Sales Psychometric Assessment
The Sales Hunter psychometric assessment enables organisations to identify high-performing, proactive salespeople who actively seek and capitalise on new business opportunities.
What is the Sales Hunter Psychometric Assessment?
The Sales Hunter Profile is a psychometric assessment that measures the key capabilities necessary for success in sales roles, evaluating an individual’s ability to identify opportunities, build relationships, and close deals effectively. The test focuses on critical traits such as competitiveness, initiative, and resilience, providing valuable insights into their sales potential.
The assessment can be completed by candidates through our online portal, contains 85 questions and takes about 17 minutes to complete.
Measures:
- Achievement Drive
- Assertiveness
- Extraversion
- Go-Getter Attitude
- Self-Confidence
- Worth Ethic
Recommended for:
- Any sales or customer-facing roles such as: sales managers, sales representatives, call center sales positions, or retail sales.
Hire top talent without the guesswork
The Sales Hunter assessment helps identify candidates with the natural traits for high sales performance, such as competitiveness and resilience, allowing you to streamline hiring and target top talent.
Create an engaging and productive work culture
By understanding your sales team’s strengths, the assessment helps you create tailored strategies to keep top performers engaged and reduce turnover, ensuring long-term success and stability.
Develop and train people to perform at their best
The Sales Hunter assessment reveals each individual’s strengths and areas where they may need additional support. By pinpointing these gaps, you can design personalised training programs that help individuals develop the skills they need to reach their full potential and drive stronger sales performance.
How our psychometric assessment process works
Candidates complete the Sales Hunter Psychometric Assessment online in around 17 minutes, answering questions about their own preferences and behaviours. There are no right or wrong answers, it’s untimed, low-pressure, and designed simply to reflect how someone naturally thinks and acts.
You’ll receive a detailed report showing the candidate’s scores in each trait, key strengths or development areas, expected workplace behaviours, management strategies and recommended interview questions for the individual. Our experienced team can also provide deeper feedback sessions.
Our team can work closely with you to embed assessment insights into your everyday people decisions and HR processes, build benchmarks tailored to your specific roles and teams, or equip your team with the skills and confidence to run the process independently.
Clear, practical, actionable reports that help you identify great sales talent
The Sales Hunter Psychometric Assessment results report displays an individual’s results across each of the 6 dimensions, with a clear breakdown of what each score means in a practical workplace context.Â
The report also includes expected workplace behaviours, tailored management strategies, and recommended interview questions based on the individual’s unique profile. Where job-specific benchmarks have been built, results can be compared directly against the traits and trait levels that have been identified as markers of success in that role, giving you a clear, objective measure of person-job fit.
We ensure assessments are accurate, reliable and fair
Validated against international assessment standards
The Sales Hunter Psychometric Assessment has been built by expert industrial psychologists and based on well-established psychological frameworks, undergoing rigorous scientific development to ensure accuracy, consistency, and real-world relevance. It has been validated through extensive research, statistical testing, and ongoing refinement to ensure it measures what it’s designed to measure, reliably and repeatedly. It is aligned with International Test Commission guidelines for fair and ethical test use.
Norms
Assessment scores are calculated against a broad normative sample, meaning each individual’s results reflect where they sit relative to the general population rather than an absolute scale. A “high” or “low” result is only meaningful when measured against how others typically respond, ensuring results are consistent, comparable, and grounded in real data.
Security & Anticheat
The Sales Psychometric Assessment includes built-in consistency checks that flag irregular response patterns, rushed answers, or attempts to manipulate results, including the use of AI-assisted responses, giving you confidence that every profile accurately reflects the real person completing it.
“The amount of psychometric tests and how much it reveals on people is phenomenal. Blown away the detail and what it has taught me about myself and my team. Highly recommend.”
Edward Chin
CZM Finance
Contact our team today to start using the Sales Hunter Assessment
Speak with our team of experts to request a quote, free demo, or get psychometric assessment advice for your organisation’s unique needs. We have a quick turn around time, and can arrange assessments promptly within the day.
Common questions
Can’t find what you’re looking for? Contact our team.
How much does the Sales Hunter Psychometric Assessment cost?
The cost of a Sales Psychometric Assessment depends on how it’s being used, for example assessing a single candidate or running large-scale recruitment or employee development programs. At InterACT-Global, we provide some of the most cost-effective packages available for organisations, with flexible options (and no lock in contracts) whether you need to assess one person or thousands.
We work with organisations of all different sizes, and can offer large discounters on larger assessment orders, making them an extremely affordable solution.
Is the Sales Hunter Assessment reliable?
The Sales Assessment has been developed in accordance with established psychometric standards, underpinned by a rigorous programme of validity and reliability research. Each scale has been subjected to independent verification to confirm that it measures the construct it was designed to measure, and demonstrates consistent, repeatable results across diverse occupational groups and industries. For organisations that place importance on evidence-based decision making, this level of scientific rigour provides the assurance that the assessment is both technically sound and fit for purpose.
Can the Sales psychometric assessment be used for high-volume recruitment?
Yes. The Sales Capability Test is highly effective in screening large candidate pools. Recruiters can quickly identify applicants who align with role requirements and company culture, saving time and resources.
Is a psychometric assessment the same as a sales aptitude test?
A sales psychometric assessment measures who someone is: their personality traits, behavioural tendencies, motivations, and emotional drivers. It’s designed to reveal how a person is naturally wired — things like resilience or a competitive drive. Good psychometric assessments are grounded in occupational psychology and validated against real sales performance data.
A sales aptitude test, on the other hand, measures what someone can do: their cognitive abilities, numerical reasoning, verbal comprehension, or situational judgement. It tests skills and mental horsepower — can this person process information quickly, construct a compelling argument, or make sound decisions under pressure?
- A psychometric assessment tells you whether someone has the natural drive and personality to succeed in sales.
- An aptitude test tells you whether they have the cognitive tools to execute.
InterACT-Global provides both, although we recommend applying different assessments according to the job’s unique requirements.Â
Why should I use a psychometric assessment when hiring salespeople?
Because interviews alone are a often a poor predictor of sales success and the cost of getting it wrong is high.
Most hiring managers are confident in their ability to spot talent in a room. But sales candidates are, by definition, skilled at selling themselves. They’re practised at building rapport quickly, answering questions confidently, and leaving a strong impression. The very skills that make someone compelling in an interview can mask whether they actually have the drive, resilience, and behavioural traits needed to perform month after month under pressure.
A psychometric assessment cuts through that. It gives you a consistent, objective data point on every candidate, one that measures the traits research has repeatedly linked to sales performance.
Can a psychometric assessment predict sales performance?
The Sales Hunter Profile has been validated across multiple sales environments using concurrent criterion-related validity studies, one of the most rigorous methods recognised under the US federal government’s Uniform Guidelines on Employee Selection Procedures. This means the assessment has been tested against the real-world sales performance of actual employees, not just theoretical models or general workforce norms.
Across every environment studied, from retail and auto dealerships to outbound B2B and technical sales, the profile consistently produced statistically significant correlations between assessment scores and achievement of sales goals. The reliability scores were equally strong, confirming the tool measures what it claims to measure, consistently.
In practical terms: candidates who score well on the traits the profile measures are meaningfully more likely to hit their numbers than those who don’t.
No assessment predicts performance with certainty. What a well-validated one does is shift the odds decisively in your favour and remove the guesswork that leads to costly mis-hires.
What types of questions are in a sales psychometric assessment?
The sales psychometric assessment presents candidates with a series of statements and asks them to indicate how accurately each one describes them. There are no right or wrong answers. The assessment is measuring natural tendencies, not testing knowledge.
Across all question types, the aim is consistent: to build a reliable understanding of the traits that predict sales performance.
Can the assessment be customised for different sales roles (e.g. BDR vs. Account Manager vs. Sales Manager)?
Yes, InterACT-Global’s assessments can be customised to measure the traits most important to specifc roles. Each job can have very specific requirements to be successful, and we strongly believe in working closely with organisations to ensure the assessments they use are suitable for each individual job.
Can psychometric assessments be used for existing salespeople, not just candidates?
Absolutely. While psychometric assessments are most commonly associated with hiring, they can be just as valuable once someone is already in the role.
For sales managers, assessment results provide a practical basis for individual coaching, identifying where someone’s natural traits align with their role and where they may need additional support or a different approach. Rather than managing everyone the same way, you can tailor your style to what actually drives each person.
Assessments are also useful for internal mobility decisions, helping you identify which salespeople have the natural profile for a move into management or a more complex sales role.
Is the Sales Hunter psychometric assessment available in all countries?
Yes, InterACT-Global has dedicated office and teams in Australia, South Africa and the UK, but we provide psychometric assessments to organisations around the world. The Sales psychometric assessment is completed online, making it easy for any organisation in any country to use it.