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The Employment Tests Myth
Written by: Virden ThorntonArticle Overview: The belief that employment tests can compensate for poor interviewing skills is a myth. Giving employment test too much weight in the hiring of sales staff members can be a big mistake.
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The Employment Tests Myth
In a comprehensive article on hiring myths, Ira S. Wolfe, the President of Poised For The Future Company, quotes The U.S. Department of Labor, which recommends a “whole person approach” to screening employment candidates. In his article, Wolfe asks the question, “Can a good test compensate for a lack of good interviewing skills?” His response was an emphatic, “No. No. No”.
Having conducted hundreds of employment interviews over the last 39 years as a sales management professional, I must agree with Wolfe’s assessment of the value of testing. In my view, employment tests, should be valued no more than 20 percent in the entire assessment process. The whole person approach, as Wolfe suggests, “...encourages managers to factor in the results of a variety of accepted tests along with prior actual performance and interview results.” A combination of early screening, resume review, personal interviews, employment tests and reference checks are all needed to effectively identify just the right candidate for your sales position. To learn more about the do's and the don'ts of hiring sales professionals, check out my new manual 101 Sales Management Myths
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About the Author: Virden Thornton RSS for Virden's articles - Visit Virden's website  Click here to visit Virden's website   The References Checks Are A Waste Of Time Myth Breaking Through The Comfort Zone Barrier Being Politically Correct Can Cost You Sales Top Sales Professionals Ask The Right Questions Baditude |
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