Hiring someone who claims to have great negotiation skills is easy. Hiring someone who actually has them? That’s where most recruiters and hiring managers get tripped up.
The truth is, negotiation isn’t just about getting the best deal. It’s about building trust, finding win-win solutions, and protecting relationships — all while achieving business goals.
If you’ve read our full negotiation skills workplace guide, you already know why these abilities are vital across roles — from sales and procurement to leadership and project management. In this post, we’ll walk through practical ways to assess negotiation skills so you can identify top talent before the job offer stage.
Why Testing Negotiation Skills Matters
Strong negotiation skills can:
- Secure better terms in vendor contracts
- Resolve conflicts without damaging relationships
- Close more deals in sales roles
- Improve cross-team collaboration
On the flip side, poor negotiation skills often lead to:
- Missed business opportunities
- Damaged client or supplier relationships
- Overpaying for goods and services
- Lower profitability
Whether you’re hiring a procurement specialist, a sales executive, or a team manager, the ability to negotiate effectively directly impacts performance and profitability.
Core Skills to Look For in a Candidate
| Skill | Why It Matters | Example Behavior |
| Active Listening | Builds trust and uncovers hidden needs | Asking clarifying questions before proposing terms |
| Persuasion | Encourages agreement without manipulation | Presenting data-backed benefits |
| Emotional Intelligence | Helps read the other party’s tone and adjust accordingly | Staying calm when faced with pushback |
| Problem-Solving | Finds creative win-win solutions | Offering alternative proposals when met with rejection |
| Communication Clarity | Prevents misunderstandings and builds confidence | Summarizing agreements before closing |
For more context, see our detailed list of negotiation skills examples from real workplace situations.
Practical Ways to Test Negotiation Skills in Candidates
1. Role-Play Scenarios
Create realistic situations the candidate might face on the job. For example:
- Sales Role: Selling a product to a skeptical customer who is pushing for a discount.
- Procurement Role: Negotiating with a vendor for faster delivery without increasing costs.
- Manager Role: Resolving a conflict between two team members over project priorities.
Scoring Tip: Rate candidates on preparation, creativity, adaptability, and ability to find win-win outcomes.
2. Structured Interview Questions
Ask targeted questions that reveal past negotiation experience.
Examples from our negotiation skills interview testing guide:
- “Tell me about a time you had to negotiate under tight deadlines. What was the result?”
- “Describe a situation where your negotiation didn’t go as planned. What did you learn?”
- “How do you handle situations where the other party refuses to budge?”
3. Negotiation Skills Assessment Tests
Online or in-person negotiation skills tests can measure analytical thinking, persuasion, and communication skills.
Our full set of negotiation skills test questions and answers includes scenario-based and multiple-choice questions for quick screening.
4. Group Exercises
Put candidates in a group task where they must reach a consensus with limited resources or conflicting priorities. This reveals:
- How they build coalitions
- Whether they dominate or collaborate
- Their adaptability under pressure
5. Business Simulation Tools
Advanced hiring processes may include simulation software that mimics real business negotiations. This works especially well for roles in procurement, sales, and entrepreneurship.
Scoring and Evaluation
Use a scoring matrix like this:
| Criteria | Weight |
| Preparation & Research | 25% |
| Creativity in Solutions | 20% |
| Communication Clarity | 20% |
| Ability to Build Rapport | 15% |
| Win-Win Outcome | 20% |
Tips for Making Negotiation Testing Fair and Effective
- Match the test to the role — Negotiation for managers looks different from negotiation for lawyers.
- Keep it realistic — Use real workplace challenges, not abstract games.
- Look beyond confidence — A loud voice doesn’t equal strong negotiation ability.
- Assess both process and results — How they negotiate is as important as the outcome.
FAQs
Q: Can negotiation skills be taught?
Yes — through practice, feedback, and targeted training.
Q: Should all roles be tested for negotiation skills?
Only if negotiation is critical to the role’s success.
Q: What’s the best way to test negotiation skills in a short interview?
Use one role-play exercise and one behavioral question.
Q: How do I avoid bias in scoring?
Use a clear, pre-defined rubric and multiple evaluators.
Final Thoughts
Testing negotiation skills in candidates isn’t just about finding someone who can “win” — it’s about identifying professionals who can balance assertiveness with empathy, protect relationships, and deliver results.
By combining role-plays, structured interviews, and targeted assessments, you’ll have a well-rounded view of a candidate’s capabilities — and avoid the costly mistake of hiring someone who talks a good game but can’t close a fair deal.
If you want a ready-made negotiation skills assessment that’s fair, scalable, and easy to use, AssessGrow offers customizable online tests you can plug straight into your hiring process.