The Mettl Store/Mall/Restaurant Manager Assessment helps you identify candidates who are competent enough to help you achieve good metrics in your retail stores. The assessment has been designed to evaluate a candidate's managerial/supervisory skills with respect to delegating tasks and communicate priorities well, keeping staff well informed, managing team conflicts, coaching and motivating them as well as making decisions in a calm and rational manner so as to represent your company in a positive light to the public. In addition, the assessment can also judge a candidate's cognitive abilities to learn quickly, handle large amounts of information efficiently and to make quick decisions using complex information. Apart from retail management skills, such candidate’s can also be required to possess an array of personal attributes that treat customers with high esteem, which are effectively captured here.
It has the following applications:
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Duration : 45 minutes
Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality
The assessment includes
With a competency based approach to measuring managerial potential, this assessment measures five major competencies critical to managerial effectiveness in an organization:
|Organizational Skills||Personal Attributes|
|1. Customer Service Orientation||1. Trustworthy|
|2. Process Orientation||2. Awareness of cultural processes|
|3. Time Management||3. Flexibility|
|5. Team Player|
|6. Stress Management|
|1. People Management|
|2. Problem Solving and Decision Making|
|3. Interpersonal Skills|
|4. Strategic Ability|
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.
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.
Is it possible to map an organization's competency framework to your assessments?
We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How are norms formed for any specific psychometric test?
The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. 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. This should be preferably done under supervision of qualified professionals only.
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