Report Section
Mettl B2B Sales Potential Assessment (Entry)
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
Overall Score Summary based on Sales Knowledge
Moderate
Low
Moderate
High
Strengths
Impression Management
High
Areas of Development
Influencing and Convincing
Low
Overcoming Objections
Low
Closing
Low
Sales Personality
Overall Score Summary based on Sales Personality
High
Low
Moderate
High
Strengths
Networking with People
Likely to build personal and professional networks in and outside one's organization to create work opportunities.
Empathy
Likely to recognize others' emotions and feelings and understand the underlying reasons for their behavior.
Influencing Others
May be able to convince and influence others to accept a desired course of action.
Areas of Development
Self-Control
Should learn to more efficiently handle one's own feelings, especially when working under pressure.
Result Orientation
Needs to learn to work more effectively and efficiently on one's task.
Customer Service Orientation
Needs to learn be more attentive and responsive towards clients 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: High
Likely to be skilled at recognizing the importance of first impressions. May develop a sense of mutual respect and rapport with clients. Likely to be able to display 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: Low
Not likely have an ability to be a good negotiator. May not be persuasive when interacting with clients. May not have the ability to convince clients about the benefits of the product/service.
Closing: Low
Not likely to be skilled at accurately analyzing the situation and judging when to make an attempt to close the sale. May not be able 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. Somewhat likely to control one's impulses and handle emotions during difficult situations involving different stakeholders. May at times be able to remain calm and poised and may occasionally get frustrated during tough times. May occasionally get worried by unusual behaviour from team members or clients and may at times respond to them in a calm manner.
Self-Confidence: High
Likely to have confidence in one’s own skills, abilities and knowledge. 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 work pressure and rarely gets stressed and worried easily. May be able to keep oneself positive and maintain an optimistic attitude towards life in adverse situations. Likely to keep oneself composed and think clearly to utilize time and resources effectively in demanding and challenging situations. Likely to demonstrate a tendency to depend upon others when one is emotional and stressed.
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 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 oneself, and try to make efforts to maintain the same.
Taking Initiatives: High
Likely to proactively take up tasks without being asked to do so. Likely to work above and beyond the expectations of a job role. Likely to take responsibility for tasks which others do not want to take up. May often seek out opportunities to contribute more towards one's work and organization. May often look for gaps in one's work and take steps to rectify them in a timely manner.
Information Seeking: High
Likely to seek and obtain information in order to accomplish one's task. May often attempt to keep oneself up to date by acquiring knowledge on one's competitors, market trends and how the industry works. Likely to probe into an issue to understand it holistically. May often seek information from clients, to identify gaps for improvement. Likely to be proactive while interacting with others in order to understand their perspectives and experiences.
Problem Solving: High
Likely to identify potential problems and issues or investigate them in greater depth. May often put in efforts to analyze a problem, identify its causes or choose the best solution after contemplating available information and alternatives. May be able to utilize necessary resources to overcome challenges in an effective manner. May be able to identify risk areas or potential obstacles and take appropriate steps to deal with them. May be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. May be very creative in thinking and in integrating data logically to arrive at solutions.
Managing the Customer Relationship:
Values shown in above chart are sten scores
4. Managing the Customer Relationship:
Empathy: High
Likely to recognize and understand others' feelings, by being attuned to their emotions. May often come across as amiable and considerate of others’ feelings when communicating to them and making decisions. May often be able to understand people's motivations and underlying reasons for their behavior.
Networking with People: High
Likely to leverage one's network of contacts within and outside the organization, for achieving business goals. Likely to have an interest in socializing or establishing contacts and relationships to develop work opportunities. Likely to focus on building or maintaining productive relationships with others and nurtures the relationships formed.
Influencing Others: High
Likely to effectively persuade others to take the desired action. May be able to capture other's interest in order to modify information to convince them successfully. May be able to convince others of one's thoughts and view point by answering questions effectively. Likely to demonstrate an ability to win over other side by providing necessary arguments.
Customer Service Orientation: Moderate
Somewhat likely to demonstrate an ability to understand a client's needs or requirements well and may at times be able to deliver the best service for every task undertaken by oneself. May at times be able to deal with client queries, requests and complaints in an efficient manner. May occasionally ensure that no errors are made while delivering on customer requests. Somewhat likely to focus on continuously improving the service experience for internal as well as external customers. May sometimes be able to modify and adapt one's work style as per the client's, occasionally communicating sensitive and difficult information in a tactful manner.
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
