Online Psychometric Test For Field Sales - Hire The Right Candidate With Field Sales Potential

The role of a field sales person is a highly client-facing one, involving frequent travelling rounds to hold meetings with potential and long-term customers. This would require managing accounts, handling customer relationships as well as maintaining a confident image as an accountable and approachable representative of the organization and its products and services.

The Mettl Field Sales Executive Assessment is specially crafted to identify the behavioural and cognitive capabilities that would help perform at the job optimally. This assessment will enable you to select the best candidates for the said role for your organization.

The competencies assessed through the assessment have been chosen from the Mettl Sales Profiler, which is the outcome of an extensive research on sales hiring. The research provides an in-depth understanding of the complexity of the sales role in terms of the Offering, Process and Buyer & Environment Sophistication. The interplay of these factors can help simplify sales hiring across industries by providing the right set of competencies to build a winning sales team, further classified into Personal Attributes, Work Orientation, Interpersonal Skills and Sales Aptitude.

Used for:

  • Recruitment and selection of a right candidate for an field sales profile
  • Identifying gaps and preparing your sales representatives / associates / executives
  • Talent maximization
  • Identifying areas of training and development

Key profiles the test can be used for:

  • Field Sales Professionals /Executives /Assistants
  • Field Sales Representatives
  • Entry Level Professionals in Field Sales

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Looking for a customized test?

Are you looking for a customized version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.


 

Test Details:

Number of Sections

2

Number of Questions

95

Test Duration

35 minutes

Test Language

English

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

 

Section Details:

 Mettl Personality Inventory

Assesses the candidate's behavioral competencies required for a sales role and is based on Big Five Model of Personality.

 Aptitude Test

Assesses the candidate’s reasoning abilities.

 


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
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-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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