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Topics Covered: <a href='/resources/search/?query=Assessment'>Assessment</a> | <a href='/resources/search/?query=Sales personnel'>Sales personnel</a> | <a href='/resources/search/?query=Sales Management'>Sales Management</a> | <a href='/resources/search/?query=Evaluation'>Evaluation</a>
Sales Leadership
Jun 10, 2010 | Canadian Professional Sales Association (CPSA) lock

Here are a few points to remember when selecting a test to use for sales candidates:

  • Application. Does the test directly relate to the knowledge, skills and attributes of the job itself? (For example, if the test does not measure ego-drive, it probably would not be appropriate to use for a sales position). Does the test clearly measure those exact qualities that sales managers want to assess when making hiring or promotion decisions? Does the test offer proof that people actually perform as the test predicts they will?
  • Legality. Is the test free of discrimination or is it prejudicial to women or minority candidates? Does the test’s publisher/originator provide published proof that the test does not discriminate against candidates by race, gender, sex, religious or ethnic orientation? Does it meet or exceed the Canadian Human Rights Commission recommended hiring standards?
  • Validity. Has this test been validated by research that establishes the test’s consistency for companies of all sizes and does it represent a true cross-section of the workforce? Does the test provide benchmarks or success profiles for an industry’s specific need?
  • Scoring. Is the test scoring done in a consistent, reliable manner? Are tests scored using computer software, on an candidate basis by an assessment administrator or trained psychologist, or through a combination of methods?
  • Timeliness. Are test results available to the employer in a timely manner?
  • Ease of use. Can the test be administered on-site or over the Internet? How long does it take between administration and processing before managers can see the evaluation report? Can managers interpret the test results without assistance? Based on the results, can the sales manager formulate questions for the candidate’s references?
  • Cost-effectiveness. What is the cost per candidate? Can you afford to test a shortlist of suitable candidates for the sales position, or is the test too costly for anyone beyond a specific salary bracket?
  • References. Can the test’s publisher provide a list of customers you can follow up
    who have used the test and can verify its claims?

NOTE: Assessment tests are an additional resource tool—not a substitute—for a well defined selection process. You should NEVER base your hiring decision exclusively on an assessment test.

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