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Core Corporate Functions>Sales>B2C Sales>Mettl B2C Sales Potential (Entry Level) - Arabic

Hire the Right Fit Sales Talent for B2C Sales of Your Organization

A B2C sales executive finds potential business customers and sells them products/services to generate sales for his/her organization. This job role requires high personalized approach, pleasant personality, great salesmanship, and ability to deal with high level of complexity involved in this job profile for generating more revenue.


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Inside This Assessment

Key profiles that the test can be useful for:

  • Sales Executives/Sales Representatives
  • Business Development Executives
  • Sales Apprentices
  • Assistant Sales Managers
  • Area Sales Coordinators
  • Key Account Managers


Test description:

The test contains 107 items based on the competency-based approach to evaluate a candidate’s sales potential, customer centricity, sales knowledge, and key motivators for various B2C businesses, along with identifying his/her role fitment based on the personality traits. The test gauges the personality traits using 3 competencies and 11 sub-competencies, which are -

  • Management of sales process (result orientation, problem solving, information seeking, and taking initiatives).
  • Management of customer relationship (networking with people, empathy, customer service orientation, and influencing others).
  • Self-management (stress resiliency, self-control, and self-confidence).

The table below provides the details of how Mettl Personality Inventory has been standardized in the industry:

Reliability score

Cronbach's alpha .88

Validity score

This score ranges from .86 to .90 for different norm groups

Theoretical basis

The Big 5 Theory of Personality


Test details:

Number of sections


Number of questions


Test duration

60 minutes

Test language



NOTE: If required, the test can be provided in other languages as well. Please connect with us at for any such requirement.


Section details:

Mettl B2C Sales Knowledge Test

Assesses the functional understanding of a candidate about the B2C sales process, using real-life situation judgement questions.

Mettl Personality Inventory

Assesses the behavioural sales competencies of a candidate. It is based on the Big Five Model of Personality.

Mettl B2C Customer Focus Test

Assesses the ability of a candidate to handle customers, using situation judgement questions.

Mettl Motivation Inventory

Assesses the significant career motivators that drive a candidate to succeed in his/her job role.


Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.


Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.


Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.


How do we determine the thresholds for the proficiency levels for a norm group?

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.


How are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.


What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.



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