There are hundreds of consultative sales assessments out there. Perhaps you use one of them. If not, you should as we know that better decision-making (i.e., improved selection and targeted development planning) will result from the use of an assessment that provides more accurate information both for candidates and incumbents.If you already use a consultative sales assessment, however, you need to ask yourself whether the instrument you are using is truly world-class - - how does it "stack-up" against the well accepted benchmarks that define "the best."
Does your consultative sales assessment?
- Measure both "can do" (i.e., sales skills) and "will do" (i.e., behavioral tendencies and personality) components.
- Provide a "green light" and "red light" metric. In other words, does your assessment yield a probability of success score to be used for selection.
- Provide sales skill, behavioral and personality information that is easily interpretable based on a massive users database (hundreds of thousands).
- Utilize job simulation -- where candidates and incumbents experience a "day in the life of" and they use their situational judgment and skills to successfully handle typical sales challenges.
- Provide accurate selection information and rich developmental information to kick-start a newly hired salesperson's development.
- Provide you the opportunity to benchmark the skills and behavioral tendencies of your incumbents -- so you can determine where training is required to make your sales force world-class.
- Generate a custom interview based on the candidate's assessment results?
- Meet all EEO and ADA requirements?
John Mattone, VP Sales & Marketing
jmattone@alignmark.com
407-659-3525
