If you are looking for sure-fire tips on how to do great on this sales candidate assessment you have come to the right place and that’s exactly what you are going to get. How can you be sure? I am the developer – I designed it and wrote it – and I will tell you exactly how it works, how to approach it, and how to get the best possible score.
Here are the ten most important things for you to know:
- There are no wrong answers.
- You can do great and still not be recommended for certain sales positions where your capabilities are different from what a company is looking for.
- You can get a mediocre score and still be recommended for those sales positions where you do match up well with what they are looking for.
- There is a sliding scale based on how difficult or challenging the position is. A score may be enough to recommend you for a less challenging position, while not being high enough to recommend you for a more challenging position.
- Honesty is the best approach. Answer the questions based on what you do, how you think, and what you have said and done in the past; not what you think the test might be looking for. If you try to game the test it will lead to inconsistent answers and that will raise red flags and then you won’t have a very good chance at a good score.
- Your first answer is usually the best answer. Don’t over think it.
- If you don’t receive a call or interview, it probably has more to do with the sheer number of candidates that applied, not your test results, as well as the subset of candidates that might fit the role even better than you do.
- Employers use sales assessment results as only a single data point. They also consider years in sales, experience in the industry, expertise with a product or service, the quality of a resume, cover letter, the length of time employed at prior companies, references, accomplishments, self-presentation, how good a candidate sounds on the phone, and how the candidate performs in a face-to-face interview. Some companies may also conduct credit checks, drug tests, criminal checks, or require personality, behavioral styles, cognitive, aptitude, intelligence and/or honesty and integrity tests.
- You should always take the assessment when an employer requests it. If you don’t take the assessment, you have no chance of getting an interview.
- The EEOC has Guidelines relative to employers’ use of assessments. Specifically, if they are going to administer assessments, then all candidates must be asked to take the assessment. Additionally, those assessments must be reliable and trustworthy as well as being validated.
That’s it. There’s nothing more to it. I hope this helped and I wish you the best of luck.