Mettl Retail - In-Store Sales Specialist Assessment (Premium)

Sample Report
sample-report@mettl.com
Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address: sample-report@mettl.com
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).

EXECUTIVE SUMMARY
PERFORMANCE SUMMARY
Values shown in above chart are sten scores
Low Moderate High
Recommendation Based on Overall Performance

Cautiously Recommended

Strengths

Verbal Ability: Is able to use a right word at the right time and carefully formulate sentences. Is also able to communicate and express his/her thoughts effectively.

Resilience: Likely to have a strong coping mechanism to be able to endure stressful situations.

Areas of Development

Problem Solving: Needs to be able to reason and provide systematic solution to a given problem. Also needs to be able to evaluate different alternatives to the problem in a step by step manner to select the best solution.

Learning Agility: Needs to be aware of one's weaknesses in order to seek out opportunities to improve upon them.

Customer Service Orientation: Needs to provide excellent services to customers and look for ways to add value to their service experience.

DETAILED EVALUATION OF COMPETENCIES
Personal Attributes
Values shown in above chart are sten scores
Low Moderate High
Accountability: Moderate

Moderately likely to hold oneself accountable for the actions taken by oneself. May at times be able to understand one's mistakes and may occasionally rectify them immediately. Moderately likely to execute one's work without seeking any guidance from others. Moderately likely to take one's duties and responsibilities seriously and meet clients' expectations for quality, service, and professionalism. May occasionally be relied upon to complete the assigned tasks on time.

Resilience: High

Likely to display emotional resilience and may deal effectively with pressure by being calm and poised. May work efficiently and put in sufficient effort even when faced with setbacks. Likely to maintain optimal performance despite difficult situations. Likely to use appropriate coping strategies to deal with workplace stress. May remain calm and act, especially when necessary details to carry out a task are missing.

Self Confidence: Moderate

Somewhat likely to be confident about one’s own abilities. Moderately likely to believe in one's ability to achieve desired objectives and may occasionally try beat one's own performance expectations. Somewhat likely to compete with others to prove one's capabilities. Somewhat likely to come across as a sociable, confident and assertive individual.

Learning Agility: Low

May seldom be willing to seek out challenging experiences and opportunities to develop one's skills and abilities. May rarely look for opportunities to gain new information and knowledge which may be required to perform tasks at work. Not very likely to focus on developing or improving oneself with every task that one takes up. Not very likely to reflect on one's achievements or failures in order to understand the gaps in one's skill sets. Less likely to be aware of one's limitations and areas of development, and may seldom try to look for ways to improve upon them to be more successful on the job.

Work Orientation
Values shown in above chart are sten scores
Low Moderate High
Following Work Procedures: Moderate

Somewhat likely to adhere to the rules and regulations placed by the organization, carefully. May occasionally follow instructions or directions in order to complete the assigned tasks effectively. Somewhat likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Somewhat likely to carefully check work processes, in order to ensure delivery of quality output.

Drive for Results: Moderate

Somewhat likely to be intrinsically motivated to work on given tasks wholeheartedly. Moderately likely to consistently work towards delivering desired results and may at times ensure that whatever one takes up is completed successfully. Somewhat likely to try out new strategies to accomplish challenging goals, and may at times remain focused on achieving one's targets, despite obstacles. Moderately likely to pay attention to all aspects of the job to ensure high quality output is maintained.

Interpersonal Skills
Values shown in above chart are sten scores
Low Moderate High
Customer Service Orientation: Low

May rarely be able to understand or promptly deliver on customer's expectations and requirements. Not very likely to ensure that customer requirements are met perfectly in the first time itself. May not always deal with customer queries, requests and complaints in an efficient manner. Less likely to focus on continuously providing excellent customer services. May rarely come up with different ways to add value to the customer service experience.

Influence: Moderate

Somewhat likely to be good at influencing others. Moderately likely to provide necessary arguments to win over the other party. May at times be able to convince others of one's thoughts and viewpoints by answering questions effectively. Moderately likely to be concerned about others' perspectives and addresses them before they can bring it up themselves.

Sales Aptitude
Values shown in above chart are sten scores
Low Moderate High
Problem Solving: Low

The candidate is unlikely to have effective problem solving skills. He/she is unlikely to identify and analyse an existing problem or look for suitable replacements, substitutes or solutions. He/she is likely to have very poor reasoning skills and may not be able to contemplate between positive and negative solutions to a problem.

Numerical Ability: Moderate

The candidate is moderately likely to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates. He/she may have moderate level of speed in making analysis or assessments based on given information and moderate level of concentration in solving problems.

Verbal Ability: High

The candidate is most likely to have a good vocabulary. He/she may be excellent at proper usage of grammar and punctuation. He/she may be very good at understanding word meanings, word relationships and also in interpreting detailed information.

Test Log