Consider what can the impact of increased sales and margins per sales representative/ personnel with more repeat customers, do for your organization! With the dynamically increasing customers' needs and demand for genuine value, sales leaders are increasingly saying "it's tough penetrating the market". The Mettl B2C Sales Potential Assessment directly measures sales and business development skills and attributes, and examines the factors that affect sales performance optimization. It addresses your key questions including
Are you looking for a customized version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
Hiring the 'Right' Sales Talent and Improving the Existing Sales Talent: Mettl Sales Potential Assessment combines a detailed understanding of B2C Sales hiring process and the special skill sets, proven to predict sales hiring success 90% of the time. Mettl also provides customized solutions to meet your unique business requirements in B2C 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 the Mettl B2C Sales Potential Assessment, you can develop and initiate appropriate sales talent strategies to drive revenue, sales and business performance – creating a genuine competitive advantage.
Number of Sections
Number of Questions
NOTE: If required, the test can be offered in other languages as well. Please connect with us at firstname.lastname@example.org for any such requirement.
|Mettl Personality Profiler||Assesses the candidate's behavioral competencies required for a leadership role and is based on Big Five Model of Personality.|
|Mettl B2C Sales Knowledge Test||Assesses the functional understanding of the B2C sales process through non-video based and real-life situation judgement questions.|
|Mettl B2C 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.|
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
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.
Is it possible to map an organization's competency framework to your assessments?
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.
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 have norms been decided for MPP?
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.
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 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.
Add this test to your tests
Share test link from your tests
Candidate take the tests
You get their tests report
Note You will be charged only at step 3. i.e. only when candidate start the test.