Hire the Right Fit Sales Talent for B2B Sales of Your Organization

Use Mettl B2B Sales Potential Assessment (Entry level- Arabic) for hiring and recruitment:

The dynamic nature of the sales environment leads to rapid changes, making it difficult for the salesperson to sell products/services to customers, who are now seeking a deeper understanding of their business problems and asking for the genuine value to be delivered. Such a situation requires a salesperson to have the right mix of personality traits and skills to make a business successful.      

Mettl B2B Sales Potential Assessment (Entry level) helps the employers in directly measuring the sales and business development skills of a candidate, his/her attributes, and enables a closer inspection of all the factors that can affect the sales performance optimization of an organization. The test can be used for hiring and screening candidates across industries for entry level B2B sales roles.



Benefits of using Mettl B2B Sales Potential Assessment (Entry level): 

  1. You will get a perfect match between the talent you asked for and the talent that you are supplied with.
  2. All the major skills that will help you get a better understanding and holistic picture of a candidate’s knowledge and potential are tested in the assessment.  
  3. You can employ the ‘right fit’ sales candidates for your organization and improve the talent of existing employees. Your unique business requirements to enhance the B2B sales will also be taken care of with customized solutions.
  4. You will get a roadmap through validated and quantitative processes for identifying the skills and attributes that your existing salespersons are required to develop, for optimizing the sales performance of the organization.
  5. You can escalate your sales revenue by receiving validated insights for developing your sales talent strategies and improving business performance.

 

Key profiles that the test can be useful for:

  • Sales Executives/Sales Representatives
  • Business Development Executives
  • Sales Apprentices
  • Assistant Sales Managers
  • Area Sales Coordinators
  • Key Account Managers

 

Test description:

The test comprises 109 items, which are based on the competency-based approach to gauge the sales potential, key motivators for various B2B businesses, sales knowledge, and customer centricity of a candidate. With its help, employers can even find a candidate’s fitment for the job role by measuring his/her personality traits. The test makes use of the following 3 competencies and 11 sub-competencies to evaluate the personality traits:

  • Management of customer relationship (influencing others, networking with people, customer service orientation, and empathy).
  • Self-management (stress resiliency, self-control, and self-confidence).
  • Management of sales process (problem-solving, result orientation, taking initiatives, and information seeking).

The table below provides the details of how Mettl Personality Inventory has been standardized in the industry:

Reliability score

Cronbach's alpha .88

Validity score

This score ranges from .86 to .90 for different norm groups

Theoretical basis

The Big 5 Theory of Personality

 

 

Test details:

Number of sections

4

Number of questions

109

Test duration

 60 minutes

Test language

Arabic

 

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

 

 

Section details:

Mettl B2B Sales Knowledge Test

Assesses the functional understanding of a candidate about the B2B sales process, using real-life situation judgement questions.

Mettl Personality Inventory

Assesses the behavioural sales competencies of a candidate. It is based on the Big Five Model of Personality.

Mettl Customer Focus Test

Assesses the ability of a candidate to handle customers, using situation judgement questions.

Mettl Motivation Inventory

Assesses the significant career motivators that drive a candidate to succeed in his/her job role.

 


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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