Real Estate is one of the most lucrative industries of present times. There has been a remarkable increase in the likelihood of property being a primary means of investment. The majority of real estate companies and realtors have rightfully been cashing in on this trend which is evident in the steadily mushrooming commercial and housing property. This makes it imperative that the personnel hired for carrying out sales transaction are not only well versed in the tricks of the trade but also capable of ensuring maximum customer satisfaction.
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Mettl Real Estate Sales Executive Assessment is one such tool that has been created for the expert purpose of evaluating and qualifying contenders for the specific profile of a real estate sales executive. Mettl’s assessment addresses some of the key questions that arise in terms of hiring such personnel such as:
Mettl Real Estate Sales Executive Assessment fits you best if you are looking to:-
Duration : 60 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
The assessment includes:-
· Mettl Real Estate Sales Knowledge Test- Assesses the functional understanding of the B2C sales process through real-life situation judgement questions
· Mettl Personality Inventory- Assesses the person's behavioral sales competencies and is based on Big Five Model of Personality
· Mettl 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 the person’s 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 14 sub-competencies, which are -
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.
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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