Report Section
Mettl B2B Sales Potential Assessment (Experienced)
Test Taker Details
S
Sample
Email Address: sample@mettl.com
How to Interpret the Report?
This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:
- Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
- If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
- Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
- Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution.We do not recommend candidates who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Response Style
Response Style Genuine
Explanation of Response Style:
Genuine
No concerns or red flags just based on response style of candidate.
Social Desirability
If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.
Extreme Responding
If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.
Central Tendency
If the middle response (‘neutral’) is selected more than 30% of the time.
Careless Responding
If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).
EXECUTIVE SUMMARY
Sales Knowledge
Recommendation Based on Sales Knowledge
Cautiously Recommended
Not Recommended
Cautiously Recommended
Recommended
Strengths
Influencing and Convincing
High
Closing
High
Areas of Development
Overcoming Objections
Low
Impression Management
Moderate
Presentation
Moderate
Sales Personality
Recommendation based on Sales Personality
Recommended
Not Recommended
Cautiously Recommended
Recommended
Strengths
Empathy
May recognize others' emotions and feelings and understand the underlying reasons for their behavior.
Learning Agility
Learns from one's own and others' successes and failures and use this learning in future. Is very open towards learning. Is able to learn and absorb information from his/her own experience and apply that learning to solve problems and take decisions under unpredictable situations.
Taking Initiatives
Is capable of taking initiatives when faced with change and new situations at the workplace.
Areas of Development
Logical Thinking
Needs to look for information, past data, patterns, trends and to analyze the missing pieces. Needs to be able to apply innovative ways to solve problems. Needs to identify the cause-effect relationship between two aspects of a situation, or the pros and cons of the situation. Needs to be able to assess the effectiveness of the opposing argument to test the validity of the proposition.
Perseverance
Learn to maintain better balance and calm in the face of adverse conditions, to overcome problems.
Customer Service Orientation
Needs to be more attentive and responsive towards customers and their needs.
SALES KNOWLEDGE
Values shown in above chart are sten scores
1. SALES KNOWLEDGE:
Pre-Qualifying: Moderate
Somewhat likely to be proactive in seeking information regarding new sales possibilities. May at times be able to evaluate the potential of prospects and approach them accordingly.
Impression Management: Moderate
Somewhat likely to be skilled at recognizing the importance of first impressions. May occasionally develop a sense of mutual respect and rapport with clients. May at times have difficulty in always displaying an attitude of sincerity.
Presentation: Moderate
Somewhat likely to have an ability to identify client needs. May occasionally be confident while explaining the features of the product/service to the client, according to their expectations.
Overcoming Objections: Low
Not likely to be patient or calm when answering to clients' objections and queries. May not always be persistent or optimistic when facing resistance from clients.
Influencing and Convincing: High
Likely have an ability to be a good negotiator. May be persuasive when interacting with clients. May have an ability to convince clients about the benefits of the product/service.
Closing: High
Likely to be skilled at accurately analyzing the situation and judging when to make an attempt to close the sale. Likely to have an ability to successfully lead the sales process to a mutually beneficial conclusion.
SALES PERSONALITY
Self-Management:
Values shown in above chart are sten scores
2. Self-Management:
Self-Control: Moderate
Somewhat likely to be attuned to one’s emotions and feelings. May at times be able to control one's behavior and resist temptations, even when under pressure. Somewhat likely to think through one's actions, and may be somewhat able to ignore one's impulses while making difficult decisions.
Self-Confidence: High
Likely to have confidence in one’s own skills, abilities and knowledge. Less likely to be confident while meeting new people and working towards achieving results. May be able to maintain a positive attitude regardless of what others think or do. Likely to display a propensity for self-acceptance and self-adequacy. May often come across as assertive and advocate one's point of view to bring oneself and clients to a common consensus.
Stress Tolerance: High
Likely to deal effectively with pressure and may not get stressed and frustrated easily. Less likely to get discouraged by setbacks, putting sufficient effort to ensure timely and efficient completion of tasks. May remain optimistic and not give up even if unsuccessful in some tasks. May be able to cope with workplace stress and not become passive when faced with it.
Achievement Orientation: Moderate
Moderately likely to be comfortable handling tasks that involve risks. Fairly likely to be intrinsically motivated and at times driven to achieve excellence. May at times set high standards for self and others in the team. Occasionally tries to work out of his/her comfort zone. Somewhat likely to rely on others to set deadlines and standards while at times, takes his/her own call.
Learning Agility: High
Likely to have the ability to reflect on experience, to learn from one's own and others' successes and failures. May use the learning in future. May be willing to seek out challenging experiences and opportunities to develop oneself and others. Likely to have the ability to apply new concepts, strategies, behaviors and knowledge to novel problems. May use conventional approaches to handle problems.
Managing the Sales Process:
Values shown in above chart are sten scores
3. Managing the Sales Process:
Result Orientation: Moderate
May occasionally be able to actively work towards achieve results on time. Somewhat likely to encourage others to work with dedication and commitment and put in one's best to complete a task. Moderately likely to understand the consequences of one's actions on the organization. Somewhat likely to be enthusiastic while working on challenging tasks and may at times demonstrate a sense of urgency to accomplish goals. Somewhat likely to set high-performance standards for self and others, and try to make efforts to maintain the same.
Process Planning and Execution: High
May plan with a realistic sense of time and resources, and encourage one's team to do the same. Likely be organized and systematic in one's work. Likely to provide support to team members in planning and execution of their tasks. May monitor progress against goals and deadlines. Likely to effectively plan tasks in order to meet targets in a timely manner, without compromising on quality.
Taking Initiatives: High
Likely to be open to new experiences and opportunities and is capable of taking new initiatives at the workplace. Is flexible and self-driven when dealing with novel ideas. Can express one's own views and convince and direct others when needed.
Information Seeking: High
Likely to be efficient at methodically gathering and organizing information and facts needed for solving work related problems and making effective decisions. Keeps oneself up to date by seeking out opportunities to acquire more knowledge, exploring new ideas and being characteristically self-disciplined and motivated.
Perseverance: Moderate
Fairly likely to maintain balance and calm in the face of adverse conditions, to overcome problems. Somewhat likely to focus on channeling effort towards achieving goals. May at times accept responsibility for 'owning' challenges, structuring tasks, implementing plans, completing projects to meet customer and business requirements. Is fairly flexible, sometimes works hard to achieve the desired outcome in different circumstances.
Managing the Client Relationship:
Values shown in above chart are sten scores
4. Managing the Client Relationship:
Empathy: High
Likely to be able to easily recognize and understand others' needs and feelings by being attuned to people's emotions. Is amiable and considerate of others’ feelings when making decisions and can accurately assess people's motivations and passions.
Networking with People: High
Likely to come across as a warm and friendly person, having an interest in socializing and establishing contacts and relationships to develop work opportunities. Is skilled at building networks and using them appropriately for professional growth, by being confident and accommodating in social situations.
Influencing Others: Moderate
Often likely to persuade others to take desired action. May sometimes be able to identify and utilize the factors that might influence others to take a particular action. Often likely to be able to convince others and has a fair ability to be a tactful negotiator.
Customer Service Orientation: Moderate
Often likely to deal with customer queries, requests and complaints. Somewhat likely to be able to identify potential clients and provide quality service to current clients. May occasionally understand and deliver according to a client's expectations and requirements. May at times be willing and able to modify one's work style and adapt as per the clients.
Business Acumen:
Values shown in above chart are sten scores
5. Business Acumen:
Market Awareness: High
Likely to enjoy intellectual pursuits and often seeks out opportunities to acquire more knowledge and understanding of the business needs. Demonstrates interest in understanding the business processes and environment. Is driven and aspires to achieve significant results by being proactive and deliberate, constantly working towards seeing how the customer’s requirements can be met and which solution fits into their needs. Is competent and organized and systematically plans for projects. Scans the market conditions, economic environment, competitive landscapes and understands their impact on the organization's overall goals.
Strategic Alignment: Moderate
Likely to occasionally develop networks and builds alliances; occasionally collaborates across boundaries to build strategic relationships and achieve common goals. Likely to at times implement strategic objectives and occasionally develops metrics to assess attainment of work unit goals. Often likely to develop project teams and sometimes staffs plans based on strategic objectives. Often likely to ensure that the team objectives are consistent with strategic plans. Often likely to align strategic goals, the business model and processes and the company's culture with key business purpose and core values.
Brand Building: High
Likely to enhance the brand's equity by communicating positively with customers about the products and services, and by providing timely and efficient assistance to them. Likely to maintain the brand's position by consistently exceeding customer expectations by applying a solid understanding of what customers need and value.
Leadership Skills:
Values shown in above chart are sten scores
6. Leadership Skills:
Team Management: High
Likely to effectively manage team. Guides team efforts, tracks team progress, adequately anticipates roadblocks and changes course as needed to achieve team goals. Sets and communicates clear goals for the team up front. Understands the individual differences and provides personal coaching, mentoring, training and uses learning and development approaches. Likely to motivate and encourage team members to learn. Likely to be attuned to one's and others' emotions and is capable of understanding and listening to other's problems. Provides meaningful feedback to team members to keep them on track toward common goals.
Negotiation and Persuasion: High
Likely to be good at negotiating with and influencing others. Effectively articulates one's position and helps others understand the underlying issues and concerns. Likely to be creative, thinks 'outside the box' to identify alternative solutions that meet the needs of all stakeholders such as customers and peers. Likely to develop and use subtle strategies to persuade others, particularly in sensitive or high pressure situations.
Consultative Problem Solving and Decision Making: High
Likely to have the ability to think out-of-the-box to solve various problems. Likely to analyze problems effectively through brainstorming and makes appropriate decisions without missing deadlines or causing delays in service. Likely to develop creative and effective solutions despite the absence of information and short time-frames. May be very creative in thinking and in integrating data logically to arrive at solutions. Likely to solve problems and takes decisions through consulting other team members. Accurately predicts the outcomes of alternatives to solve problems by consulting team members. Likely to appropriately address the inter-relationships between issues.
Leading by Example: High
Likely to lead by example through modeling desired behavior. Likely to operate professionally at all times, encourages professional standards in others and addresses any breaches. Likely to 'walk the talk' and becomes a person others want to follow. Likely to set the right example, demonstrates character and creates a winning culture so that people feel confident about themselves and their work.
Logical Thinking: Low
Not likely to demonstrate the ability to design, analyze and evaluate information/problems to achieve a desired goal. Not likely to be a good decision maker, may not always use wide range of information, based on some evidence. May not be able to assess the effectiveness of the opposing argument to test the validity of the proposition. Not very likely to adequately analyze and evaluate evidence/statements/problems logically and may not come up with appropriate solutions. Unlikely to have the ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. Not likely to have an ability to distinguish between points and struggles to put across one's opinions using coherent perspectives. May not be very good at planning processes and strategies.
Top Career Motivators
1
Money and Incentives
Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.
Probable Disadvantage
How to keep the person motivated?
Top Career Motivators
2
Security and Stability
Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.
Probable Disadvantage
How to keep the person motivated?
Test Log
Test Log
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Started the test with Personality Inventory
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Finished Personality Inventory and started Motivation Inventory of the test
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Finished Motivation Inventory and started Customer Focus Test of the test
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Finished Customer Focus Test and started Sales Knowledge Test of the test
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Finished Sales Knowledge Test and started Abstract Reasoning of the test
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Finished the test
