Implementing a pre-employment aptitude test program in your company is a wise investment. There are many reasons for this, but one of the primary ones is to avoid making a very expensive decision: hiring someone without natural sales aptitude.
The other half, is based on education and training. Therefore, it is crucial to know your salesperson's aptitude when considering the individual's placement and hiring.
Once the scores for the basic and secondary personality traits are known, they can be used to determine the candidate’s compatibility for a wide range of sales (inside/outside/hunter/farmer) and office jobs. A good hiring and placement decision will greatly impact your business, so make sure you are using the APQ test to its fullest. Learn more about the sales assessment
An employment aptitude assessment can help you hire the right person. Hiring the wrong person who lacks the natural ability to sell can cost a large B2B sales company up to $250,000.
It usually takes at least 6 months to figure out that it is the wrong person, plus several more to go through the HR process of firing the person and hiring a replacement. During that time, plenty of expense is incurred in onboarding, training, payroll, benefits, taxes, meal and entertainment accounts — you name it.
But perhaps the biggest financial drain caused by hiring the wrong person without a pre-employment aptitude assessment lies in the lost opportunities that would have closed had a competent person been in the position in the first place.
Even worse, a poor salesperson can chase existing customers and prospects away, leaving a negative gain compared with just leaving the position empty!
Over 60 correlation studies show that natural aptitude is the most significant factor in predicting sales success.
In one case, the top 26 sales people in three different companies were all tested with an employment aptitude assessment. They followed a sales training regimen, and the results speak for themselves:
14 out of the Top 26 Sales People Tested HIGH for Sales Aptitude
7 out of the Top 26 Sales People Tested HIGH for Sales Aptitude
3 out of the Top 26 Sales People Tested HIGH for Sales Aptitude
Pre-employment aptitude assessments are useful not only when selecting new hires, but also for use in ongoing coaching. More on using for coaching
Those with high natural sales talent usually have traits that can be tweaked to achieve even greater success. When this is done across the board, companies enjoy an extra boost in sales — an average of 10 percent above and beyond their initial testing and training gains is typical.
The APQ delivers insightful reporting specifically designed to assist with improvement and coaching. It provides a plethora of tools to enable continued improvement through one-on-one coaching that celebrates strengths while stretching the blindspots into more favorable performance.
The Craft Metrics Learning Aptitude Survey (CLAS) is 35 questions, an untimed learning aptitude test measuring general intelligence factors, and is the only instrument of its kind to measure both the speed and accuracy of an individual's learning aptitude or intelligence. This is ideal when using the APQ for Hiring and Selection.
"Intelligence is the major determinant of job performance, and therefore hiring people based on intelligence leads to marked improvements in job performance - improvements that have high economic value to the firm."
The detailed sales assessment delivers vital insight into candidates' (and existing employees) natural aptitude at sales, service, hunting, farming and other positions that drive growth.
Helping Medium-Sized & Enterprise Companies Achieve Sales Goals. Read Clients & Case Studies ›
David Cooke, President, Pivotal Insight, Inc.
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