Mettl B2C Sales Potential Assessment (Entry)

Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: sample
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:

1. 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’.
2. 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.
3. 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.
4. 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: 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).

Sales Knowledge
Recommendation based on Sales Knowledge

Cautiously Recommended


Transforming Interest to Desire: High

Qualifying Needs: High

Presentation, Demonstration and Information: High

Areas of Development

Closing: Low

Greeting: Moderate

Overcoming Objections: Moderate

Sales Personality
Recommendation based on Sales Personality

Cautiously Recommended



Areas of Development

Customer Service Orientation: Needs to learn to be attentive and responsive towards clients and their needs.

Self-Control: Should learn to more efficiently handle one's own feelings, especially when working under pressure.

Self-Confidence: Needs to learn to be more confident about one's abilities to deal with uncertain and challenging situations.

Values shown in above chart are sten scores
Low Moderate High
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.

Values shown in above chart are sten scores
Low Moderate High
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: Moderate

Somewhat likely to deal effectively with work pressure and gets stressed and worried somewhat easily. May at times be able to keep oneself positive and maintain an optimistic attitude towards life in adverse situations. Moderately likely to keep oneself composed and think clearly to utilize time and resources effectively in demanding and challenging situations. Somewhat 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
Low Moderate High
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: Moderate

Somewhat likely to seek and obtain information in order to accomplish one's task. May at times attempt to keep oneself up to date by acquiring knowledge on one's competitors, market trends and how the industry works. Somewhat likely to probe into an issue to understand it holistically. May occasionally seek information from clients, to identify gaps for improvement. Somewhat likely to be proactive while interacting with others in order to understand their perspectives and experiences.

Problem Solving: Moderate

Somewhat likely to identify potential problems and issues or investigate them in greater depth. May occasionally put in efforts to analyze a problem, identify its causes or choose the best solution after contemplating available information and alternatives. May at times be able to utilize necessary resources to overcome challenges in an effective manner. May at times be able to identify risk areas or potential obstacles and take appropriate steps to deal with them. May somewhat be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. May be moderately creative in thinking and in integrating data logically to arrive at solutions.

Managing the Customer Relationship
Values shown in above chart are sten scores
Low Moderate High
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: Moderate

Somewhat likely to effectively persuade others to take the desired action. May at times be able to capture other's interests in order to modify information to convince them successfully. May be somewhat able to convince others of one's thoughts and view point by answering questions effectively. Somewhat 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
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

May be uncomfortable and nervous during radical changes at work and in certain cases might also show some measure of insecurity and restlessness when new personnel are hired for one's same designation.

How to keep the person motivated?

Offer a stable career plan and clarify long term job prospects. Assign projects that seem to portray an image of spanning through a long period of time, such that the individual is assured that he/she has enough reasons to be retained at least until the completion of said project.

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

May be susceptible to temptation and greed and might be likely to switch jobs if one is offered a higher compensation package in a different organization.

How to keep the person motivated?

Attach incentives and monetary rewards to task objectives. Set small time goals which offer immediate gratification rather than long term goals that require perseverance.

Test Log