This test is used to test the knowledge of candidates for the position of account executive concerning the use of Salesforce CRM in their daily tasks, from qualifying prospects to closing deals. The questions cover topics that are as varied as they are essential, such as navigating the tools, monitoring the sales cycle, reporting, collaboration and security aspects.
Thanks to Maki, we have been able to assess candidates' skills better. We can now make more objective decisions and improve the efficiency of our recruitment process.
Maki have a wide variety of tests, that fit our needs perfectly. Using the tool has been super easy, it is very intuitive and the assessment results are very helpful to quickly identify the best candidates. The Maki team is always ready to help us if we need anything!
We chose Maki People to simplify and unify our assessment processes. The challenge is successful thanks to an immersive and intuitive candidate experience, and the variety of tests meets all our needs. Beyond the tool, which quickly convinced us, the other strength of Maki People is its team who are particularly available, responsive, and attentive.
Custom-build your assessment in 5 minutes to understand candidates’ culture fit, soft & hard skills - thanks to our library with 150+ tests, made by leading experts. Simple.
Simply add the test link to your job description. Using an ATS? Use our 20+ ATS integrations so that every applicant automatically receives their assessment. Efficient.
One single view to compare candidates to each other and to our entire database. Deep dive on interesting candidates if needed. Automate decisions and send candidates their personalized test feedback to build the best experience of hiring. Bias-free.
Add unlimited tests to create an amazing candidate experience and assess the skills that matter to you.
Assessment is the key to success when hiring professionals. Knowing their skills, abilities and potential can help you make the best decision for your team. The Salesforce test is a great way to assess candidates.
Salesforce covers a wide range of topics, from customer service to technical knowledge. By taking the time to administer this test, you'll be able to identify the top performers and make sure they're the right fit for your company.
Salesforce is a leading customer relationship management (CRM) software. As such, the Salesforce test aims to assess a candidate's knowledge of the software and their ability to use it effectively.
It also tests for customer service skills and technical aptitude. Those features make it the perfect assessment tool for anyone looking to hire Salesforce professionals.
The main aim of every business is to ensure customer satisfaction. To achieve that goal, you need a team of highly skilled and knowledgeable employees. The need for efficient CRM systems has never been higher.
Salesforce testing is the best way to find the most qualified candidates. By using these tests, you can ensure that the person you're hiring has the skills and abilities to excel in their role.
Skilled workers will save you time and money and ensure that your team works with the best possible candidates.
Salesforce tests can be used to assess a wide range of skills. These include:
Done mainly by developers to test individual units of code, these tests can apply to any scenario. Instead, they assess the functionality of the code itself. The unit exam is a vital test to run because it can identify errors early in the development process.
Quality assurance (QA) teams use system tests to assess the end-to-end functionality of the Salesforce application.
Since the testers do not understand the code, they conduct Black Box Testing, which assesses the system from an external perspective without delving into its inner workings.
Once employees develop and test the system, it's time for user acceptance testing (UAT), which happens to make sure that the application meets the needs of the end-users. UAT evaluates all aspects of a software system to ensure compliance with the technical, aesthetic and business requirements.
UAT tests are divided into two categories:
Both the end-users and the quality assurance team must be satisfied with the system before it can go live. Workers conduct production testing to ensure that everything is working as it should and that the system can handle real-world conditions.
It's crucial to note that production testing is different from UAT. While people perform UAT tests in a controlled environment, they conduct production testing in a live environment. The difference in environments allows for a more accurate assessment of the system's capabilities.
Employees also run a regression test to ensure that changes made to the system haven't caused any new bugs or errors.
These types are essential tests to run because they can help you identify issues early on. By conducting regression tests, you can be confident that the system is stable and free of errors.
To ensure the candidate(s) you’re interested in hiring have the skills needed to satisfy customers, first assess how viable they’re depending on the responsibilities of the position they are applying for.
Next, give them a Salesforce test that’ll help you determine their knowledge of the software and ability to use it effectively. A comprehensive Salesforce test will cover the following skills:
The majority of Salesforce roles require a certain level of technical skills. Give them a test that covers the following topics to assess a candidate's fundamental understanding of the system
This area assesses a candidate's understanding of basic database concepts, which include tables, records, fields, relationships and the basic Salesforce database schema.
This section often asks questions relating to the candidate's ability to describe various types of relationships available in Salesforce and understand basic concepts such as "junction objects" and Service Cloud Console.
Since Salesforce is a major player in the cloud computing space, candidates need to understand the basic concepts of cloud computing. A cloud computing test portion includes topics such as "SaaS," "PaaS" and "IaaS." Candidates should also be familiar with the various benefits of cloud computing, such as scalability and cost-effectiveness.
To use Salesforce effectively, candidates should have a solid understanding of the various available features in the system.
Testing for this area often covers the Salesforce data model, standard and custom objects, fields, record types, page layouts, process builder and visual workflow.
Apart from just understanding the technical aspects of Salesforce, candidates should also be able to identify potential solutions for various business problems. Such remedies include familiarity with the various Salesforce products, Salesforce cloud, business process automation, and integration.
By assessing a candidate's knowledge in these areas, you’ll be able to determine if they have the potential to be a valuable asset to your team.
A competent Salesforce professional should also be able to demonstrate their skills by working on a real-world project. The results will allow you to see how they apply their knowledge in a practical setting.
When assessing candidates, be sure to ask about any Salesforce projects they have worked on in the past. If possible, try to get your hands on a copy of the project so you can see for yourself how they did.
These skills are essential for any Salesforce professional:
Asking questions about a candidate's project management skills is a great way to assess their ability to handle vital tasks like planning, scheduling, risk management and resource allocation.
By testing for these skills, you’ll be able to determine if the candidate can manage a Salesforce project from start to finish.
Another essential skill for Salesforce professionals is analyzing business requirements and understanding the customer's needs, which includes identifying the various stakeholders involved in a project, understanding their goals and translating them into achievable objectives.
Asking about the requirements gathering process will give you a good idea of how well the candidate can understand the customer's needs.
There are numerous project management tools and technologies available in the Salesforce ecosystem. Candidates should have a good understanding of these tools and technologies to use them effectively.
Some of Salesforce's popular tools and technologies include Apex, Visualforce, Lightning, Einstein Analytics, and Heroku.
There are several tips for recruiting the best Salesforce candidates.
Serious Salesforce professionals are in high demand and will often have multiple offers. To attract the best candidates, you need to ensure that your company is an attractive employer.
The best way to gain interest is to build a strong employer brand. You can make an effective brand by creating positive employee experiences, promoting your company culture and providing competitive compensation and benefits.
When recruiting Salesforce professionals, it’s essential to use the proper channels like online job boards, LinkedIn and professional networking events.
It’s also a good idea to get in touch with Salesforce User Groups (SUGs) as they can be a great source of talent.
When creating a job description, be sure to highlight the skills and experience you are looking for. Selling your role to candidates is crucial to attracting the best talent.
Include information about your company culture, perks and benefits in the job description to make it more appealing to potential candidates. Bridge the Salesforce talent gap by detailing what you're looking for and what your company can offer in return.
During the interview process, asking the right questions is crucial to assessing a candidate's fit for the role. Customer service questions are a great way to test soft skills such as empathy and problem-solving ability.
For technical roles, ask about the candidate's experience with specific tools and technologies. Asking them to walk you through a project they have worked on in the past is also a good idea.
Salesforce interviews can be challenging, especially for HR professionals unfamiliar with the platform. To improve your interview skills, it’s crucial to understand the basics of Salesforce.
Preparing a script of competency-based questions is also a good idea.
Outlining questions in advance will help you structure the interview and assess the candidate's skills more efficiently.
Scheduling screening interviews will also help narrow down the pool of candidates more quickly, and the hiring manager will not have to spend as much time interviewing candidates who lack the necessary skills.
Recruiters can make or break a company's success in finding top Salesforce talent.
To find the best candidates, it’s vital to consider the following:
There is a lot of competition for Salesforce roles, so you must use every tool at your disposal. Software-assisted recruiting can help you to automate repetitive tasks, such as job postings and candidate screening.
Streamlining part of the process will free up your time to focus on more vital tasks like building relationships with candidates and assessing their skills.
Consider using a tool like Salesforce Recruitment Cloud to help you with your recruiting efforts.
When recruiting for Salesforce roles, you must consider the most in-demand skills. Keep up-to-date with the latest Salesforce releases so that you can identify the skills that'll be necessary in the future. Identifying skills will help you to find candidates who have the potential to be leaders in their field.
To find the best Salesforce talent, managers should attract passive candidates. You can accomplish this task by networking with professionals in the Salesforce community and attending industry events.
It is also a good idea to use social media to reach out to potential candidates. Candidates who aren’t actively looking for a new role may be more likely to respond to a message on LinkedIn than a job posting.
When recruiting for Salesforce roles, consider using a mix of active and passive candidate sourcing strategies. Utilizing several techniques will help you cast a wider net and find the best talent for your organization.
Understanding talent beyond the resume is essential when recruiting for Salesforce roles.
To assess a candidate's potential for growth, it is necessary to ask about their career aspirations and motivation for wanting the role. It is also a good idea to give them a chance to share their views about the company's future direction.
Asking questions about their previous experience with Salesforce is also an excellent way to get an idea of their growth potential. If they can share examples of how they have helped grow a company in the past, they are likely to be a good fit for a Salesforce role.
With the rise of the gig economy, more people are working remotely, which is a trend especially prevalent in the Salesforce community.
When recruiting for Salesforce roles, don't limit yourself to local candidates. With the right tools and processes in place, remote workers can be just as productive as employees who work in an office.
When recruiting for Salesforce roles, it’s vital to consider diversity. A diverse workforce can bring a range of perspectives and ideas to the table, which can help to drive innovation.
Salesforce testing is a great way to assess and hire the best candidates. By using a mix of active and passive sourcing strategies, you can reach a wider talent pool. If you follow the tips in this guide, you're sure to find the best Salesforce talent for your organization.