Sales Psychometric Test to Assess Sales Executives' Aptitude and Skills

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.