Report Section
Mettl Retail - In-Store Sales Specialist Assessment (Premium)
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
Not 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.
Areas of Development
Customer Service Orientation
Needs to provide excellent services to customers and look for ways to add value to their service experience.
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.
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. 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 very likely to take one's duties and responsibilities seriously or meet clients' expectations for quality, service, and professionalism. May rarely be relied upon to complete the assigned tasks on time.
Resilience: Moderate
Moderately likely to display emotional resilience and may at times deal effectively with pressure by being calm and poised. May occasionally work efficiently and put in sufficient effort even when faced with setbacks. Somewhat likely to maintain optimal performance despite difficult situations. Moderately likely to use appropriate coping strategies to deal with workplace stress. May at times remain calm and act, especially when necessary details to carry out a task are missing.
Self Confidence: Low
Less likely to be confident about one’s own abilities. Not very likely to believe in one's ability to achieve desired objectives and may not always try beat one's own performance expectations. Less likely to compete with others to prove one's capabilities. Not very 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.
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.
Drive for Results: Low
Not very likely to be intrinsically motivated to work on given tasks wholeheartedly. Less likely to consistently work towards delivering desired results and may not always ensure that whatever one takes up is completed successfully. Not very likely to try out new strategies to accomplish challenging goals, and may rarely remain focused on achieving one's targets, despite obstacles. Not very likely to pay attention to all aspects of the job to ensure high quality output is maintained.
DETAILED EVALUATION OF COMPETENCIES
Interpersonal Skills:
Values shown in above chart are sten scores
3. Interpersonal Skills:
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.
DETAILED EVALUATION OF COMPETENCIES
Sales Aptitude:
Values shown in above chart are sten scores
4. Sales Aptitude:
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.
