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As a sales leader, you know how important it is to hire the right salespeople for your team. But have you ever considered using personality assessments to help you make hiring decisions?

Personality assessments can be a valuable tool in the sales hiring process, but they also have their drawbacks. In this blog, we’ll explore the pros and cons of using personality assessments in sales hiring, as well as best practices for using these assessments effectively. By understanding the debate over personality assessments, you can make an informed decision about whether they are right for your team.

The pros of using personality assessments

One of the key pros of using personality assessments in sales hiring is that they can help you identify candidates who are a good fit for your team and your company culture.

By assessing candidates’ personality traits and preferences, you can gain insights into how they will fit into your team and whether they are likely to be successful in the role.

Some of the other potential benefits of using personality assessments in sales hiring include:

Improved team performance. By hiring salespeople who are a good fit for your team and your company culture, you can create a positive, productive work environment that can drive better performance and results.

Enhanced diversity. By using personality assessments, you can avoid making hiring decisions based on biases and can ensure that your team is diverse and inclusive.

Better retention and turnover. By hiring salespeople who are a good fit for the role and your company culture, you can reduce turnover and improve retention.

Enhanced customer experience. By hiring salespeople who are a good fit for your team, you can improve the customer experience and build stronger relationships with your clients.

There are many potential benefits to using personality assessments in sales hiring. By looking for the right traits and preferences, you can identify salespeople who are a good fit for your team and your company culture and who can help your business to thrive.

The cons of using personality assessments when hiring your next salesperson

While there are many potential benefits to using personality assessments in hiring your next salesperson, there are also some drawbacks to consider. One of the key cons of using personality assessments is that they can be biased, leading to unfair and inaccurate hiring decisions.

Some of the other potential drawbacks of using personality assessments in sales hiring include:

Extended hiring process. The candidate market is tough and moving very fast. Adding additional steps in your hiring process can possibly lead to losing strong candidates to competitors that make an offer faster.

Lack of validity. Many personality assessments are not based on scientific research and may not be valid or reliable for the specific requirements of sales roles.

Exclusion of qualified candidates. By relying on personality assessments, you may exclude qualified candidates who don’t fit the “ideal” profile.

Potential for discrimination. By using personality assessments, you may make hiring decisions based on biases and stereotypes, leading to discrimination.

Lack of flexibility. Personality assessments can be inflexible and may not take into account changes or developments in the sales role or your company culture.

There are many potential drawbacks to using personality assessments in sales hiring – but by understanding these drawbacks, you can make an informed decision about whether personality assessments are right for your team.

How to use personality assessments for hiring salespeople effectively

If you decide to use personality assessments in your sales hiring process, it’s important to use them effectively in order to maximise their benefits and minimise their drawbacks.

Here are some best practices to consider:

Use validated assessments. Choose personality assessments that are based on scientific research and that have been validated by experts in the field.

Consider the context. Take into account the specific role and your company culture when selecting and interpreting personality assessments.

Use multiple sources of information. Don’t rely solely on personality assessments – use them in combination with other sources of information, such as interviews, references, and work samples.

Provide feedback. Provide candidates with feedback on their personality assessment results, so that they can understand how their traits and preferences may impact their success in the role.

Be transparent. Be open and transparent about the use of personality assessments in your hiring process, and explain why and how you use them.

By following these best practices, you can ensure that you are using personality assessments effectively and ethically in your sales hiring process. This can help you to make better hiring decisions and to build a strong, successful sales team.

So, to assess or not to assess?

The use of personality assessments in sales hiring is a complex decision. While there are many potential benefits to using these assessments, there are also some drawbacks to consider.

Ultimately, the decision to use personality assessments in your sales hiring process is up to you. By understanding the pros and cons of these assessments, you can make an informed decision about whether they are right for your team and your company.

If you do decide to use personality assessments, be sure to use them effectively and ethically, following best practices and considering the context of your sales role and your company culture.

By doing so, you can maximise the benefits of these assessments and can build a strong, successful sales team.

bta Sales can help

If you’re looking to hire your next great salesperson, the team of expert recruiters at bta Sales can help. With our expertise and experience, we have access to a variety of personality assessments specifically designed for salespeople, which can help you identify the right person for your business.

Contact us today to learn more about how we can help you build a strong, successful sales team.