Report Section
Mettl B2C Sales Potential Assessment (Entry)
Test Taker Details
S
Sample
Email Address: sample.report@mettl.com
How to Interpret the Report?
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
Recommendation based on Sales Knowledge
Cautiously Recommended
Strengths
Transforming Interest to Desire
High
Qualifying Needs
High
Presentation, Demonstration and Information
High
Areas of Development
Closing
Low
Greeting
Moderate
Overcoming Objections
Moderate
Recommendation based on Sales Personality
Cautiously Recommended
Strengths
None
Areas of Development
Customer Service Orientation
Needs to learn to be attentive and responsive towards clients and their needs.
Result Orientation
Needs to learn to work effectively and efficiently on one's task.
Self-Control
Should learn to more efficiently handle one's own feelings, especially when working under pressure.
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: Moderate
May have a moderate 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. May at times be able to remove mental barriers that a customer or agent might have before any association.
Qualifying Needs: High
Likely to have the ability to assess the interest levels of the customers as well as correctly identify their needs and requirements. Likely to be capable of ascertaining which products/schemes/plans would be best suited for the customer based on their needs and expectations.
Presentation, Demonstration and Information: High
Likely to have the required skills to present the product's/scheme's/plan's features and benefits to the customer in an engaging and confident manner. May be able to discuss the options available to the customer with the product in a manner that is appealing. May be capable of demonstrating the product usage and 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: Low
May not be able to accurately judge the situation or decide when it is time to stop selling the product and close the sale. Not 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: Low
Not likely to be attuned to one’s emotions or feelings. Less likely to control one's impulses or handle emotions during difficult situations involving different stakeholders. May not be able to remain calm or poised and may get frustrated during tough times. May often get worried by unusual behavior from team members or clients and may not respond to them in a calm manner.
Self-Confidence: Low
Not likely to have confidence in one’s own skills, abilities and knowledge. Less likely to be confident while meeting new people or working towards achieving results. May not be able to maintain a positive attitude regardless of what others think or do. Less likely to display a propensity for self-acceptance and self-adequacy. May not come across as assertive or advocate one's point of view to bring oneself and clients to a common consensus.
Stress Tolerance: Low
Not likely to deal effectively with work pressure and gets stressed and worried easily. May not be able to keep oneself positive or maintain an optimistic attitude towards life in adverse situations. Less 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.
SALES PERSONALITY
Managing the Sales Process:
Values shown in above chart are sten scores
3. Managing the Sales Process:
Result Orientation: Low
May rarely be able to actively work towards achieve results on time. Less likely to work with dedication and commitment and put in one's best to complete a task. Less likely to understand the consequences of one's actions on the organization. Not very likely to be enthusiastic while working on challenging tasks and may rarely demonstrate a sense of urgency to accomplish goals. Less likely to set high-performance standards for oneself, and try to make efforts to maintain the same.
Taking Initiatives: Moderate
Somewhat likely to proactively take up tasks without being asked to do so. Moderately likely to work above and beyond the expectations of a job role. Somewhat likely to take responsibility for tasks which others do not want to take up. May at times seek out opportunities to contribute more towards one's work and organization. May at times look for gaps in one's work and take steps to rectify them in a timely manner.
Information Seeking: Low
Not likely to seek or obtain information in order to accomplish one's task. May not always attempt to keep oneself up to date by acquiring knowledge on one's competitors, market trends and how the industry works. Not likely to probe into an issue to understand it holistically. May rarely seek information from clients, to identify gaps for improvement. Not likely to be proactive while interacting with others in order to understand their perspectives and experiences.
Problem Solving: Low
Not likely to identify potential problems or issues or investigate them in greater depth. May seldom put in efforts to analyze a problem, identify its causes or choose the best solution after contemplating available information and alternatives. May rarely be able to utilize necessary resources to overcome challenges in an effective manner. May rarely be able to identify risk areas or potential obstacles or take appropriate steps to deal with them. May not be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. May not be creative in thinking and in integrating data logically to arrive at solutions.
SALES PERSONALITY
Managing the Customer Relationship:
Values shown in above chart are sten scores
4. Managing the Customer Relationship:
Empathy: Moderate
Somewhat likely to recognize and understand others' feelings, by being fairly attuned to their emotions. May at times come across as amiable and considerate of others’ feelings when communicating with them and making decisions. May occasionally be able to understand people's motivations and underlying reasons for their behavior.
Networking with People: Moderate
Somewhat likely to leverage one's network of contacts within and outside the organization, for achieving business goals. Somewhat likely to have an interest in socializing or establishing contacts and relationships to develop work opportunities. Fairly likely to focus on building or maintaining productive relationships with others and may at times nurture the relationships formed.
Influencing Others: Low
Not likely to effectively persuade others to take the desired action. May not be able to capture other's interests in order to modify information to convince them successfully. May be unable to convince others of one's thoughts and view point by answering questions effectively. Less 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.
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
Money and Incentives
Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.
