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.
Ready to use
Psychometric,Aptitude
English Global, English Indonesia, English UAE, English India, Spanish, Arabic
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
Sales Potential Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Managing the Sales Process
Self-Management
Managing the Client Relationship
Business-Acumen
Leadership-Skills
Competencies:
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
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.
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.
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.
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
Competencies:
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Demonstrating an ability to set high standards for self and the team and having the drive to achieve excellence.
Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.
Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.
Demonstrating an ability to change and innovate to sure the organization stays relevant and current with changing times.
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.
Competencies:
Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating a tendency to effectively convince other people of one's point of view by being assertive and firm.
Demonstrating an ability to ensure that customer requirements are fulfilled in an efficient manner such that it leads to customer delight and further opportunities to grow and develop the customer relationship.
Competencies:
Demonstrating a deep understanding of the organization's line of business, the competitive landscape and an ability to effectively position the organization's USP so as to win over customers.
Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.
Demonstrating an ability to maintain brand's image by communicating positively with customers, media and other outlets.
Competencies:
The ability to support and promote an environment that holds opportunities for all, regardless of race, gender, culture, and age.
Demonstrating an ability to identify and resolve problems by gathering relevant information by consulting people and working towards identifying the best possible solution.
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating an ability to lead a group of people by consistently motivating and inspiring them, and assisting them wherever necessary.
Demonstrating an ability to develop cooperation and teamwork while working in a group, working toward solutions which generally benefit everybody involved.
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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?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
2. Can you map an organization's competency framework to your assessments?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. How do we determine the thresholds for the proficiency levels for a norm group?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
4. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
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.
