Mettl Assessment for Sales Manager

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: Extreme Responding

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


Influencing and Convincing: High

Closing: High

Areas of Development

Impression Management: Moderate

Overcoming Objections: Moderate

Pre-Qualifying: Moderate

 Sales Personality 
Recommendation based on Sales Personality

Cautiously Recommended


Networking with People: Likely to build contacts and develop an extensive network to expand one's opportunities.

Areas of Development

Self-Control: Needs to be less impulsive and more efficient in handling one's own feelings, especially when working under pressure.

Learning Agility: Needs to make an effort to learn and grow by acquiring new knowledge and information.

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

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

Somewhat likely to be proactive in seeking information regarding new sales possibilities. May at times be able to evaluate the potential of prospects and approach them accordingly.

Impression Management: Moderate

Somewhat likely to be skilled at recognizing the importance of first impressions. May occasionally develop a sense of mutual respect and rapport with clients. May at times have difficulty in always displaying an attitude of sincerity.

Presentation: Moderate

Somewhat likely to have an ability to identify client needs. May occasionally be confident while explaining the features of the product/service to the client, according to their expectations.

Overcoming Objections: Moderate

Somewhat likely to be patient and calm when answering to clients' objections and queries. May at times be persistent and optimistic when facing resistance from clients.

Influencing and Convincing: High

Likely have an ability to be a good negotiator. May be persuasive when interacting with clients. May have an ability to convince clients about the benefits of the product/service.

Closing: High

Likely to be skilled at accurately analyzing the situation and judging when to make an attempt to close the sale. Likely to have an ability to successfully lead the sales process to a mutually beneficial conclusion.

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

Not likely to be attuned to one’s emotions and feelings, is less likely to be capable of handling one’s emotions and controlling impulses during tough times. May not be able to remain calm and poised; and gets frustrated when under pressure.

Self-Confidence: Moderate

Moderately likely to be capable and efficient, having confidence in one’s own skills and abilities. May at times come across as an independent and assertive individual, with a fair ability of taking initiative and guiding others during challenging times. May occasionally be open and willing to work in situations involving uncertainty and risk.

Stress Tolerance: Moderate

Moderately likely to deal effectively with pressure by being calm and composed and not getting discouraged by setbacks, may try to put effort to ensure timely and efficient completion of tasks. May at times remain optimistic and not give up even if unsuccessful in some tasks. May sometimes be able to cope with workplace stress and may become passive when faced with it.

Achievement Orientation: Moderate

Moderately 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 his/her own call.

Learning Agility: Low

Not 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. May not be willing to seek out challenging experiences and opportunities to develop. Less likely to apply new concepts, strategies, behaviors and knowledge to novel problems and instead likely to stick to conventional approaches.

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

Moderately likely to have a responsible attitude at the workplace. May occasionally work actively to ensure desired results without compromising on the quality of work. May at times try to bring perfection and precision into one's work. May have a fair ability to utilize available resources in a profitable manner. May sometimes set challenging goals for oneself and others.

Process Planning and Execution: Moderate

Moderately likely to have a fair ability to distinguish between points and can sometimes put across one's opinions using coherent perspectives. Occasionally likely to be good at planning processes and strategies. Moderately likely to take end to end ownership of team goals. Sometimes likely to provide support by removing any obstacles and getting the team to continue with the same zeal and enthusiasm. Moderately likely to provide delegation, direction and resources to team for executing the plans. May at times monitors progress against goals and deadlines.

Taking Initiatives: Moderate

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

Information Seeking: Low

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

Perseverance: Moderate

Moderately likely to be determined to set high personal standards and to achieve results. Fairly 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 likely to accept responsibility for 'owning' challenges, structuring tasks, implementing plans, completing projects to meet customer and business requirements. May be fairly flexible, sometimes works hard to achieve the desired outcome in different circumstances.

Affective Communication: Moderate

Moderately likely to convey thoughts clearly and concisely, and at times welcomes feedback in this regard. May at times one's communication style according to the people that one interacts with. Somewhat likely to listen actively and objectively without interrupting. Sometimes likely to consider others' arguments and perspectives while communicating. May at times base one's arguments on facts, data, demonstrations and examples. May be able to process, retain and synthesize large amount of information in a workplace. May have moderate reading and writing skills and may take less time to absorb information and deliver outputs.

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

Moderately likely to recognize and understand others' needs and feelings by being fairly attuned to people's emotions. May be somewhat amiable and considerate of others’ feelings when making decisions and can occasionally assess people's motivations and passions accurately.

Networking with People: High

Likely to come across as a warm and friendly person, having an interest in socializing and establishing contacts and relationships to develop work opportunities. May be skilled at building networks and using them appropriately for professional growth, by being confident and accommodating in social situations.

Negotiation and Persuasion: Moderate

Moderately likely to be fair at negotiating with and influencing others. Often likely to effectively articulate one's position and occasionally helps others understand the underlying issues and concerns. Likely to be fairly creative, at times thinks 'outside the box' to identify alternative solutions that meet the needs of all stakeholders such as customers and peers. Moderately likely to develop and use subtle strategies to persuade others, sometimes even in sensitive or high pressure situations.

Customer Service Orientation: Moderate

Moderately likely to deal with customer queries, requests and complaints. Somewhat likely to be able to identify potential clients and provide quality service to current clients. May occasionally understand and deliver according to a client's expectations and requirements. May at times be willing and able to modify one's work style and adapt as per the clients.

Business Acumen
Values shown in above chart are sten scores
Low Moderate High
Market Awareness: Moderate

Moderately likely to enjoy intellectual pursuits and occasionally seeks out opportunities to acquire more knowledge and understanding of the business needs. Often demonstrates interest in understanding the business processes and environment. Faiirly likely to be driven and at times aspires to achieve significant results by being proactive and deliberate, sometimes working towards seeing how the customer’s requirements can be met and which solution fits into their needs. May at times be competent and organized and may systematically plan for projects. May sometimes scans the market conditions, economic environment, competitive landscapes and understands their impact on the organization's overall goals.

Strategic Alignment: Moderate

Moderately likely to develop networks and builds alliances; occasionally collaborates across boundaries to build strategic relationships and achieve common goals. May at times implement strategic objectives and occasionally develops metrics to assess attainment of work unit goals. Moderately likely to develop project teams and sometimes staffs plans based on strategic objectives. Moderately likely to ensure that the team objectives are consistent with strategic plans. Moderately likely to align strategic goals, the business model and processes and the company's culture with key business purpose and core values.

Brand Building: Moderate

Moderately likely to enhance the brand's equity by communicating positively with customers about the products and services, and by sometimes providing timely and efficient assistance to them. Moderately likely to maintain the brand's position by occasionally exceeding customer expectations by applying a fair understanding of what customers need and value.

Leadership Skills
Values shown in above chart are sten scores
Low Moderate High
Team Management: Moderate

Moderately likely to effectively manage team. Occasionally guides team efforts, tracks team progress, sometimes anticipates roadblocks and at times changes course as needed to achieve team goals. Occasionally sets and communicates clear goals for the team. Partially able to understand the individual differences and provides personal coaching, mentoring, training and uses learning and development approaches at times. Occasionally motivates and encourages team members to learn. Somewhat likely to be attuned to one's and others' emotions and may be capable of understanding and listening to other's problems. At times, provides meaningful feedback to team members to keep them on track toward common goals.

Consultative Problem Solving and Decision Making: Moderate

Moderately likely to analyze problems effectively through brainstorming and sometimes makes appropriate decisions without missing deadlines or causing delays in service. Moderately likely to develop creative and effective solutions despite the absence of information and short time-frames. Moderately likely to solve problems and at times takes decisions through consulting other team members. Occasionally predicts the outcomes of alternatives to solve problems by consulting team members. Moderately likely to appropriately address the inter-relationships between issues.

Leading by Example: Moderate

Moderately likely to lead by example through modeling desired behavior. Moderately likely to operate professionally, occasionally encourages professional standards in others and addresses any breaches. Moderately likely to 'walk the talk' and sometimes likely to become a person others want to follow. Occasionally likely to set the right example, at times demonstrates character and sometimes creates a winning culture so that people feel confident about themselves and their work.

Accountability: Moderate

Moderately likely to be methodical, systematic and organized when carrying out tasks. Occasionally holds self and others accountable for high quality and cost-effective results. May be somewhat self-disciplined and motivated in one’s approach to work; occasionally determines objectives, sets priorities and follows through one’s plan to effectively complete tasks. May have an adequate sense of duty and complies with established systems and rules.

Change Management: Low

Not likely to appreciate change or adapt to the needs of the situation. Less likely to keep calm, and may not be very patient in a rapidly changing environment. May not be comfortable working with or trying out new strategies or methods. Not very likely to help other peers or colleagues to adjust to changes in the organization.

Integrity: Moderate

Moderately likely to behave in an honest and ethical manner by strictly adhering to moral and ethical codes while working. May be somewhat sincere and can occasionally be relied upon to carry out assignments efficiently.

Managing Diversity: Moderate

Moderately likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May be somewhat comfortable working with people having different perspectives and may on occasion foster an inclusive workplace where individual differences are respected and valued.

Conflict Management: Low

Not likely to be attuned to one's and others' emotions and is not very capable of understanding and listening to other people's problems. May not always actively help out people with their conflicts by taking their views in consideration, understanding their problem and providing solutions.

Logical Thinking: Moderate

Moderately likely to demonstrate the ability to design, analyze and evaluate information/problems to achieve a desired goal. Occasionally likely to be a good decision maker, uses sufficient range of information, based on some evidence. Somewhat likely to adequately analyze and evaluate evidence/statements/problems logically and comes up with appropriate solutions. Likely to have a fair ability to distinguish between points and can sometimes put across one's opinions using coherent perspectives. Occasionally likely to be good at planning processes and strategies.

Test Log