Hiring managers today face an overwhelming challenge: how to separate the sales candidates who will actually hit their sales targets from those who only look good on paper. Interviews alone rarely cut it—candidates polish their stories, rehearse answers, and sometimes know exactly what you want to hear. That’s why structured assessments have exploded in popularity. But not all assessments are created equal. The two most common approaches are sales skills assessment tests and personality questionnaires. While both can provide useful insights, they measure very different things. Understanding the distinction could be the difference between building a championship sales team—or dealing