The Account Representative Skills Test helps you verify which applicants have the drive and accuracy that account work calls for.
Most account reps interview well. Talking is part of the job.
The harder part is getting order details right and staying upbeat after a client says no.
This account representative pre-employment test scores six workplace traits, including a timed accuracy section. Every applicant takes the same test, so you can compare them on equal terms before hiring.
EmployTest offers flexible pay-per-test in blocks pricing for low to medium hiring volume, with no annual license or expensive contracts required.
The test covers six scales. Five are behavioral. One, Attention to Detail, is a timed skill section with right and wrong answers.
The U.S. Department of Labor lists self-confidence, optimism, perseverance, and achievement orientation among the core work styles for wholesale sales reps.
Those traits line up closely with what this test scores.
Studies found that work engagement and adaptiveness rank among the strongest predictors of salesperson results. That finding comes from a review of 268 sales studies.
A resume lists past titles. It tells you very little about how someone handles the third “no” of the week.
This behavioral assessment for sales hiring gives you that read up front. For more on trait-based screening, read about behavioral testing and the personality traits linked to success.
Every completed test produces a multi-page report. Here is what each part shows:
The Interview Guide turns test results into your next conversation.
When a trait needs a closer look, the report gives you questions to ask. For Achievement Drive, one sample question asks how the applicant feels about competition at work.
You rate each answer on a 1 to 7 scale. The low end matches what you would expect from a poor performer, and the high end matches an excellent one. Add the ratings, and you get an average interview score.
When an applicant scores high on a trait, the guide leaves space to ask your own question and rate it the same way. For more ideas, see these interview techniques for employers.
Use this test for any job position where one person owns the client relationship. Common fits include:
Hiring for these jobs never really stops. BLS projects about 123,400 openings each year for wholesale and manufacturing sales reps. Most come from workers moving to other jobs or retiring.
The test also works as an account manager assessment test or an account executive pre-employment test, since those positions draw on the same six traits.
Getting started is simple.
Start with your next open account rep position. Use the report to decide who moves to the interview.
Some account jobs need extra accuracy checks, and others need strong software or product knowledge. Add one of these to cover what the job needs most:
Attention to Detail Test: A longer accuracy check for reps who enter orders, pricing, and account numbers.
Cognitive Ability Test: Shows how quickly applicants learn new products and work through problems.
Sales Aptitude Test: For positions focused on prospecting and closing.
Customer Service Aptitude Test: For reps who spend most of the day supporting existing clients.
Microsoft Office Tests: For reps who build quotes in Excel or manage clients in Outlook.
It scores six traits linked to account work: Achievement Drive, Attention to Detail, Dedication, Extraversion, Optimism, and Self-Confidence. You get a score for each one plus an overall Total Score Summary.
It is mostly a sales personality test for hiring. Five scales are behavioral. Attention to Detail is a timed skill section where answers are scored right or wrong, and the report shows how many items the applicant got correct.
Yes. Account managers, account executives, and inside sales reps all rely on drive and follow-through. The same test works across these job positions, so you can compare applicants for each one on the same scale.
Start with the Interview Guide in the report. It lists follow-up questions for traits that need a closer look. Rate each answer from 1 to 7, then use the average rating alongside the test scores.
Every applicant answers the same items, so the scores line up. Put two reports side by side and check the Total Score Summary first. Then look at the traits that matter most for the job, such as Attention to Detail for reps who handle orders.
Pricing is simple and flexible as your needs change. Each test completed uses one test credit. (See pricing for credits)
Yes, just visit Try for Free to provide your information and we’ll send a free sample of the test you request.
