Contact usLogin
Industry Specific Roles>Retail Assessments>Mettl FMCG Sales Executive Assessment

Assess candidates for job fit using the psychometric test for FMCG sales executives

FMCG sales executive assessment enables organizations to conduct an in-depth evaluation of candidates for FMCG sales jobs. It is a reliable and valid tool to holistically measure the FMCG sales competencies and hire the most competent professionals. 

Trusted By:

Inside This Assessment

Consider the impact of increased sales and margins per sales representative/ personnel with more repeat customers for your organization! With the dynamically growing customers' needs and demand for genuine value, sales leaders are increasingly saying, ""it's tough penetrating in the market"".  That is perhaps why many organizations seek to fill their recruiting funnel with as many talented candidates as possible. They are geared towards hiring skilled salespeople and setting employees up for success in their sales roles. And that is where Mercer| Mettl‘s FMCG sales executive assessment comes in handy. It is a tool used to directly measure sales and business development skills and attributes and examine the factors that affect sales performance optimization. 

In addition, this flagship test from Mercer| Mettl's psychometric inventory addresses employers’ key questions, including:
How well does the potential candidate 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 such as needs assessments, suggestive selling, and customer service?
How can our sales team become our competitive advantage that drives customer loyalty?
Mercer| Mettl‘s FMCG sales executive assessment has the following applications:
Hiring the 'Right' Sales Talent and Improving the Existing Sales Talent:  Mercer| Mettl’s FMCG sales executive assessment combines a detailed understanding of the FMCG sales hiring process and the particular skill sets, proven to predict sales hiring success 90% of the time. Mercer|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 Mercer| Mettl’s 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 used for:

  • FMCG Sales Executive/ Sales Representative
  • Business Development Executive
  • Sales Apprentice
  • Assistant Sales Manager
  • Area Sales Coordinator


This Assessment is a part of following Skills Libraries

FMCG Sales Competency Framework

Get a detailed look inside the test

Competency Under Scanner

FMCG Sales



Demonstrating a tendency to be satisfied with work that paves way for personal growth and development. It involves the desire to maximize one's skills and abilities whenever possible.


Demonstrating a tendency to work enthusiastically at tasks which demand skill and talent. It involves the desire to achieve excellence and perfection at work.


Demonstrating a tendency to be more efficient when work involves decision making and taking up responsibility for people and resources.

Competition and Challenge

Demonstrating a tendency to be motivated to work harder when given opportunities to compete with others. It involves the desire to prove oneself as the best at doing a task.

Money and Incentives

Demonstrating a tendency to consider materialistic gains as a motivator to work. It involves the tendency to not shirk from mundane tasks, if they are attached to monetary benefits.

Security and Stability

Demonstrating a tendency to prefer a permanent and reliable job position. It involves the need to feel safe knowing that one can count on one's job for social and financial security.

Recognition and Appreciation

Demonstrating a tendency to feel encouraged by public recognition and acknowledgement for work done. It involves the tendency to seek approval from various sources at the workplace.

Affiliation and Social Contact

Demonstrating a tendency to be more interested in work that requires one to be connected with other individuals of a group and interacting with people at the workplace.

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.

The Mercer | Mettl Advantage

The Mercer | Mettl Edge
  • Industry Leading 24/7 Support
  • State of the art examination platform
  • Inbuilt Cutting Edge AI-Driven Proctoring
  • Simulators designed by developers
  • Tests Tailored to Your business needs
  • Support for 20+ Languages in 80+ Countries Globally

Simple Setup in 4 Steps

Step 1: Add test

Add this test your tests

Step 2: Share link

Share test link from your tests

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

Frequently Asked Questions (FAQs)

Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:
 The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
 Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
 The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.   

Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context.  Please write to us for such a request and we would be glad to work out a solution for you.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. 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. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.

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.

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.