By Michael Lang  

You often hear of sales assessments which can be undertaken to determine whether a sales professional is suitable for a role. Two main sales assessments are:

1. Sales evaluation assessments
2. Sales behavioural assessments

So, what are the difference between the two?

Behavioural (personality assessments) are probably the most common in the sales world. In my experience, they are not the one size fits all option to screen and hire a sales person.

These assessments measure against a sales template. Behavioural assessments provide a template to test a candidate with questions around whether they are persuasive, a problem solver, a decision maker and are proficient in time management.

But why this doesn't work? 

Behavioural assessments don't ask the fundamental question:

Can this sales candidate ACTUALLY sell?

This type of assessment simply doesn't evaluate the successful sales attributes you require as a sales person to be successful.

Behavioural assessment don't measure the requirements your company needs.

This includes your company environment, processes and sales funnel.

So, why sales evaluation assessments?

Sales evaluation based assessments such as Objective Management Group's sales assessment tool provide a holistic view based on what your company requires in a sales person. 

Sales evaluation assessments measure a sales person's:

1.  Desire
2.  Commitment 
3.  Idea of success
4.  Responsibility
5.  Trainability and Coachability
6.  Skills to hunt, qualify and close opportunities
7.  Overall sales DNA
8.  Motivation 
9.  Compatibility with a sales team
10. Sales experience

Sales evaluation assessments therefore provide a rounded overview of your sales candidate. It assists you in matching up sales experience and whether the candidate is suitable for your company's sales team.

Learn more about SG Partners Sales Evaluation Services here.