Hire the right sales talent for B2B sales and optimize sales performance

Everyone knows that sales environment is dynamic and it’s changing rapidly. Selling is becoming more complex as customers seek deeper understanding of their business issues and demand genuine value. So, the sales personnel ought to have a right mix of desired personality traits and skills for business success. Mettl B2B Sales Potential Assessment directly measures sales and business development skills and attributes, and examines the factors that affect sales performance optimization. This assessment addresses your key questions including

  • Could any of your salespeople be performing multiple times better?
  • Is your sales team able to penetrate key accounts as deeply as possible?
  • Which of your salespeople has the potential to become a top performer?
  • What weaknesses are holding your team back from reaching their full potential?
  • Do you have the right people in the right sales roles?
  • What is the current state of your team’s skills, and what will it take to bring their skills and capabilities to a higher level?

Top Clients


Use for 

  • Hiring the 'Right' Sales Talent and Improving the Existing Sales Talent:  Mettl Sales Potential Assessment combines a detailed understanding of B2B Sales hiring process and the special skill sets , proven to predict sales hiring success 90% of the time. Mettl also provides customized solution to meet your unique business requirements in B2B Sales.
  • Optimizing Sales Performance through 'development needs analysis': Our quantitative and validated process analyzes your salespeople, detailing each individual’s potential to become a top performer. We provide a roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve top sales success.
  • Increasing Sales Revenue: Armed with validated insights using Mettl B2B Sales Potential Assessment, you can develop and initiate appropriate sales talent strategies to drive revenue, sales and business performance – creating a genuine competitive advantage.

Key profiles the test is useful for:

  • Sales Executive/ Sales Representative
  • Business Development Executive
  • Sales Apprentice
  • Assistant Sales Manager
  • Assistant Business Development Manager
  • Sales Engineer in IT/ ITES/ Manufacturing

 

Test Details:

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

 

Test description 

The assessment includes

  • Mettl B2B Sales Knowledge Test- Assesses the functional understanding of the B2B sales process through video based and real-life situation judgement questions
  • Mettl Personality Inventory- Assesses the person's behavioral sales competencies and is based on Big Five Model of Personality
  • Mettl B2B Customer Focus Test- Measures the person's ability to handle customers through video-based situational judgement questions
  • Mettl Motivation Inventory- Measures the person's key career motivators that drive his/her success in the role.

With a competency based approach to measuring sales potential, the assessment measures a person's sales knowledge, customer centricity, his/her key motivators for different businesses (B2B) and identifies his/her fitment based on their personality traits. The personality traits are measured through 3 competencies and 11 sub-competencies, which are -

  • Managing the sales process (result orientation, taking initiatives, information seeking, problem solving),
  • Managing the customer relationship (empathy, networking with people, influencing others, customer service orientation) and
  • Self-management (self-control, self-confidence, stress resiliency).

Our quantitative and validated process analyzes your people, detailing each individual’s potential to become a top performer. Using this insight, we provide a practical roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve business development success.


Answer to common queries:

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.


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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