Report Section
Mettl Assessment for Sales Manager
Test Taker Details
S
Sample
Email Address: sample.report@mettl.com
How to Interpret the Report?
This assessment measures work-relevant personality traits that might be manifested in work behavior and therefore influence success on the job. To best use this report:
- 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’.
- 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.
- 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 behavior (e.g. using structured behavioral interviews), reference checks, etc. in addition to the personality assessment.
- 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
Response Style Extreme Responding
Explanation of Response Style:
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.
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’.
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
SALES KNOWLEDGE
Recommendation based on Sales Knowledge
Cautiously Recommended
Not Recommended
Cautiously Recommended
Recommended
Strengths
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
Not Recommended
Not Recommended
Cautiously Recommended
Recommended
Strengths
None
Areas of Development
Self-Control
Needs to be less impulsive and more efficient in handling one's own feelings, especially when working under pressure.
Stress Tolerance
Needs to develop an optimistic and resilient attitude.
Learning Agility
Needs to make an effort to learn and grow by acquiring new knowledge and information.
SALES KNOWLEDGE
Values shown in above chart are sten scores
1. SALES KNOWLEDGE:
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.
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 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: Low
Not likely to be capable and efficient, may not have sufficient confidence in one’s own skills and abilities. May not comes across as an independent and assertive individual. May not be able to take initiative and guide others during challenging times. Not likely to be open and willing to work in situations involving uncertainty and risk.
Stress Tolerance: Low
Not likely to deal effectively with pressure and gets stressed and worried, may get frustrated even in normal situations and gets discouraged by setbacks, not putting sufficient effort to ensure timely and efficient completion of tasks. Not likely to be optimistic and may give up if unsuccessful in some tasks. Less likely to actively 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
3. Managing the Sales Process:
Result Orientation: Low
Not likely to have a responsible attitude at the workplace. May not always actively work to ensure desired results and may at times even compromise on the quality of work. Rarely likely to bring perfection and precision into one's work. May not be able to always utilize available resources in a profitable manner. Less likely to set challenging goals for oneself and others.
Process Planning and Execution: Low
Not likely to have an ability to distinguish between points and may struggle to put across one's opinions using coherent perspectives. May not be very good at planning processes and strategies. Less likely to take end to end ownership of team goals. Seldom provides support by hardly removing any obstacles and getting the team to continue with the same zeal and enthusiasm. Not likely to provide delegation, direction and resources to team for executing the plans. May not monitor 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: Low
Not likely to be determined to set high personal standards and to achieve results. Not always likely to maintain balance and calm in the face of adverse conditions, to overcome problems. May not focus on channeling effort towards achieving goals. May not take personal responsibility for 'owning' challenges, structuring tasks, implementing plans, completing projects to meet customer and business requirements. May not be flexible, and may not always work hard to achieve the desired outcome in different circumstances.
Effective 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
4. Managing the Client Relationship:
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: Moderate
Moderately likely to comes across as a warm and friendly person, having a mild interest in socializing and establishing contacts and relationships to develop work opportunities. Moderately likely to be skilled at building networks and using them appropriately for professional growth, by occasionally 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
5. Business Acumen:
Market Awareness: Low
Not likely to enjoy intellectual pursuits and seldom seeks out opportunities to acquire more knowledge and understanding of the business needs. Not likely to demonstrate interest in understanding the business processes and environment. May not be highly driven and rarely aspires to achieve significant results by being proactive and deliberate, seldom working towards seeing how the customer’s requirements can be met and which solution fits into their needs. May not very competent or organized and does not always systematically plan for projects. Not likely to scan the market conditions, economic environment, competitive landscapes and seldom tries to understand their impact on the organization's overall goals.
Strategic Alignment: Low
Not likely to develop networks and seldom builds alliances; does not always collaborate across boundaries to build strategic relationships and achieve common goals. Not likely to implement strategic objectives and does not always develop metrics to assess attainment of work unit goals. Not likely to develop project teams and rarely staffs plans based on strategic objectives. Not likely to ensure that the team objectives are consistent with strategic plans. Not 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
6. Leadership Skills:
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: Low
Not likely to lead by example by not always modeling desired behavior. Not likely to operate professionally at all times, only occasionally encourages professional standards in others and seldom addresses any breaches. Not likely to 'walk the talk'. Not likely to set the right example, seldom demonstrates character and rarely creates a winning culture so that people feel confident about themselves and their work.
Accountability: Low
Not likely to be methodical, systematic and organized when carrying out tasks. Rarely holds self and others accountable for high quality and cost-effective results. May not be highly self-disciplined and motivated in one’s approach to work; seldom determines objectives, sets priorities and follows through one’s plan to effectively complete tasks. May not always have a strong sense of duty and may not always comply 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: Low
Not likely to behave in an honest and ethical manner by strictly adhering to moral and ethical codes while working. May not be very sincere and may rarely be relied upon to carry out assignments efficiently.
Managing Diversity: Low
Not likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May not be very comfortable working with people having different perspectives and doesn't always 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
Test Log
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Started the test with Personality Inventory
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Finished Personality Inventory and started Critical Thinking of the test
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Finished Critical Thinking and started Customer Focus Test of the test
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Finished Customer Focus Test and started Effective Communication of the test
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Finished Effective Communication and started Sales Knowledge Test of the test
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Finished the test