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Core Corporate Functions>Sales>Inside Sales>Mettl Inside Sales Executive Assessment

Sales Psychometric Test to Assess Sales Executives' Aptitude and Skills

Sales psychometric test evaluates candidates’ interpersonal skills, work orientation, analytical ability and how well they can negotiate deals and influence prospects. Using this sales psychometric assessment ensures better hires who are best suited for sales profiles.

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Inside This Assessment

Recruiting candidates that have just the right combination of hard and soft skills is essential to every industry. However, screening these candidates to fit sales and marketing profiles is a vital stage demanding specific tools and processes. And one such process is that of a sales psychometric test.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Sales Executive Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Sales Aptitude
Personal Attributes
Interpersonal Skills
Work Orientation

Competencies:

Problem Solving

Demonstrating an ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.

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.

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

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.

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Simple Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

Our Customers Vouch for Our Quality and Service

Shirish Awasthi
Mayank Jain
Ms. Lily Lopez-McGee
Arpan Anand
Sanjeev Phatak
Raphael Beuthner
Farasat Khan

Mercer | Mettl''s solutions brought various unprecedented insights into our technical hiring process. It was complemented by reduced friction and enhanced ease and agility. With one of the most advanced and extensive lists of questions and world-cla

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Shirish Awasthi

Shirish Awasthi

Talent Acquisition, Coforge Ltd.

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We had an extremely pleasant experience working with Mercer | Mettl. Thanks to Mercer | Mettl we were able to ensure contuinity in examination. I dont think we could have offered our exams any other way.

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Mayank Jain

Mayank Jain

Manager, Vidyamandir Classes

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Mercer | Mettl was a perfect fit for our fellowship examination as the platform was streamlined with our needs seamlessly. It met the requirement of providing a secure space to the test-takers, giving us the option to use browsing tolerance. It provi

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Ms. Lily Lopez-McGee

National Fellowship Director, Howard University

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Arpan Anand

CHRO, Aditya Infotech Limited (CP PLUS)

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Mercer | Mettl came across as one of the most robust platforms for AI-based proctoring. The team was accommodative, flexible and prompt. Mercer | Mettl''s team never gave ''no'' as an answer. The team was always upfront about the specifications and c

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Sanjeev Phatak

Director, Centre For Management Services, AIMA

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Now that we have used Mercer | Mettl, we will undoubtedly continue to use its platform for the rest of eternity because of our great experience.

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Raphael Beuthner

Raphael Beuthner

CIO, EBZ Business School, Germany

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Mercer | Mettl''s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We lo

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Farasat Khan

Farasat Khan

Head, Learning and Development, SRL Diagnostics

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Frequently Asked Questions (FAQs)

We take special steps to lessen the probability of candidates striving to portray themselves in a socially suitable manner at each stage of tool development. Listed below are some of the steps we take:
 
 1. The item format of the assessment – the ‘semantic differential’ format – was intentionally adopted to make it challenging for participants to presume the suitable response and ‘fake’ to enhance their test scores. The items are available in a format that prompts the candidate to thoughtfully think about his/her preferences and select between two identically ‘desirable’ statements.
 
 2. Before starting the assessment, the candidates are given information on the test format. They are required to respond to the items based on their first instinct and not to think too much about their responses. Accompanied by research emphasizing the importance of ‘instructional warnings,’ they are advised against impression management or faking and are informed that their test reports might be declared invalid if they present their responses dishonestly.
 
 3. The tool determines particular patterns of responses and specifies in the report if the individual has tried responding to the assessment in a suitable or socially appropriate manner. 

Yes, it is achievable for various job roles in your organization. We follow a scientifically valid method of identifying the norms suitable for each role. You can write to us, and we would be glad to assist.

We have taken special efforts to include a diverse and representative sample during the assessment development phase. That being said, every context might cater to a particular kind of individual. Mettl does include options to optimize the test content and grading for your context. You can enquire us about local validation and norms, and we would be pleased to take you through those steps.

Yes, it is possible. We can build customized assessments for your organization, considering your specific needs and accordingly specify the combination of behaviors that identify success in your organization’s context. You can write to us with such a request, and we would devise the most viable solution for your needs.

The proficiency levels(thresholds)are based on the normal probability distribution for a specific norm group.

The insights obtained from the sample utilized during the tool development phase have been used to decide various behaviors' norms. Moreover, the norms are reassessed periodically based on the latest data garnered to ensure that they provide the most relevant information about an applicant. Although, we can further ascertain the norms relevant to your organization through a validation exercise. You can write to us for more details.

Human behavior is a projection of several environmental and psychological factors. So, it's not advisable to interpret any psychometric report as a definitive predictor of a particular behavior type. So, these reports should be consolidated with various other sources of information and thoroughly validated before making professional decisions about the candidate.
 
 If you notice any discrepancy in the reports, which factually deviates from the individual's actual behavior, always refer to other physical, environmental, and psychological factors influencing that behavior. For the best combination of assessment tools for your specific needs (i.e., job/functional tests, psychometric assessments, behavioral interviews, etc.), please reach out to us. Our consultants would be happy to address your queries.

A sales aptitude test is a psychometric testing tool to help recruiters objectively find and hire salesforce with the inherent potential for long-term success.

From the candidate's perspective, sitting for a sales assessment test can be a different experience altogether. Before appearing for the final examination, aspirants should have done ample research beforehand and gathered important information about the interview process.
 
 From the moment they are being informed about the opportunity, candidates should make necessary preparations proactively. Online resources, such as practice tests, study guides, and test solving tips, are readily accessible nowadays.
 
 Moreover, aspirants can practice vocabulary, basic math, reading comprehension, and other topics as well. They need to understand what personality traits are required for sales positions. Aspirants must solve as many scenario-based challenges as possible. Most importantly, they should get the requisite 7-8 hours of sleep before the test.

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