Sales Manager Assessment to Evaluate Sales Manager Skills
Sales manager assessment is particularly designed to measure sales manager core competencies in candidates and ensure that you hire a sales manager who adds value to your company. Find the perfect candidates using psychometric test for assessing sales manager skills.
Ready to use
Psychometric, Aptitude
95 minutes
152
Indonesian, Portuguese (Brasil), English India, English UAE, English Global, English Indonesia
Inside This Assessment
Mercer | Mettl’s sales manager assessment helps you screen and hire sales managers who have the ability to make a difference in your organization’s sales success. The test helps you assess candidates for five sales manager core competencies: self-management, managing the sales process, managing the customer relationship, business acumen and leadership skills.
Key profiles the test is useful for:
- Sales Manager
- Regional/ Area Sales Managers
- Territory Sales Managers
- Relationship and Key Account Managers
Test Details:
| Number of sections | 5 |
| Number of questions | 152 |
| Test duration | 95 minutes |
| Test language | English |
SKILL LIBRARY
Sales Manager Competency Framework
Get a detailed look inside the test
Competencies Under Scanner
Managing the Sales Process
Self-Management
Managing the Client Relationship
Business-Acumen
Leadership-Skills
Competencies:
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
Competencies:
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Demonstrating an ability to set high standards for self and the team and having the drive to achieve excellence.
Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.
Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.
Demonstrating an ability to change and innovate to sure the organization stays relevant and current with changing times.
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.
Competencies:
Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating a tendency to effectively convince other people of one's point of view by being assertive and firm.
Demonstrating an ability to ensure that customer requirements are fulfilled in an efficient manner such that it leads to customer delight and further opportunities to grow and develop the customer relationship.
Competencies:
Demonstrating a deep understanding of the organization's line of business, the competitive landscape and an ability to effectively position the organization's USP so as to win over customers.
Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.
Demonstrating an ability to maintain brand's image by communicating positively with customers, media and other outlets.
Competencies:
The ability to support and promote an environment that holds opportunities for all, regardless of race, gender, culture, and age.
Demonstrating an ability to identify and resolve problems by gathering relevant information by consulting people and working towards identifying the best possible solution.
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating an ability to lead a group of people by consistently motivating and inspiring them, and assisting them wherever necessary.
Demonstrating an ability to develop cooperation and teamwork while working in a group, working toward solutions which generally benefit everybody involved.
Customize This Test
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
2. What if a candidate takes a test socially appropriately or manipulates the responses?
We have taken measures to reduce the probability of candidates trying to portray themselves in a socially suitable manner. These include using a semantic differential format for the test, making it difficult for candidates to assume a suitable response. The test provides candidates instructions before answering based on their first instinct and gives ‘instructional warnings’ that their test may be declared invalid if not done honestly. The testing tool can also determine response patterns to discern whether a test taker may be faking their responses.
3. Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
4. How do we recognize the thresholds for the competency levels for a norm group?
The proficiency levels or thresholds are based on the normal probability distribution for specific norm groups.
5. How are norms derived for any specific psychometric test?
The insights generated across industries and verticals of multiple organizations is periodically updated in the Mercer | Mettl database. We always ensure that newly added data gets incorporated while preparing the reports.
6. What if the psychometric assessment reports vary from the person's attitude, behaviour, or aptitude?
It is essential to understand that human behaviour is a projection of numerous psychological and environmental factors; only using the test reports is not a definitive predictor. They should be consolidated with other sources of information and validated first. Discrepancies in the reports that factually deviate from actual behaviour should be considered in context with any physical, environmental, and psychological factors that may have influenced that behaviour.
7. What is a sales assessment test?
The sales assessment test is an essential tool for employers to assess candidates’ personality traits and professional skills. Employers analyze three crucial aspects through this tool, namely personality profile, sales skills and technical skills.
8. What is the use of a psychometric test for sales recruitment?
Psychometric tests for sales recruitment evaluate candidates’ abilities through verbal and numerical ability tests, ensuring that the candidate’s knowledge and skills are up-to-date. It also does sales and personality profiling of applicants to uncover hidden personality and character traits that are otherwise hard to identify.
9. What are the different types of sales management jobs?
Listed below are the five most popular types of sales management jobs:
Outside sales
Inside sales
Hybrid sales
Sales support
Consultative sales
10. What is expected of a sales manager?
Being a phenomenal salesman would seem imperative for a sales manager, but in reality, supervising the entire sales function, including the sales department, demand skills beyond being exceptional at selling.
From interaction to problem-solving to motivation and more, being a great sales manager involves the right combination of talent and hard work to build a stellar sales team. Given below are the skills and traits it takes to become a remarkable sales manager:
The ability to communicate with team members
Inspires and motivates the sales team
Leads and manages the sales team, the sales function and the day-to-day affairs of sales operations
Engages the team and promotes the productivity culture
Resilient and resourceful enough to inspire the team to perform well in times of despair
Promotes a positive work culture
Fosters skills development to make the work environment positive and keep team members engaged
Acts with fairness, kindness and looks after the personal and professional well-being of each team member
Sets realistic and reasonable goals and inspires others to achieve them
Recruits and hires talented sales performers
11. What qualities make a good sales manager?
There are a few essential traits that, if nurtured properly, can help sales managers in performing their tasks more efficiently. Listed below are some distinguishing qualities every sales manager needs to imbibe if they want to become a better leader.
Empathy
Forecasting skills
Having gravitas
Good listening skills
Ability to inspire others
Emotional intelligence
Understands the needs of teams
Adaptable
