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Core Corporate Functions>Sales>Mettl Channel Sales Executive Assessment

Measure key channel sales manager skills with this channel sales executive test

Channel sales manager test helps select candidates who have the right combination of professional skills that you are looking for. It significantly improves channel sales recruitment by holistically assessing candidates’ leadership qualities, sales aptitude and interpersonal skills.

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Inside This Assessment

A channel salesperson requires specific skills to indulge in extensive networking, planning and collaboration. Moreover, channel sales personnel need to be prompt and proactive to connect with relevant stakeholders and channel partners successfully. Dealing with channel partners from time to time, presenting and positioning of the product and enabling them to sell the same in an effective manner requires a specific blend of personality traits and aptitude skills. And Mercer | Mettl’s Channel Sales Manager Skills Test is crafted to identify those traits and skills.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Personal Attributes

Work Orientation

Interpersonal Skills

Sale Aptitude

Competencies:

Accountability

Demonstrating an ability to take responsibility for one's actions and decisions. Ensuring all commitments are met on time, without passing on the blame to others.

Resilience

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.

Learning Agility

Demonstrating an ability to learn new skills and having an appreciation for selling multiple offerings with varied features. It also refers to one's ability and willingness to learn new skills and effectively modify one's knowledge basis the availability of new information.

Self Confidence

Demonstrating a feeling of trust in one's abilities, qualities, and judgement.

Competencies:

Following Work Procedures

Following standard and new selling methodologies in accordance with the changing organization and buyer needs.

Planning & Organizing

Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency, it indicates how well one is able to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so.

Drive for Results

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Competencies:

Collaboration

Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.

Influence

Demonstrating an ability to effectively convince and compromise with others to achieve end results.

Establish Trust

Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.

Customer Service Orientation

Demonstrating an ability to probe and gain deep insights about the customer's' stated and unstated needs in order to be able to provide them with the most optimal solution in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationship.

Networking

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.

Competencies:

Analytical Ability

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.

Numerical Ability

Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.

Problem Solving

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.

Verbal Ability

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

Customize This Test

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

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Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

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Simple Setup in 4 Steps

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

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.   

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.

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.

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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.