Sales Psychometric Test to Assess Sales Executives' Aptitude and Skills
Sales psychometric test evaluates candidates’ interpersonal skills, work orientation, analytical ability and how well they can negotiate deals and influence prospects. Using this sales psychometric assessment ensures better hires who are best suited for sales profiles.
Ready to use
Psychometric, Aptitude
English UK, English India, English Global
Inside This Assessment
Recruiting candidates that have just the right combination of hard and soft skills is essential to every industry. However, screening these candidates to fit sales and marketing profiles is a vital stage demanding specific tools and processes. And one such process is that of a sales psychometric test.
SKILL LIBRARY
Sales Executive Competency Framework
Get a detailed look inside the test
Competencies Under Scanner
Personal attributes
Work orientation
Interpersonal skills
Sales Aptitude
Competencies:
Candidates should be able to stay resilient in adverse or challenging situations and manage their emotions effectively.
This section of the test evaluates the ability of candidates to learn new skills. It also assesses their ability and willingness to learn new skill sets and modify their knowledge based on the latest information available.
Candidates should demonstrate the ability to take responsibility for their actions and decisions. They should also be able to ensure that all commitments are met on time without resorting to passing the blame on to others.
This section of the Retail Sales Specialist Assessment evaluates whether candidates have trust in their qualities, abilities, and judgment.
Competencies:
This section evaluates the ability of candidates to prioritize tasks for maximum efficiency. This ability indicates how well candidates can organize the steps for meeting objectives and understand the resources needed.
Candidates should have a strong will to achieve what they had set out to do and should be able to focus all their energy and resources on finishing what they started.
Candidates should be adept at following conventional and new sales methodologies while keeping up with the evolving needs of the organization and the buyers.
Competencies:
This section of the Retail Associate Assessment requires candidates to show their ability to work effectively with others to accomplish common goals.
Candidates should also be able to build professional networks and personal relationships within and outside to gather information and resources to ensure organizational success.
This section of the Retail Associate Assessment shows that candidates are evaluated on their ability to convince or compromise with others to deliver results effectively.
To earn their trust, candidates should be able to maintain their ethics and honesty in all transactions, regardless of whether they interact with internal or external stakeholders.
This section of the assessment evaluates the candidates' ability to probe, gaining insights into customers’ stated and unstated needs so they can provide them with the most optimal solution, ensuring customer satisfaction and further opportunities to develop the relationship.
Competencies:
Demonstrating an ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
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Frequently Asked Questions (FAQs)
1. What if a candidate takes a test socially appropriately or manipulates the responses?
We have taken measures to reduce the probability of candidates trying to portray themselves in a socially suitable manner. These include using a semantic differential format for the test, making it difficult for candidates to assume a suitable response. The test provides candidates instructions before answering based on their first instinct and gives ‘instructional warnings’ that their test may be declared invalid if not done honestly. The testing tool can also determine response patterns to discern whether a test taker may be faking their responses.
2. Can we identify the behaviours needed for a particular role in an organization?
Yes. Identifying behaviours for various job roles in the organization can be done. We follow a scientifically validated method for identifying norms suitable for each role. Please write to Mercer | Mettl for assistance.
3. Aspirants applying for jobs in my company have varying abilities. Will your assessment still rate them adequately?
Yes. We have included a diverse, representative sample during the development phase of the assessment. However, every context might cater to a particular kind of individual, so we also offer options to customize the test content and grading based on the requirements. Please contact Mercer | Mettl for local validation and norms; we will gladly take you through the essential steps.
4. Is mapping an organization's competency framework to the assessments feasible?
Yes. It is possible to map the organization’s competency framework to the assessments. We can build customized evaluations for the organization based on specific needs, which can be used to specify the combination of behaviours necessary for success in the organization. Please write to Mercer | Mettl with the request for solutions.
5. How do we recognize the thresholds for the competency levels for a norm group?
The proficiency levels or thresholds are based on the normal probability distribution for specific norm groups.
6. How have norms been determined for MPP?
The insights obtained from the sample used during the tool's development phase are used to set various behaviour norms. The norms are also reassessed periodically based on the latest data to ensure they stay relevant with time.
7. What if the psychometric assessment reports vary from the person's attitude, behaviour, or aptitude?
It is essential to understand that human behaviour is a projection of numerous psychological and environmental factors; only using the test reports is not a definitive predictor. They should be consolidated with other sources of information and validated first. Discrepancies in the reports that factually deviate from actual behaviour should be considered in context with any physical, environmental, and psychological factors that may have influenced that behaviour.
8. What is a sales aptitude test?
A sales aptitude test is a psychometric testing tool to help recruiters objectively find and hire salesforce with the inherent potential for long-term success.
9. How to pass a sales assessment test?
From the candidate's perspective, sitting for a sales assessment test can be a different experience altogether. Before appearing for the final examination, aspirants should have done ample research beforehand and gathered important information about the interview process.
From the moment they are being informed about the opportunity, candidates should make necessary preparations proactively. Online resources, such as practice tests, study guides, and test solving tips, are readily accessible nowadays.
Moreover, aspirants can practice vocabulary, basic math, reading comprehension, and other topics as well. They need to understand what personality traits are required for sales positions. Aspirants must solve as many scenario-based challenges as possible. Most importantly, they should get the requisite 7-8 hours of sleep before the test.
