Avoid The Costs Of A Bad Hire
The Recruitment process is one of many parts, each contributing to the overall strength of the outcome. As a general rule there are 4 main contributors to the process:
- The candidate’s Resume/CV/Work History
- Reference checks and confirmation of the above
- The interview to verify a culture fit within the existing Team
- Psychometric tests to provide accurate measurements of the traits that are directly relevant to the role, providing a better picture of the candidate’s ability. These traits are typically more “hidden” and may be hard to capture by steps 1, 2, and 3.
To leave out any one of those important steps is like cutting one leg off a four- legged chair, potentially with a similar outcome.
This can be particularly so when it comes to Sales Professionals, who can often be a whole lot better at selling themselves than they are at selling a product or service. Indeed, not all Salespeople are born equal. A top-performing retail Salesperson will not necessarily perform well in a B2B role, any more than an award-winning Advertising Sales Professional might become your “Real Estate Salesperson Of The Month”.
The report will rate the candidates’ potential in more than 30 sales related roles, including Real Estate.
We urge you to put your short-listed sales candidates to the test before you put them on your Team. A small investment prior to hiring can save untold pain, time and money – not to mention lost sales – in the event that you need to replace a non-performer.
Scientific Validity
Our state-of-the-art psychometric solutions are designed using innovative and modern methods that strictly respect international standards in psychometrics and data security.
Technology & Innovation
Talent Insight assessments have undergone many years of research and comply with the validation norms in psychometrics established by the American Psychological Association (APA), the British Psychological Society (BPS), and the International Test Commission (ITC).
View and purchase your Tests here.
