A sales person is said to be driver of an organization, and managing teams of such people is a crucial process. For an excellent performing sales team, organizations need to have an efficient sales manager to coach, motivate, and recruit salespeople while holding them accountable for performing well. The candidate needs to have a perfect mix of a managerial skills, sales knowledge and behavior and cognitive competencies to make a significant impact in your organization.
Mettl Sales Manager Assessment helps you in screening and selection of the right sales manager who focuses on the actions and skills, significantly making a difference in your organization’s sales success. The test helps you assess candidates on 5 core competencies: self-management, managing the sales process, managing the customer relationship, business acumen and managerial Skills.
Organizations can use this test for screening and recruitment of candidates. The test is suitable for hiring experienced candidates with 5-8 years of work experience. This test helps in uncovering the gaps in sales management by hiring the ‘Right’ sales talent. It also aids in optimizing the sales performance through 'Development Needs Analysis'.
|Number of sections||5|
|Number of questions||152|
|Test duration||95 minutes|
NOTE: If required, the test can be provided in other languages as well. Please connect with us at firstname.lastname@example.org for any such requirement
|Mettl Personality Profiler||Assesses the candidate's behavioral competencies required for a customer care representative role and is based on Big Five Model of Personality.|
|Critical Thinking||Assesses the ability of a candidate to solve various problems and the effectiveness of the opposing argument to test the validity of the proposition.|
|Customer Focus Test||Assess the ability of an individual to understand and serve customers effectively.|
|Sales Knowledge Test||Assess the knowledge about sales processes and capture essential selling skills.|
|Affective Communication Test||Assess the ability to convey the information in a clear and concise manner.|
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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