Sales Manager Assessment to Evaluate Sales Manager Skills
Sales manager assessment is particularly designed to measure sales manager core competencies in candidates and ensure that you hire a sales manager who adds value to your company. Find the perfect candidates using psychometric test for assessing sales manager skills.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Test Duration
95 minutes
Total Questions
152
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s sales manager assessment helps you screen and hire sales managers who have the ability to make a difference in your organization’s sales success. The test helps you assess candidates for five sales manager core competencies: self-management, managing the sales process, managing the customer relationship, business acumen and leadership skills.
Key profiles the test is useful for:
- Sales Manager
- Regional/ Area Sales Managers
- Territory Sales Managers
- Relationship and Key Account Managers
Test Details:
Number of sections | 5 |
Number of questions | 152 |
Test duration | 95 minutes |
Test language | English |
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Sales Manager Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Result Orientation
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Process Planning and Execution
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Taking Initiatives
Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Information Seeking
Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.
Effective Communication
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
Perseverance
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
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
Our Customers Vouch for Our Quality and Service
Frequently Asked Questions (FAQs)
1. Is it possible to map an organization's competency framework to your assessments?
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.
2. 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.
3. 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.
4. 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.
5. How are norms derived for any specific psychometric test?
The insights generated across industries and verticals of multiple organizations is periodically updated in the Mercer | Mettl database. We always ensure that newly added data gets incorporated while preparing the reports.
6. 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.
7. What is a sales assessment test?
The sales assessment test is an essential tool for employers to assess candidates’ personality traits and professional skills. Employers analyze three crucial aspects through this tool, namely personality profile, sales skills and technical skills.
8. What is the use of a psychometric test for sales recruitment?
Psychometric tests for sales recruitment evaluate candidates’ abilities through verbal and numerical ability tests, ensuring that the candidate’s knowledge and skills are up-to-date. It also does sales and personality profiling of applicants to uncover hidden personality and character traits that are otherwise hard to identify.
9. What are the different types of sales management jobs?
Listed below are the five most popular types of sales management jobs:
Outside sales
Inside sales
Hybrid sales
Sales support
Consultative sales
10. What is expected of a sales manager?
Being a phenomenal salesman would seem imperative for a sales manager, but in reality, supervising the entire sales function, including the sales department, demand skills beyond being exceptional at selling.
From interaction to problem-solving to motivation and more, being a great sales manager involves the right combination of talent and hard work to build a stellar sales team. Given below are the skills and traits it takes to become a remarkable sales manager:
The ability to communicate with team members
Inspires and motivates the sales team
Leads and manages the sales team, the sales function and the day-to-day affairs of sales operations
Engages the team and promotes the productivity culture
Resilient and resourceful enough to inspire the team to perform well in times of despair
Promotes a positive work culture
Fosters skills development to make the work environment positive and keep team members engaged
Acts with fairness, kindness and looks after the personal and professional well-being of each team member
Sets realistic and reasonable goals and inspires others to achieve them
Recruits and hires talented sales performers
11. What qualities make a good sales manager?
There are a few essential traits that, if nurtured properly, can help sales managers in performing their tasks more efficiently. Listed below are some distinguishing qualities every sales manager needs to imbibe if they want to become a better leader.
Empathy
Forecasting skills
Having gravitas
Good listening skills
Ability to inspire others
Emotional intelligence
Understands the needs of teams
Adaptable