid-sized entrepreneurial businesses. Of | | | | 4. Easy to Interpret: The sales assessment test's |
| course, big companies can use these sales | | | | Report Card must be clear, easy to understand, and |
| assessment tools too. | | | | preferably just 1-page long (some can be unwieldy -- |
| Which Type of Sales Assessment Test is Most | | | | up to 20+ pages per candidate). Sales recruiting firms |
| Effective? | | | | and small business owners are often pressed for time. |
| A conventional old style Sales Personality Test, Sales | | | | 5. Scored Instantly: Candidates' Report Cards (Sales |
| Aptitude Test, Behavioral Test or Sales Reluctance | | | | Assessment Test scores) should be available online |
| Test is usually not a good predictor of sales potential. | | | | immediately after they complete a sales assessment |
| There is a lot more to success in selling than just | | | | test (no waiting for the Sales Test Reports to arrive |
| personality, aptitude or call reluctance. One can have | | | | by fax or snail mail). |
| the right personality or aptitude but if they don't | | | | 6. Secure: The sales assessment test should contain |
| possess or learn good sales skills and techniques, they | | | | built-in safeguards against guessing, random answering |
| are not very likely to succeed in the sales profession. | | | | and candidate substitution. Not all sales tests are |
| There are also people who can call incessantly, but | | | | created equal. Most good sales recruiters appreciate |
| cannot close. There is a much better way, as | | | | the importance of secure sales assessment testing. |
| explained below. | | | | Our Recommendation: |
| Instead of testing for just sales aptitude or sales | | | | The JOY Tests (tm) of Total Sales Ability (tm) from |
| personality, the best approach is to test for Total Sales | | | | Dan Joy, Inc., meet all of the criteria above. |
| Ability (tm). A good sales assessment test can reduce | | | | |