We are in rapid-growth mode and are doubling our sales team every 3 months. Many HR managers I know are using personality tests as part of the hiring process to help select between candidates. We would be using this for junior sales positions, after completing the initial screening call. It would help us evaluate which candidates are the best fit for in-person interviewing and hiring decisions.
The tools that consistently perform best for sales roles are those validated against on-the-job sales performance, not generic personality traits:
Objective Management Group (OMG) – One of the strongest tools for sales roles. It measures sales-specific competencies like motivation, resilience, coachability, and sales DNA.
Predictive Index (PI) – Useful for understanding behavioral drives and team fit, especially at scale.
Caliper Profile – Well-regarded for identifying traits correlated with selling success such as assertiveness, urgency, and problem-solving.
DISC-based tools – Helpful for communication style awareness, but should never be used alone for hiring decisions.
How to Apply These Tools Effectively
Use assessments after an initial screening call, exactly as you described. At that stage, they work best to:
Prioritize candidates for in-person interviews
Identify coaching needs early
Structure behavioral interview questions
Reduce bias and improve consistency across hiring managers
Most importantly, interpret results in context. High-performing salespeople don't all share the same personality but they do share certain sales competencies.
Consultant vs. In-House Program
If you're doubling your sales team every 3 months, bringing in a consultant initially is smart. They can help:
Select the right tool
Define success benchmarks
Train managers on interpretation
Once the framework is proven, transition to an in-house, repeatable process for scalability.
The companies that win in sales hiring don't look for “perfect personalities.”
They hire for sales behaviors, learning ability, and execution under pressure, then coach relentlessly.
Personality tests should inform decisions, not make them.
