{"id":1469,"date":"2023-10-30T09:30:25","date_gmt":"2023-10-30T13:30:25","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/psychometric-assessments\/"},"modified":"2023-10-31T19:37:15","modified_gmt":"2023-10-31T19:37:15","slug":"psychometric-assessments","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/psychometric-assessments\/","title":{"rendered":"Elevate Your Sales Hiring Through Psychometric Assessments"},"content":{"rendered":"

Psychometric assessments provide deeper insights into a job candidate\u2019s natural tendencies. They are a great way to bridge the gap between interview answers and how a person will behave on the job. They can provide valuable insights into a candidate\u2019s intelligence, values, motivators, and natural behaviors.\u00a0<\/span><\/p>\n

A few of the most popular psychometric tests are:<\/b><\/p>\n

DISC Assessment<\/b><\/h2>\n

The <\/span>DISC assessment<\/span><\/a> reveals how people handle challenges and work with others. This assessment mainly focuses on self-concept and personality. Great sales representatives usually have a high \u201cD\u201d profile.<\/span><\/p>\n

Myers Briggs<\/b><\/h2>\n

Myers Briggs<\/span><\/a> measures four distinct personality traits: Extraversion\/Introversion, Sensing\/Intuition, Thinking\/Feeling, and Judging\/Perceiving. Many salespeople are ESFJ, ESTP, and ENTJ types.<\/span><\/p>\n

Predictive Index<\/b><\/h2>\n

The <\/span>Predictive Index<\/span><\/a> looks at what drives behavior and measures cognitive ability. Persuaders, Captains, Promoters, Strategists, and Collaborators <\/span>are likely to be high-performing salespeople<\/span><\/a>.\u00a0<\/span><\/p>\n

Clifton Strengths Analysis<\/b><\/h2>\n

The <\/span>Clifton Strengths Analysis <\/span><\/a>measures 34 personality themes that indicate your innate talents. Strengths like Belief, Relator, Achiever, Communication, Strategic, and Learner could indicate that someone is naturally a motivated and agile salesperson.\u00a0<\/span><\/p>\n

We recommend psychometric assessments only be used in the final stages of the interview process to differentiate between top candidates. These assessments should contribute to 20% of the hiring decision.\u00a0<\/span><\/p>\n

Ready to make your next hiring move? <\/span>Contact us today<\/span><\/a>. We\u2019d love to help!<\/span><\/p>\n

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