Online Psychometric Assessment for FMCG Sales Executive - Pick the right skill and Cultural Fit when hiring for Sales jobs in FMCG

Consider what can the impact of increased sales and margins per sales representative/ personnel with more repeat customers, do for your organization! With the dynamically increasing customers' needs and demand for genuine value, sales leaders are increasingly saying "it's tough penetrating in the market". Mettl FMCG Sales Executive Assessment directly measures sales and business development skills and attributes, and examines the factors that affect sales performance optimization. Our flagship tests from Mettl's Psychometric Inventory address your key questions including
 
  • How well does the candidate we are hiring know the current and emerging best practices associated with business-to-consumer selling?

  • Does our team consistently apply those practices?

  • How are we addressing the performance gaps of our frontline sales personnel in critical areas like needs assessments, suggestive selling, and customer service?

  • How can our sales team become our competitive advantage that drives customer loyalty?


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Used for:

  • Hiring the 'Right' Sales Talent and Improving the Existing Sales Talent:  Mettl FMCG Sales Executive Assessment combines a detailed understanding of FMCG Sales hiring process and the special skill sets, proven to predict sales hiring success 90% of the time. Mettl also provides customized solutions to meet your unique business requirements in FMCG Sales.

  • Optimizing Sales Performance through 'development needs analysis': Our quantitative and validated process analyzes your salespeople, detailing each individual’s potential to become a top performer. We provide a roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve top sales success.

  • Increasing Sales Revenue: Armed with validated insights using Mettl Assessment, you can develop and initiate appropriate sales talent strategies to drive revenue, sales and business performance – creating a genuine competitive advantage.

 

Key profiles the test is useful for:

  •     FMCG Sales Executive/ Sales Representative

  •     Business Development Executive

  •     Sales Apprentice

  •     Assistant Sales Manager

  •     Area Sales Coordinator

 

Test Details:

Duration : 55 minutes

Reliability score : Cronbach's alpha .88

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

Theoretical basis : The Big 5 Theory of Personality

 

Test descriptions :

The assessment includes

  • Mettl FMCG Sales Knowledge Test- Assesses the functional understanding of the  FMCG sales process through video based and real-life situational judgement questions

  • Mettl Personality Inventory- Assesses the person's behavioral sales competencies and is based on Big Five Model of Personality

  • Mettl FMCG Customer Focus Test- Measures the person's ability to handle customers through situation judgement questions.

  • Mettl Motivation Inventory- Measures the person's key career motivators that drive his/her success in the role.

With a competency based approach to measuring sales potential, the assessment measures a person's sales knowledge, customer centricity, his/her key motivators and identifies his/her fitment based on their personality traits. The personality traits are measured through 4 competencies and 19 sub-competencies, which are -

  • Success Determinants in the Sales Process (Empathy, Ego Drive, Ego Strength, Service Motivation)
  • Managing the sales process (Result orientation, Taking initiatives, Information seeking, Perseverance, Process Orientation),
  • Managing the customer relationship (Impact and Influence, Understanding customers’ needs, Customer service orientation)
  • Self-management (Self-control, Self-confidence, Stress resiliency, Achievement Orientation, Learning Agility, Taking Accountability, Effective communication).

Our quantitative and validated process analyzes your people, detailing each individual’s potential to become a top performer. Using this insight, we provide a practical roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve business development success.


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.


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Candidate take the tests

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Note You will be charged only at step 3. i.e. only when candidate start the test.



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