
A transportation manufacturing company was experiencing retention and performance challenges across frontline and branch manager sales roles. Year-over-year sales performance was lagging in several regions, while inconsistent hiring standards and an inefficient selection process contributed to uneven quality of hire across the organization.
Leadership needed a more consistent, data-driven way to identify candidates with the characteristics associated with sales success.
ForPsyte developed a customized pre-employment assessment battery based on job analysis and competency modeling for the company’s sales roles.
The sales assessment combined behavioral, cognitive, and culture fit measures. Assessment results were then compared with actual sales performance ratings and business metrics to identify the characteristics most closely associated with success in the role and create performance-aligned selection scoring.
The assessment results clearly differentiated stronger and weaker sales performers.
Sales professionals in the top third of assessment scorers generated $1 million more in annual equipment upgrade sales, a 105% increase compared with the bottom third. They also sold approximately three more maintenance contracts per year, representing a 34% increase.
The results demonstrated that the pre-employment assessment could help identify candidates more likely to succeed against meaningful sales performance and revenue metrics. When comparing the top third assessments scorers to the bottom third we found that…