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How Sales Leaders Use Talent Assessment Tools

As a sales leader, using talent assessments in the workplace can help you identify the strengths, weaknesses, and true motivators of your team members. This knowledge can provide valuable insights for making decisions about hiring, training, and development.

There are so many ways to use talent assessments in the workplace. Here are the top two:


Potential Hires: You can start by administering them to potential hires during the recruitment process. This can help you identify candidates who have the skills and traits that are most important for success in your sales team. For example, you might use a personality test to assess a candidate's level of extroversion, which can be a key trait for successful salespeople. Or you might use a cognitive ability test to assess a candidate's ability to think critically and solve problems, which are also important skills for salespeople. Most sales professionals refer to these types of assessments as Predictive Hiring.


Existing Employees: Building stronger teams begins with a better understanding of behaviors. Administering these assessments to employees and teams as a whole can help you identify areas where your people need additional training or development, as well as areas where they are excelling. For example, if you find that your team members are weak in a particular area, such as presentation skills, you might provide them with additional training or coaching to help them improve in that area. On the other hand, if you find that your team members are excelling in a particular area, such as lead generation, you might want to provide them with additional opportunities to take on more responsibility in that area.


When using talent assessments in the workplace, it's important to consider the specific needs and goals of your sales team. For example, if your team is focused on closing deals with large, enterprise customers, you might want to assess for different skills and traits than if your team is focused on selling to small businesses.


It is also important to note that, while talent assessments can provide valuable insights into the motivations of your team members, they should never be used as the sole basis for making decisions about hiring, training, or development. Instead, they should be used in conjunction with other information, such as interviews, references, and performance evaluations, to gain a more complete understanding of a candidate or employee.


What Now?

As a sales leader, using talent assessments in the workplace can help you identify the best motivators of your team members and provide valuable insights for making decisions about hiring, training, and development. When using talent assessments, it is important to consider the specific needs and goals of your sales team, and to use them in conjunction with other information to gain a more complete understanding of a candidate or employee.


Ready to get started today? Check out SRG’s proprietary talent assessment tool, TalentProfiler™ or schedule a demo to see what Predictive Hiring is all about and how it can help your team move the business forward.


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