Contact usLogin
online-assessment
online-assessment
Contact usLogin
online-assessment
online-assessment
/assets/pbt/aboutTest.svg
/assets/pbt/skills.svg
/assets/pbt/customize.svg
/assets/pbt/features.svg
Core Corporate Functions>Marketing>Mettl Marketing Associate Assessment

Aptitude Test for Marketing Executives to Find the Best Marketing Talent

Aptitude test for marketing can help determine whether candidates' capabilities and skills match the skill requirements for the marketing role. In addition, it enables employers to identify candidates with the right personality traits to excel in such positions.

Trusted By:

Inside this Marketing Associate Assessment

Every organization needs enthusiastic and skilled marketing executives who can get their foot in the door as skilled marketers. Marketing executives plan and implement activities such as product promotion, marketing analytics, or researching new marketing opportunities. They are well-acquainted with the proper ways of analyzing customers' requirements to help market products in the best possible way. Consequently, employers place a greater emphasis on hiring the best marketing talent considering the importance of marketing executives as a catalyst for growth. Hence, they need scientifically validated assessments to get data-driven insights while finding top talent. Mercer | Mettl’s aptitude test for marketing executives is one such tool to find and hire the most skilled marketing professionals.

SKILL LIBRARY

This Marketing Associate Assessment is a part of following Skills Libraries

Marketing Associate Competency Framework

Get a detailed look inside the test

Marketing Associate Competencies Under Scanner

Managing Work

Managing People

Cognitive Ability

Managing Self

Competencies:

Process Orientation

Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.

Ethical Propensity

Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.

Strategic Orientation

Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.

Change Management

Demonstrating an ability to communicate the need and the rationale for change and ensuring that all stakeholders are comfortable with it.

Execution Excellence

Demonstrating an ability to set high standards for quality results and display strong will to consistently achieve extraordinary goals.

Planning and Organizing

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.

Competencies:

Effective Communication

Demonstrating an ability to put across one's thoughts and ideas clearly and succinctly using appropriate forms of communication.

Networking

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.

Service Orientation

Demonstrating an ability to ensure excellent service to internal as well as external members and constantly raising the bar of the service experience that they enjoy.

Negotiation and Influencing

Demonstrating an ability to effectively convince and compromise with others to achieve end results.

Team Management

Demonstrating an ability to develop cooperation while working in a group, working toward solutions which generally benefit everybody involved.

Competencies:

Critical Thinking

Demonstrating the ability to use rational thinking and critically assess the given information to identify assumptions, draw inferences and evaluate arguments.

Verbal Reasoning

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

Abstract Reasoning

Demonstrating the ability to analyse information, detect patterns and relationships, and solve complex and intangible problems and to perform well in a new/novel situation.

Competencies:

Creativity

Demonstrating an ability to think innovatively to improve processes, methods, systems, or services.

Taking Initiatives

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.

Stress Management

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in an effective manner.

Customize This Marketing Associate Assessment

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.

Add your own questions to the test

Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Marketing Associate Assessment Advantage

The Mercer | Mettl Edge
  • Industry Leading 24/7 Support
  • State of the art examination platform
  • Inbuilt Cutting Edge AI-Driven Proctoring
  • Simulators designed by developers
  • Tests Tailored to Your business needs
  • Support for 20+ Languages in 80+ Countries Globally

Marketing Associate Assessment Can Be Setup in 4 Steps

Step 1: Add test

Add this test your tests

Step 2: Share link

Share test link from your tests

Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

Our Customers Vouch for Our Quality and Service

Frequently Asked Questions (FAQs)

Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:
 
 The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
 
 Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
 
 The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.   

Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role.  Please write to us and we would be glad to assist.

We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context.  Please write to us for such a request and we would be glad to work out a solution for you.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.