To build a top-performing sales team you need senior sales personnels who are able to coach, motivate, and recruit salespeople while holding them accountable for performing well. To make sure your sales managers focus on the actions and skills, significantly making difference in your organization’s sales success, Mettl B2B Sales Potential Assessment (Experienced) addresses these key questions:
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Key profiles the test is useful for:
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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 B2B sales role and is based on Big Five Model of Personality.|
|Mettl B2B Sales Knowledge Test||Assesses the functional understanding of the B2B sales process through non-video based and real-life situation judgement questions.|
|Mettl B2B Customer Focus Test||Measures the person's ability to handle customers through non-video based situational judgement questions.|
|Mettl Motivation Inventory||Measures the person's key career motivators that drive his/her success in the role.|
|Mettl Abstract Reasoning Test||Assess the ability of an individual to identify patterns by analyzing things to measure person's lateral thinking ability and clarity of thoughts to recognize the underlying logical rule to arrive at solutions.|
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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Related TagsB2B Sales