Mettl FMCG Sales Executive Assessment

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Finish State: Normal
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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 Central Tendency 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: If questions are answered in a sufficiently varied manner.

Social Desirability: If questions are answered in a socially desirable manner.

Central Tendency: If many questions are answered as ‘neither agree nor disagree’.

Your Sales Personality Style

The Passionate (Hard Worker): Shows up early, stays late, and always goes the extra mile. Likely to make more calls in an hour and conduct more visits in a week than just about anyone else in the team.

Sales Knowledge
Recommendation based on Sales Knowledge

Not Recommended



Areas of Development

Greeting: Low

Qualifying Needs: Low

Presentation: Low

Sales Personality
Recommendation based on Sales Personality

Cautiously Recommended


Process Orientation: Likely to be aware of and adheres to the organization's processes, practices and standards.

Taking Accountability: Holds oneself accountable for high quality work and complies with rules and policies.

Impact and Influence: Can convince and influence others to accept a desired course of action.

Areas of Development

Information seeking: Needs to learn to efficiently gather and organize information.

Customer Service Orientation: Needs to form long term relationships with the customers by being attentive and understanding of their needs.

Effective communication: Needs to seek first to understand others by being more attentive and to learn to communicate more effectively.

The Passionate (Hard Worker)

Show up early, stay late, and always go the extra mile. Likely to make more calls in an hour and conduct more visits in a week than just about anyone else on the team.

Common Traits

• Strong willed and Dutiful
• Highly Responsible
• Persevering
• Punctual
• Hardworking

Potential Blind Spots

By the book, may believe that things work best with clearly defined client requirements and rules, but this makes them reluctant to bend those rules or try new things, even when the downside is minimal.

Key Motivators

Incentives in terms of materialistic gains such as money, bonus, paid holidays etc.

Organizational/ Role Fitment

Where the environment is more structured and disciplined, being on time and following procedure is considered important while making sales.

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

Not very likely to be skilled at greeting customers or agents in a sincere or enthusiastic manner to make them feel warm and welcomed when initiating a conversation.

Establishing a Relationship: Low

May not have the ability to develop rapport with prospective customers or agents so as to make them feel comfortable or develop a sense of mutual trust and respect. Not very likely to be able to remove mental barriers that a customer or agent might have before any association.

Qualifying Needs: Low

May not be able to correctly assess the interest levels of the customers or identify their needs and requirements. May not 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: Low

Not very 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 not be able to discuss the options available to the customer with the product in a manner that is appealing. May not be capable of demonstrating the product usage or functionality in a convincing and honest manner.

Transforming Interest to Desire: Low

May not 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: Low

Not likely to be calm when dealing with customers' objections. May not 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.

Self Management
Values shown in above chart are sten scores
Low Moderate High
Self-Control: Moderate

Often likely to be attuned to one’s emotions and feelings, fairly capable of handling one’s emotions and controlling impulses during tough times. May at times remain calm and not always gets frustrated, when under pressure.

Self-confidence: High

Likely to be capable and efficient, having confidence in one’s own skills and abilities. Can be seen as an independent and assertive individual, with the ability of taking initiative and guiding others during challenging times. Likely to be open and willing to work in situations involving uncertainty and risk.

Stress Tolerance: High

Likely to deal effectively with pressure by being calm and composed and not getting discouraged by setbacks, putting sufficient effort to ensure timely and efficient completion of tasks. Likely to remain optimistic and not give up even if unsuccessful in some deals. Can actively cope with workplace stress.

Achievement Orientation: Moderate

Often likely to be comfortable handling tasks that involve risks. Fairly likely to be intrinsically motivated and at times driven to achieve excellence. May sometimes set high standards for self and others in the team. Occasionally tries to work out of his/her comfort zone. Sometimes likely to rely on others to set deadlines and standards while at times, takes one's own call.

Learning Agility: Moderate

Moderately likely to have the ability to reflect on experience, to learn from one's own and others' successes and failures and to use this learning in future. Is sometimes willing to seek out challenging experiences and opportunities to develop. Occasionally applies new concepts, strategies, behaviors and knowledge to novel problems. May also at times, use conventional approaches to handle problems.

Taking Accountability: High

Likely to be methodical, systematic and organized when carrying out tasks. Holds self and others accountable for high quality and cost-effective results. Is self-disciplined and motivated in one’s approach to work; determines objectives, sets priorities and follows through one’s plan to effectively complete tasks. Has a strong sense of duty and complies with established systems and rules. Likely to be goal driven and target oriented. Likely to proactively identify ways to contribute to the organizational goals and missions. Likely to achieve results without needing reminders from others. Focuses one's energy on the desired goal and target.

Effective communication: Moderate

Often likely to be seen as being straightforward and open with team members as well as clients, providing information sought in a timely and accurate manner. Often takes others' perspectives into account during communication. Occasionally is able to understand the non verbal cues of the speaker and acts accordingly. May occasionally communicate important information in a transparent manner among stakeholders.

Managing the Sales Process
Values shown in above chart are sten scores
Low Moderate High
Taking Initiatives: Moderate

Often likely to be open to new experiences and opportunities and is fairly capable of taking new initiatives at the workplace. Is usually flexible and self-driven when dealing with novel ideas. Can occasionally express one's own views and convince and direct others when needed.

Information seeking: Low

Less often likely to be efficient at methodically gathering and organizing information and facts needed for solving work related problems and making effective decisions. Does not proactively attempts to keep oneself up to date by seeking out opportunities to acquire more knowledge, exploring new ideas and being characteristically self-disciplined and motivated.

Result orientation: High

Likely to be responsible at the workplace. Actively works to ensure desired results without compromising on the quality of work. Likely to bring perfection and precision into one's work. Has the ability to utilize available resources in a profitable manner. Likely to set challenging goals for oneself and others.

Perseverance: Moderate

Often likely to be determined to set high personal standards and to achieve results. Frequently likely to maintain balance and calm in the face of adverse conditions, to overcome problems. At times, focuses on channeling effort towards achieving goals. Occasionally accepts 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.

Process Orientation: High

Likely to be driven by a sense of duty and commitment to one’s work leading to awareness of the processes and systems governing the organization. Adheres to the rules and regulations placed by the organization and carries out tasks by following the established standards and procedures.

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

Can persuade others to take desired action. Likely to be able to identify and utilize the factors that might influence others to take a particular action. Likely to be able to convince others and has the ability to be a tactful negotiator.

Understanding Customers' needs: Moderate

Often likely to be able to recognize and understand customers' needs and feelings by being fairly attuned to customers' emotions. Is quite amiable and considerate of others’ feelings when making decisions and can at times accurately assess customers' needs, motivations and passions.

Customer Service Orientation: Low

May not always be able to deal with customer queries, requests and complaints. Less often likely to be able to identify potential clients and seldom provides quality service to current clients. May not always be able to understand and deliver according to client's expectations and requirements. Somewhat unlikely to modify one's work style and rarely adapts as per the clients.



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