See What a Sales Candidate Assessment Reveals Before You Hire

Would you know a bad sales hire before you made the offer? Most companies find out six months and a lot of money later.

Resumes and interviews show you how well a candidate sells themselves. They don't show you whether that person will prospect when nobody is watching, push back on a price objection, or get past their contact to the real decision-maker.

That's what a sales specific candidate assessment is for. Lushin uses the Objective Management Group (OMG) Sales Candidate Assessment to screen candidates before the first interview, so hiring managers spend their time only on people who can do the job.

Download Our Sample Sales Candidate Assessment

Get the sample before you assess your next hire. The full 48 page report shows exactly what you get for every candidate: the hiring recommendation, all 21 sales competency scores, and the interview questions the results point you to.

What Is a Sales Candidate Assessment?

A sales candidate assessment is a pre-hire evaluation that measures the competencies that predict success in a sales role. Instead of describing a candidate's general personality, it scores how they sell: their drive to succeed in sales, the beliefs that help or hurt them in front of a prospect, and their tactical selling skills. Each score is compared to a target for the role you're filling, so the result is a clear hiring recommendation rather than a profile you have to interpret.

OMG has been assessing salespeople since 1990, and its assessments measure 21 sales-specific competencies.

What's Inside the Sample Report

• A hiring recommendation. Each candidate is rated Recommended, Worthy of Consideration, or Not Recommended, along with whether they meet OMG's criteria and the criteria for your specific role.
• A sales percentile. One aggregate score that shows how the candidate compares with other salespeople.
• 21 core competency scores across Will to Sell, Sales DNA, and Tactical selling, each measured against a target for the role.
• Coachability and ramp-up factors. The Coachable and Figure-It-Out Factor scores show how receptive a new hire will be to coaching and how quickly they're likely to ramp up.
• Scoring confidence. Testing time and inconsistent answers are flagged, so you know how much weight to give the results.
• Role compatibility. How closely the candidate's past selling experience matches your market, sales cycle, deal size, and selling environment.
• Interview tips. Questions written from the candidate's own results, so you can test the weaknesses the report found.

The 21 Sales Competencies the Assessment Measures

Will to Sell

Desire, Commitment, Outlook, Responsibility, and Motivation. Will to Sell measures a salesperson's drive to succeed in sales. Without it, new habits and skills rarely stick.

Sales DNA

Doesn't Need Approval, Stays in the Moment, Supportive Beliefs, Supportive Buy Cycle, Comfortable Discussing Money, and Handles Rejection. Sales DNA measures the beliefs and habits that support or limit a salesperson in a sales conversation, many of which they aren't aware of.

Tactical Selling

Hunting, Reaching Decision-Makers, Relationship Building, Consultative Selling, Selling Value, Qualifying, Presentation Approach, Closing, Sales Process, and Sales Technology. These measure the skills needed to find prospects and guide them through the sales process.

The report also scores competencies that matter for specific roles, including Sales Posturing, Negotiating, Building Trust, Account Management, Farming, and Working Remotely.

Frequently Asked Questions

Is the sample report based on a real candidate?

No. The sample uses a fictional candidate and a fictional company so you can see the complete report format.

When should you use a sales candidate assessment in the hiring process?

At the very start, before interviews. Assessing competencies first means you don't spend time interviewing candidates you won't hire. Interview only the candidates the assessment recommends, and use the interview tips in the report to test the areas where they scored lowest. The assessment should be one factor in your hiring decision, not the only one.

How is a sales assessment different from a personality test?

Personality and behavioral tools describe how someone tends to communicate and behave in general. A sales candidate assessment measures sales-specific competencies, such as whether a candidate will prospect consistently, reach decision-makers, and hold firm on price, and compares them with the requirements of the role you're hiring for.

Can a candidate fake the results?

The report includes a Scoring Confidence rating based on testing time and inconsistent answer sets. A low rating tells you to treat the results with caution and dig deeper in the interview.

How does Lushin help companies hire salespeople?

Lushin coaches help you build the role profile the assessment scores against, read the results, interview the right candidates, and set up the ramp-up plan and sales management every new hire needs to succeed. Learn more about our approach to sales recruiting and hiring, or talk to a coach about your next hire.