Report Section
Mettl Vertical Bar Chart Sample
Test Taker Details
t
test
Email Address: sample@mettl.com
Certification
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
Strengths
Establishing a Relationship
High
Transforming Interest to Desire
High
Closing
High
Areas of Development
Qualifying Needs
Moderate
Overcoming Objections
Moderate
Greeting
Moderate
SALES PERSONALITY
Strengths
Team Management
Likely to manage and guide group efforts, tracks team progress, provides appropriate feedback concerning group and individual performance, including areas for improvement.
Negotiation and Persuasion
May be able to convince and influence others to accept a desired course of action.
Empathy
May recognize others' emotions and feelings and understand the underlying reasons for their behavior.
Areas of Development
Customer Service Orientation
Needs to be attentive and responsive towards customers and their needs.
Information Seeking
Needs to look for opportunities to acquire more information and keep oneself updated.
Learning Agility
Needs to make an effort to learn and grow by acquiring new knowledge and information. Needs to be able to learn and absorb information from his/her own experience and apply that learning to solve problems and take decisions under unpredictable situations.
SALES KNOWLEDGE
SALES KNOWLEDGE
Values shown in above chart are sten scores
1. Sales Knowledge:
Greeting: Moderate
Somewhat likely to be skilled at greeting customers or agents in a sincere as well as enthusiastic manner to make them feel warm and welcomed when initiating a conversation.
Establishing a Relationship: High
Likely to have the ability to develop rapport with prospective customers or agents so as to make them feel comfortable and develop a sense of mutual trust and respect. Likely to be able to remove mental barriers that a customer or agent might have before any association.
Qualifying Needs: Moderate
May at times be able to correctly assess the interest levels of the customers as well as identify their needs and requirements. May be somewhat capable of ascertaining which products/schemes/plans would be best suited for the customer based on their needs and expectations.
Presentation, Demonstration and Information: Moderate
May occasionally be able to present the product's/scheme's/plan's features and benefits to the customer in an engaging and confident manner. May at times be able to discuss the options available to the customer with the product in a manner that is appealing. May be somewhat capable of demonstrating the product usage or functionality in a convincing and honest manner.
Transforming Interest to Desire: High
May have the ability to appeal to the customers' needs, in ways that convince them that the product being offered will satisfy and fulfil their requirements and will lead them to purchase the product/scheme/plan.
Overcoming Objections: Moderate
Somewhat likely to be calm when dealing with customers' objections. May at times be able to address the customer's doubts and queries in a competent manner to ensure clarity and transparency in the purchase transaction.
Closing: High
May be able to accurately judge the situation and decide when it is time to stop selling the product and close the sale. Likely to be able to successfully finalize negotiations and reach a mutually satisfying decision.
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 behavior 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. 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: Low
Less likely to have the ability to reflect on experience, to learn from one's own and others' successes and failures. May not be able to use the learning in future. May not always be willing to seek out challenging experiences and opportunities to develop oneself and others. May rarely apply new concepts, strategies, behaviors and knowledge to novel problems. May not always use conventional approaches to handle problems. May not have lateral thinking abilities and fluid intelligence.
Managing the Sales Process:
Values shown in above chart are sten scores
3. Managing the Sales Process:
Result Orientation: High
May be able to actively work towards achieve results on time. Likely to encourage others to work with dedication and commitment and put in one's best to complete a task. Likely to understand the consequences of one's actions on the organization. Likely to be enthusiastic while working on challenging tasks and may demonstrate a sense of urgency to accomplish goals. 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: Low
Not likely to be open to new experiences and opportunities and is not highly capable of taking new initiatives at the workplace. Is not always flexible and self-driven when dealing with novel ideas. Cannot express one's own views or convince and direct others when needed.
Information Seeking: Low
Not likely to be efficient at methodically gathering and organizing information and facts needed for solving work related problems and making effective decisions. May not always attempt to keep 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 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: Low
Not likely to demonstrate an ability to understand a client's needs or requirements well and may not be able to deliver the best service for every task undertaken by oneself. May not be able to deal with client queries, requests or complaints in an efficient manner. May rarely ensure that no errors are made while delivering on customer requests. Not likely to focus on continuously improving the service experience for internal as well as external customers. May not be able to modify and adapt one's work style as per the client's, rarely communicating sensitive and difficult information in a tactful manner.
Business Acumen:
Values shown in above chart are sten scores
5. Business Acumen:
Market Awareness: Moderate
Often likely to enjoy intellectual pursuits and occasionally seeks out opportunities to acquire more knowledge and understanding of the business needs. Often demonstrates interest in understanding the business processes and environment. Is fairly driven and at times aspires to achieve significant results by being proactive and deliberate, sometimes working towards seeing how the customer’s requirements can be met and which solution fits into their needs. Is fairly competent and organized and may systematically plan for projects. Often scans the market conditions, economic environment, competitive landscapes and understands their impact on the organization's overall goals.
Strategic Alignment: High
Likely to develop networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals. Likely to implement strategic objectives and develops metrics to assess attainment of work unit goals. Likely to develop project teams and staffs plans based on strategic objectives. Likely to ensure that the team objectives are consistent with strategic plans. Likely to align strategic goals, the business model and processes; and the company's culture with key business purpose and core values.
Brand Building: Moderate
Often likely to enhance the brand's equity by communicating positively with customers about the products and services, and by sometimes providing timely and efficient assistance to them. Often likely to maintain the brand's position by occasionally exceeding customer expectations by applying a fair 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: Moderate
Moderately likely to have the ability to think out-of-the-box to solve various problems. Often likely to analyze problems effectively through brainstorming and sometimes makes appropriate decisions without missing deadlines or causing delays in service. Often likely to develop creative and effective solutions despite the absence of information and short time-frames. May be moderately creative in thinking and in integrating data logically to arrive at solutions. Often likely to solve problems and at times takes decisions through consulting other team members. Occasionally predicts the outcomes of alternatives to solve problems by consulting team members. Often 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
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?
Top Career Motivators
2
Recognition and Appreciation
Likely to be encouraged by public recognition and acknowledgement for work done. Likely to seek approval from various sources at the workplace.
Probable Disadvantage