Assess Knowledge in Field Sales Using the Field Sales Executive Assessment
Mercer| Mettl's field sales executive assessment is a psychometric tool that can help determine whether candidates' capabilities and skills match the skill requirements for field sales roles. In addition, it enables employers to identify candidates with the right personality traits to excel in such positions.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Scores Reported
English
Inside This Field Sales Executive Assessment
The role of a field salesperson is a highly client-facing one, involving frequent traveling rounds to hold meetings with potential and long-term customers. This role would require managing accounts, handling customer relationships, and maintaining a confident image as an accountable and approachable representative of the organization and its products and services.
SKILL LIBRARY
This Field Sales Executive Assessment is a part of following Skills Libraries
Field Sales Executive Competency Framework
Get a detailed look inside the test
Field Sales Executive Assessment Competencies Under Scanner
Competencies:
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Resilience
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Self Confidence
Demonstrating the ability to develop and maintain inner strength based on desire to succeed; a person’s belief that he or she possesses the capabilities to succeed.
Customize This Field Sales Executive Assessment
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
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add your own questions to the test
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Request a tailor-made test
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Field Sales Executive Assessment Advantage
Our Customers Vouch for Our Quality and Service
The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to i
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Sweta Mishra
Director HR, IVP
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As the value chain of the education systems continues to get disrupted by new technologies, Mercer | Mettl is at a sweet spot in testing. I believe it is going to play an important role in the future of the education space.
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P D Jose
Chair Digital Learning, MOOCs Initiative & Strategy at IIMB
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The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
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Sonal Kapur Sinha
Head HR, Modern Foods
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Mercer | Mettl''s platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from
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Saranya Mukherjee
Lead, Early Career Development Campus & Employer Branding
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The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete
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Anson Mathews
Organization Development Manager, Averda
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With Mercer | Mettl, we have probably experienced the best customer service from any tech company. It has two exceptional things - its software and the more important product, its staff, which is truly an asset.
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Dr. Fuad Said
MD, Internal Medicine, Jordan Hospital
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In Mercer | Mettl, we found a good combination of three core attributes that we sought in our talent assessment partnership. Its proctoring feature was brilliant, and a particular facet that stood out was the platforms flexibility in working for spec
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Mahesh Calavai
Chief Data & Analytics Officer, TVS Motor Group
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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.
