Report Section
Mettl Inside Sales Executive Assessment-
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
PERFORMANCE SUMMARY:
Values shown in above chart are sten scores
Recommendation Based on Overall Performance
Cautiously Recommended
Strengths
Learning Agility
Likely to reflect on previous experiences and is likely to learn from one's own and also others' successes and failures.
Areas of Development
Verbal Ability
Needs to be able to use a right word at the right time and carefully formulate sentences. Also needs to be able to communicate and express his/her thoughts effectively.
Drive for Results
Needs to work towards achieving one's targets and goals effectively and efficiently.
Accountability
Needs to learn to hold oneself accountable for mistakes and accept responsibility for completing tasks on time.
DETAILED EVALUATION OF COMPETENCIES
Personal Attributes:
Values shown in above chart are sten scores
1. Personal Attributes:
Accountability: Low
Not very likely to hold oneself accountable for the actions taken by oneself. Not very likely to take one's duties and responsibilities seriously. May rarely be able to hold oneself accountable to complete the assigned task. May seldom be able to understand one's mistakes and may rarely rectify them immediately. Less likely to execute one's work without seeking any guidance from others. Not likely to deliver customers requirements on time and as promised, or deal with customer queries, requests and complaints in an efficient manner.
Resilience: Moderate
Somewhat likely to deal effectively with pressure and display emotional resilience. Somewhat likely to be calm and poised and may at times get discouraged by setbacks, occasionally putting sufficient effort to ensure timely and efficient completion of tasks. May find it somewhat difficult to be optimistic and is somewhat likely to maintain optimal performance during difficult situations. Somewhat likely to use appropriate coping strategies to deal with several stressful tasks or situations at work. May sometimes remain calm when not having all the necessary details about a task or situation.
Self Confidence: Moderate
Somewhat likely to be confident about one’s own abilities. May at times believe in one's ability to achieve desired objectives. Somewhat likely to compete with others to prove one's capabilities.
Learning Agility: High
May often seek additional information than what has been already provided. Likely to question others, whenever necessary. Likely to have an urge to learn more than what is required. Likely to demonstrate a willingness to learn new ways to accomplish work activities and objectives and new things even beyond one’s own field. Likely to effectively adapt easily as is open minded and appreciative of new ideas.
DETAILED EVALUATION OF COMPETENCIES
Work Orientation:
Values shown in above chart are sten scores
2. Work Orientation:
Following Work Procedures: Low
Not very likely to adhere to the rules and regulations placed by the organization, carefully. May be somewhat unable to follow instructions or directions in order to complete the assigned tasks effectively. Not very likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Not very likely to carefully check work processes, in order to ensure delivery of quality output.
Planning & Organizing: Low
Not very likely to be methodical or systematic in one's work. May be somewhat unable to organize tasks according to priority and urgency. May not have a high ability to formulate clear and effective plans and objectives or use resources optimally to meet the same. May seldom consider the impact of one's actions and work on others and vice-versa.
Drive for Results: Low
Not very likely to be intrinsically motivated to work on given tasks wholeheartedly. May not work very consistently towards delivering desired results. Not very likely to be resistant to the demands of one's job or focus on achieving goals/targets, despite obstacles. Less likely to have a tendency to strive to meet the standards of excellence set by one's organization.
DETAILED EVALUATION OF COMPETENCIES
Interpersonal Skills:
Values shown in above chart are sten scores
3. Interpersonal Skills:
Collaboration: Low
Less likely to work cooperatively or collaboratively with others, with a positive approach towards achieving common goals. May not always be able to coordinate one's work schedules with others' to ensure smooth completion of common goals or objectives. Not very likely to ensure that one's actions or decisions are in alignment with team goals and may not always be able to make sure everyone's actions are in sync while working on goals.
Understanding Customer Needs: Moderate
May at times be able to understand a customer's expectations and requirements. Moderately likely to modify one's style of work as per the customer's needs. Moderately likely to ask relevant questions and gather data in order to ascertain more information and better understand the customer's needs and requirements.
Negotiation: Moderate
May at times be able to work towards a win-win solution for all parties involved. Moderately likely to leverage one's position to make the outcomes favourable to oneself, one's team and the organization. Somewhat likely to offer compromises to others, when necessary, in exchange for cooperation.
Establish Trust: Moderate
Somewhat likely to act in an honest and ethical manner. May at times take a stand based on the right thing regardless of the consequence to oneself. Moderately likely to be open and transparent in one's dealings with internal and external stakeholders. Moderately likely to stick to one's professional ethics, morals, and values to complete tasks, even when it is inconvenient.
Influence: Moderate
May at times, effectively persuade others to take the desired action. Somewhat likely to be able to identify and utilize the factors that might influence others to take a particular action. May sometimes be able to convince them of one's thoughts and viewpoints by answering questions effectively.
DETAILED EVALUATION OF COMPETENCIES
Sales Aptitude:
Values shown in above chart are sten scores
4. Sales Aptitude:
Problem Solving: Moderate
The candidate is moderately likely to have the ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. He/she may be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. He/she may have moderate lateral thinking abilities and fluid intelligence. He/ she may be moderately creative in thinking and in integrating data logically to arrive at solutions.
Numerical Ability: Low
The candidate is unlikely to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates. He/she may have very low level of speed in making analysis or assessments based on given information and an extremely low level of concentration in solving problems.
Analytical Ability: Moderate
The candidate is moderately likely to integrate issues and factors onto a conceptual framework. He/she may have moderate ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. He/she may moderately be able to analyze or perceive a given information from different perspectives.
Verbal Ability: Low
The candidate is unlikely to have a good vocabulary. He/she may be very poor at proper usage of grammar and punctuation. He/she may face problems in understanding word meanings, word relationships and also in interpreting detailed information.
Test Log
Test Log
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Started the test with Personality Inventory
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Finished Personality Inventory and started Situational Judgement Test of the test
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Finished Situational Judgement Test and started Cognitive Ability of the test
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Finished the test