Recruiting candidates that have just the right combination of hard and soft skills is essential to every industry. However, sourcing these candidates is no mean feat. The traditional recruitment processes are based on a trial and error method, and there is an equal chance of ending up with bad outcomes on poor hiring decisions. Bad hires could be detrimental to businesses. Psychometric testing can solve significant hiring related issues. These tests are an unbiased, objective way to assess applicants' cognitive, personality, and behavioral skills.
Similarly, the test results provide insights into the candidate's skill levels, abilities, motivating factors, and behavioral traits, enabling employers to select the best person for an organization's role. And when it comes to selecting applicants for sales roles, it is essential to assess certain traits, soft skills, communication skills, and a few other attributes that are imperatively needed in sales. Since this role involves lots of effective interpersonal interactions and communication skills, it makes the most sense to administer a psychometric test for sales recruitment to select candidates who will perform better in a sales job than their peers.
Importance of Sales Psychometric Tests in The Hiring Process
There are some specific personality characteristics that hiring managers seek in sales professionals. Being competitive, proactive, and self-motivated and having excellent rapport building skills are typical requirements to thrive in sales and marketing.
By conducting a psychometric test for sales and marketing, employers can evaluate the applicants' skills for the sales executive openings. Based on the test results, the employers can quickly determine which candidates to select for the next interview round. Therefore, the sales psychometric assessment enables the HR staff and hiring managers to dedicate their time and effort to hire applicants who are most likely to excel in their role.
Psychometric tests for sales executives involve situational judgment assessment, aptitude test, and personality profiling that offer valuable insights into the job aspirant's skills, knowledge, and behavioral traits. Backed by this substantial insight, employers can easily make the right hiring decision. The right balance between the candidate’s skills and job requirements is critical to maximizing productivity and ensures organizational growth and high employee engagement.
Applications of Psychometric Tests for Sales Recruitment
The psychometric test for salespeople comprises a well-thought-out questionnaire that reveals crucial insights about the candidate's traits and skills. By interpreting the test results, employers can make unbiased and accurate hiring decisions that favor both organization and candidates. Such crucial information is hard to retrieve and assess via conventional recruitment methods.
The psychometric test for sales jobs proves immensely beneficial during campus hiring drives, which involves addressing a vast number of candidates. Conducting a sales psychometric test can help filter out unsuitable candidates right at the very beginning so that employers can channelize their efforts on desirable candidates.
Similarly, these sales psychometric assessments are easily applicable for carrying out lateral hiring for various open sales positions. Businesses can also employ these psychometric testing tools to streamline their training and development processes to improve sales teams’ performance.
Are you looking for a customised 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.
Why should you use Mercer| Mettl's sales psychometric assessments?
With an emerging dominance of remote sales in both B2B & B2C industries and tech and SaaS platforms, getting in touch with customers located across geographical boundaries requires the salesperson to be highly knowledgeable and highly skilled in business communication.
Selling products/services over telephone or email can require a candidate to blend the right personality traits and aptitude skills that can aid him/her in being adept at prompt responding over various modes of telecommunication and establishing rapport with customers effectively to make successful closures.
The Mettl psychometric test for sales executives is specially crafted to identify the behavioral and cognitive capabilities that match the skills needed for inside sales professionals/executives/assistants. The competencies assessed through the assessment have been chosen from the Mettl sales profiler, which is the outcome of extensive research on sales hiring. The study provides an in-depth understanding of the sales role's complexity regarding the offering, process, and buyer and environment sophistication. The interplay of these factors can provide the right set of competencies to build a winning sales team, further classified into personal attributes, work orientation, interpersonal skills, and sales aptitude.
Key profiles the sales psychometric test can be used for:
Number of Sections
Number of Questions
NOTE: If required, the test can be offered in other languages as well. Please connect with us at firstname.lastname@example.org for any such requirement.
Mettl Personality Profiler
Assesses the candidate's behavioral competencies required for a sales role and is based on the Big Five Model of Personality
|Situational Judgement Test||
Assesses the functional understanding of a sales role through real-life situational judgment questions.
Assesses the candidate’s reasoning abilities.
What if an individual takes a test in a socially appropriate manner or manipulates the responses?
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.
Can we identify the adequate levels of behaviors needed for a particular role in an organization?
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.
Aspirants who apply for jobs in my organization have varying levels of ability. Will your assessment still rate them adequately?
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.
Is it feasible to map an organization's competency framework to your assessments?
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.
How do we identify the thresholds for the competency levels for a norm group?
The proficiency levels(thresholds)are based on the normal probability distribution for a specific norm group.
How have norms been determined for MPP?
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.
What if the reports produced for the psychometric assessments vary from the person's actual attitude, behavior, or aptitude?
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.
What is a sales aptitude test?
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.
How to pass a sales assessment test?
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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