Measure B2B Sales Skills With This Ready-to-use Sales Potential Assessment
Mercer | Mettl’s sales potential assessment is a tool to assess experienced sales professionals. It helps measure crucial attributes necessary to succeed in a sales profile. Moreover, the test helps identify candidates who have the potential to lead, manage and improve existing sales teams.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Scores Reported
English
Inside This Assessment
To build a top-performing sales team you need senior sales professionals who are able to coach, motivate, and recruit salespeople while holding them accountable for performing well. It is even more important that they have the right sales skills to thrive in the role. Mercer | Mettl’s B2B Sales Potential Assessment helps measure all of that and more.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Sales Potential Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Result Orientation
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Process Planning and Execution
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Taking Initiatives
Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Information Seeking
Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.
Effective Communication
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
Perseverance
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
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Frequently Asked Questions (FAQs)
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
