Jugement commercial

Utilisez notre test Jugement commercial pour recruter la perle rare

About the Jugement commercial test

Les cadres et les consultant·e·s en stratégie sont constamment impliqué·e·s dans la prise de décisions qui peuvent faire décoller une entreprise ou au contraire la faire chuter. Un avantage concurrentiel durable ne peut être obtenu que par celles et ceux qui font constamment les bons choix face à l’incertitude. Que ces jugements concernent la stratégie de l’entreprise, un plan commercial ou des compromis dans le cadre de projets d’amélioration des performances, ils ont tous une valeur en jeu. nnCe test évalue le jugement des candidat·e·s dans les domaines de la stratégie d’entreprise et de portefeuille, de l’innovation, de la transformation des coûts, de la transformation numérique, des achats, de la chaîne d’approvisionnement, de l’organisation, du modèle opérationnel, du changement de comportement, des fusions et acquisitions, de la finance d’entreprise, des ventes, de la tarification, de la segmentation de la clientèle, des propositions de valeur, du go-to-market et de l’expérience client.nnLes scénarios sont formulés de manière à ce que non seulement les professionnel·le·s expérimenté·e·s mais aussi les jeunes diplômé·e·s puissent démontrer leurs compétences en matière de jugement ; la connaissance de concepts, de cadres ou de théories n’aidera pas les candidat·e·s à obtenir de meilleurs résultats.nnCe test de sélection vous aidera à identifier les candidat·e·s capables de prendre les bonnes décisions dans des contextes commerciaux difficiles afin d’améliorer la position concurrentielle de l’entreprise.

Le test est effectué par un expert en la matière.

Otto V.

Otto a travaillé chez Bain & Company pendant 13 ans et a été associé au bureau de Bain á Amsterdam. Il est spécialisé dans la stratégie et le marketing clientèle, les stratégies de croissance et la gestion du changement. Il a principalement assisté des banques de détail, des entreprises de télécommunication et des entreprises agroalimentaires. Otto a participé au recrutement tout au long de sa carrière et a dirigé le service de recrutement des associés de Bain pendant plusieurs années. Il est l'un des cofondateurs de TestGorilla et se concentre sur le développement des tests, le produit et la technologie.

Conçu par des experts

Les tests de TestGorilla sont créés par des experts en la matière. Nous évaluons les experts potentiels sur la base de leurs connaissances, de leurs compétences et de leur réputation. Avant d'être publié, chaque test est évalué par un autre expert, puis calibré par des centaines de candidats ayant une expérience pertinente dans le domaine concerné. Nos mécanismes de retour d'information et nos algorithmes uniques permettent à nos experts en la matière d'améliorer constamment leurs tests.

Ce que disent nos clients

Utilisez TestGorilla pour recruter les meilleurs plus rapidement, plus facilement et sans préjugés.

Nos tests de présélection permettent d'identifier les meilleurs candidats et de prendre vos décisions d'embauche plus rapidement, plus facilement et sans parti pris.

Regardez comment vous pouvez utiliser le Jugement commercial test

Créez des évaluations de haute qualité, rapidement

Créer des évaluations est un jeu d'enfant avec TestGorilla. Commencez par ces quelques étapes simples.

Voir un exemple de rapport

Le Jugement commercial test sera inclus dans un rapport PDF avec les autres tests de votre évaluation. Vous pouvez facilement télécharger et partager ce rapport avec vos collègues et les candidats.

Why good judgment is key for any business

Good decision-making is the basis for any profitable business. This is especially the case in today’s market, where businesses have countless options for launching products in diverse markets or pivoting towards different kinds of products or services.

That’s why businesses hire executives and strategy consultants – they conduct careful analysis and projections to ensure that the company makes good decisions based on the available data. They know that decisions make or break a business. That’s why you need to be extremely careful when hiring for these roles since they impact your organization significantly.

But it’s not enough to have someone who’s great at making sound business judgments – they also need to have other qualities if they’re going to be the right candidate.

The right candidate

The strongest candidate will have a set of soft skills that accompany their business judgment skills:

Communication skills: The right candidate will know how to communicate their ideas clearly, concisely, and professionally. They will be working with multiple stakeholders, so they need to know how to communicate with diverse people and roles. Additionally, if they take up a leadership role, they will need to communicate the company’s decisions to a large number of employees to make sure they remain engaged and motivated.

• Leadership skills: Candidates taking the Business Judgment test will likely be applying for some kind of leadership role in the organization. As such, they need leadership skills – the ability to motivate people to work for a defined goal, support (and properly rewarding) employees, ensure that expectations are met and rules followed, and lead business operations to accomplish the company’s mission and vision.

• Working under pressure: Making good business decisions requires patience and understanding of a person’s (and the business’s) position. There will be a lot of pressure put on those candidates, but they need to stay calm and collected to ensure they make the best possible decision even under intense pressure.
Analytical mindset. Making quick decisions without accurate or sufficient data is a surefire way to make mistakes. The right candidate will have an analytical mindset, ensuring they have the necessary information to make a well-informed decision.

The importance of the Business Judgment test

The Business Judgment test will help you evaluate your candidates to see if they have what it takes to make the right judgment calls. The test itself disregards knowledge of concepts or frameworks – so a recent graduate can do just as well as an experienced business leader on the test.

The Business Judgment test will evaluate candidates in the following areas:

Portfolio strategy
Innovation
Cost transformation
Digital transformation
Procurement
Supply chain
Organization
Operating model
Behavior change
Mergers and acquisitions
Corporate finance
Sales
Pricing
Customer segmentation
Value proposition
Customer experience

A candidate who scores well on the test will generally be experienced and skilled enough to make sound judgments to drive forward your business.

Here’s how the Business Judgment test helps your recruitment

You should always give your applicants a pre-employment test when hiring for a role that requires strategy and innovation, sales and marketing, merger and acquisitions, or performance improvement and organization. The most common roles that require the above-mentioned skills are strategy consultants, business executives, analysts, and private equity associates.

A pre-employment test will help you in three ways:

1. It creates a bias-free hiring process

CV screening can lead to unconscious biases creeping into hiring decisions. A hiring manager reviewing hundreds of resumes won’t be able to dedicate enough time to every candidate, so there will be some false positives as well as some excellent candidates who get declined. The Business Judgment test avoids this issue – you invite every candidate to take the test and simply wait for the results. Candidates are judged only according to their abilities (test results), and each applicant gets an equal opportunity to prove their skills, creating a bias-free hiring process.

2. It provides objective scores

All candidates do the same test with the same questions, and your hiring manager receives quantifiable (numerical) test results. Therefore, you can easily compare the candidates to see who performed better. Those who scored higher than others should go forward in the recruitment process since they demonstrated sound business judgment and a good sense of strategy and innovation.

3. It’s simple, easy to use, and scalable

A hiring manager can send our pre-employment tests with a single click. Not only is it easy to use, but it makes no difference to the hiring manager if there are 20 or 220 applicants – so you can assess as wide a talent pool as you like.

Use the Business Judgment test to hire the best business executives and strategy consultants

The Business Judgment test will help you evaluate your candidates' ability to make decisions in business contexts that will propel your organization forward. It is the ideal test for hiring strategy consultants or business executives.

To hire the right strategy consultant or business executive, you should use a pre-employment test like our Business Judgment test. It’s bias-free, objective, and easy to use, and you can be confident that the successful candidate will offer your business sound judgment and decision-making.

FAQs

What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the Jugement commercial test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
Can I combine the Jugement commercial test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Jugement commercial test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

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