Hire the Right Fit Sales Manager to Enhance B2B Sales of Your Organization

Use Mettl B2B Sales Potential Assessment (Experienced level- Arabic) for hiring and recruitment:

To form a strong team of focussed sales executives, who can unleash their potentials to maximize business performance, a sales manager must be capable enough to direct, lead, mentor, and motivate them. He/she is responsible for hiring the best talent and holds an accountability of their performance.

Mettl B2B Sales Potential Assessment (Experienced level) has been designed for the employers to gauge the sales management skills of a candidate and his/her focus on the actions that are necessary for increasing the sales and success of a business. The test can be used across industries for hiring experienced level candidates. 

Benefits of using Mettl B2B Sales Potential Assessment (Entry level): 

  1. You will get a perfect match between the talent you asked for and the talent that you are supplied with.
  2. All the major skills that will help you get a better understanding and holistic picture of a candidate’s knowledge and potential are tested in the assessment.  
  3. The skill gap analysis will help you in identifying the gaps that need to be filled in order to develop high potential sales managers in your organization.
  4. You can employ the ‘right fit’ sales candidates for your organization and improve the talent of existing employees. Your unique business requirements to enhance the B2B sales will also be taken care of with customized solutions.
  5. You will get a roadmap through validated and quantitative processes for identifying the skills and attributes that your existing salespersons are required to develop, for optimizing the sales performance of the organization.
  6. You can escalate your sales revenue by receiving validated insights for developing your sales talent strategies and improving business performance.


Key profiles that the test can be useful for:

  • Sales Managers/Assistant Sales Managers
  • Regional/Area Sales Managers
  • Territory Managers
  • Relationship and Key Account Managers
  • Senior Sales Engineers in IT/ITES/Manufacturing


Test description:

The test consists of 134 items that follow the competency-based approach for evaluating the sales potential of a candidate, along with his/her key motivators for various B2B businesses, sales knowledge, and customer centricity required to perform well on the job. Employers can also measure the organizational and role fitment of candidates by gauging their personality traits. 5 competencies and 21 sub-competencies used in this test to identify the personality traits are:   

  • Self-management (self-confidence, self-control, achievement orientation, stress resiliency, and learning agility).
  • Management of sales process (information seeking, process planning and execution, result orientation, taking initiatives, and perseverance).
  • Management of customer relationship (networking with people, empathy, influencing others, and customer service orientation),
  • Leadership Skills (team management, consultative problem solving, negotiation and persuasion skills, leading by example, and decision-making skills).
  • Business Acumen (market awareness, strategic alignment, brand building),

The table below provides the details of how Mettl Personality Inventory has been standardized in the industry:

Reliability score

Cronbach's alpha .88

Validity score

This score ranges from .86 to .90 for different norm groups

Theoretical basis

The Big 5 Theory of Personality


Test details:

Number of sections


Number of questions


Test duration

80 minutes

Test language



NOTE: If required, the test can be provided in other languages as well. Please connect with us at contact@mettl.com for any such requirement.


Section details:

Mettl B2B Sales Knowledge Test

Assesses the functional understanding of a candidate about the B2B sales process, using real-life situation judgement questions.

Mettl Personality Inventory

Assesses the behavioural sales competencies of a candidate. It is based on the Big Five Model of Personality.

Mettl Abstract Reasoning Test

Assesses a candidate’s ability to strategically derive solutions for different problems by logically evaluating them. It is based on the item response theory (IRT).

Mettl B2B Customer Focus Test

Assesses the ability of a candidate to handle customers, using situation judgement questions.

Mettl Motivation Inventory

Assesses the significant career motivators that drive a candidate to succeed in his/her job role.

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

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 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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