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Mettl Inside Sales Executive Assessment
Sample
| 1579017904973
Test Taker Details
S
Sample
Email Address: sample.1@mettl.com
Test-Taker ID: - 39833787
Last Name:
Not Filled
Date of birth:
Not Filled
Experience:
Not Filled
Country:
Not Filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test.
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
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
PERFORMANCE SUMMARY:
Values shown in above chart are sten scores
Low
(1 - 4)
Moderate
(5 - 6)
High
(7 - 10)
Overall Score Summary Based on Overall Performance
Moderate
Low
Moderate
High
Strengths
Problem Solving
Is able to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. Is also able to apply innovative ways to solve problems.
Numerical Ability
Is able to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates.
Verbal Ability
Is able to use a right word at the right time and carefully formulate sentences. Is also able to communicate and express his/her thoughts effectively.
Areas of Development
Resilience
Needs to develop a strong coping mechanism to be able to endure stressful situations.
Self Confidence
Needs to be confident about one's abilities and make efforts to beat one's own performance expectations.
Accountability
Needs to learn to hold oneself accountable and accept responsibility for one's actions and decisions.
DETAILED EVALUATION OF COMPETENCIES
Personal Attributes:
Values shown in above chart are sten scores
Low
(1 - 4)
Moderate
(5 - 6)
High
(7 - 10)
1. Personal Attributes:
3
Accountability: Low
Not very likely to hold oneself accountable for the actions taken by oneself. May seldom be able to understand one's mistakes and may rarely rectify them immediately. Less likely to execute one's work without seeking any guidance from others. Not very likely to take one's duties and responsibilities seriously or meet clients' expectations for quality, service, and professionalism. May rarely be relied upon to complete the assigned tasks on time.
2
Resilience: Low
Less likely to display emotional resilience and may not always deal effectively with pressure by being calm and poised. May not always work efficiently and put in sufficient effort even when faced with setbacks. Not very likely to maintain optimal performance during difficult situations. Less likely to use appropriate coping strategies to deal with workplace stress. May not always remain calm and act, even when necessary details to carry out a task are missing.
2
Self Confidence: Low
Less likely to be confident about one’s own abilities. Not very likely to believe in one's ability to achieve desired objectives and may not always try beat one's own performance expectations. Less likely to compete with others to prove one's capabilities. Not very likely to come across as a sociable, confident and assertive individual.
6
Learning Agility: Moderate
May at times be willing to seek out challenging experiences and opportunities to develop one's skills and abilities. May occasionally look for opportunities to gain new information and knowledge which may be required to perform tasks at work. Somewhat likely to focus on developing and improving oneself with every task that one takes up. Moderately likely to reflect on one's achievements and failures in order to understand the gaps in one's skill sets. Somewhat likely to be aware of one's limitations and areas of development, and may at times try to look for ways to improve upon them to be more successful on the job.
Work Orientation:
Values shown in above chart are sten scores
Low
(1 - 4)
Moderate
(5 - 6)
High
(7 - 10)
2. Work Orientation:
5
Following Work Procedures: Moderate
Somewhat likely to adhere to the rules and regulations placed by the organization, carefully. May occasionally follow instructions or directions in order to complete the assigned tasks effectively. Somewhat likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Somewhat likely to carefully check work processes, in order to ensure delivery of quality output.
4
Planning & Organizing: Low
Less likely to have the ability to prioritize tasks, and may rarely plan with a realistic sense of time and resources. May not have a strong tendency to approach every task in a structured and planned manner. Less likely to establish a course of action for oneself to ensure that work is completed efficiently and on time. May seldom consider the impact of one's actions and work on others and vice-versa. Less likely identify resource requirements or ensure that they are utilized in a productive and optimal manner.
5
Drive for Results: Moderate
Somewhat likely to be intrinsically motivated to work on given tasks wholeheartedly. Moderately likely to consistently work towards delivering desired results and may at times ensure that whatever one takes up is completed successfully. Somewhat likely to try out new strategies to accomplish challenging goals, and may at times remain focused on achieving one's targets, despite obstacles. Moderately likely to pay attention to all aspects of the job to ensure high quality output is maintained.
Interpersonal Skills:
Values shown in above chart are sten scores
Low
(1 - 4)
Moderate
(5 - 6)
High
(7 - 10)
3. Interpersonal Skills:
4
Collaboration: Low
Less likely to be a good team player and may somewhat be unable to maintain harmonious and cooperative relationships with team members. Not very likely to work cooperatively and collaboratively with others, with a positive approach towards achieving common goals. Less likely to offer help to others without being asked to do so.
4
Customer Service Orientation: Low
May rarely be able to understand or promptly deliver on customer's expectations and requirements. Not very likely to ensure that customer requirements are met perfectly in the first time itself. May not always deal with customer queries, requests and complaints in an efficient manner. Less likely to focus on continuously providing excellent customer services. May rarely come up with different ways to add value to the customer service experience.
6
Negotiation and Influence: Moderate
May at times be able to work towards a win-win solution for all parties involved. Moderately likely to leverage one's position to make the outcomes favorable to oneself, one's team and the organization. Somewhat likely to offer compromises to others, when necessary, in exchange for cooperation. May at times be able to convince others of one's thoughts and viewpoints by answering questions effectively. Moderately likely to be concerned about others' perspectives and addresses them before they can bring it up themselves.
8
Establish Trust: High
Likely to act in an ethical and trustworthy manner. May often take a stand based on the right thing regardless of the consequence to oneself. Likely to be open and transparent in one's dealings with internal and external stakeholders. Likely to stick to one's professional ethics, morals, and values to complete tasks, even when it is inconvenient.
Sales Aptitude:
Values shown in above chart are sten scores
Low
(1 - 4)
Moderate
(5 - 6)
High
(7 - 10)
4. Sales Aptitude:
10
Problem Solving: High
The candidate is most likely to have the ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. He/she may be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. He/she may have excellent lateral thinking abilities and fluid intelligence. He/ she may be very creative in thinking and in integrating data logically to arrive at solutions.
10
Numerical Ability: High
The candidate is most likely to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates. He/she may have very high level of speed in making analysis or assessments based on given information and an excellent level of concentration in solving problems.
9
Analytical Ability: High
The candidate is very likely to integrate issues and factors onto a conceptual framework. He/she may have strong ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. He/she may be able to analyze or perceive a given information from different perspectives.
10
Verbal Ability: High
The candidate is most likely to have a good vocabulary. He/she may be excellent at proper usage of grammar and punctuation. He/she may be very good at understanding word meanings, word relationships and also in interpreting detailed information.
Activity Log
Activity Log
14 Jan,2020
About the Report
This Report is generated electronically on the basis of the inputs received from the assessment takers. This Report including the AI flags that are generated in case of availing of proctoring services, should not be solely used/relied on for making any business, selection, entrance, or employment-related decisions. Mettl accepts no liability from the use of or any action taken or refrained from or for any and all business decisions taken as a result of or reliance upon anything, including, without limitation, information, advice, or AI flags contained in this Report or sources of information used or referred to in this Report.
