Retail is one of the most dynamic industries of the present times. A Retail/In-Store Sales Specialist is a person who has a healthy blend of personality traits along with right aptitude skills to deal with high level of complexity required for the role. A retail sales associate assessment aims to identify the personality traits and cognitive abilities required to be successful as a retail salesperson.
Why is Mettl's In-Store/Retail Sales Specialist Assessment important?
The Mettl's In-Store/Retail Sales Specialist Assessment is specially crafted to identify the behavioural and cognitive capabilities that match the skills needed for this role. The competencies assessed through this assessment has been chosen from the Mettl Sales Profiler, which is the outcome of an extensive research on sales hiring. The research provides an in-depth understanding of the complexity of the sales role in terms of the Offering, Process and Buyer & Environment Sophistication. The interplay of these factors can provide the right set of competencies to build a winning sales team.
What does it measure?
This assessment measures the behavioral competencies and cognitive ability of a retail salesperson by classifying them into:
Personal Attributes: This includes competencies related to one’s own self such as Accountability, Resilience, Self-Confidence and Learning Agility.
Work Orientation: This includes competencies related to how one performs one’s tasks at work such as Following Work Procedures and Drive for Results.
Interpersonal Skills: This includes competencies related to one’s interaction with other people such as Customer Service Orientation and Influence.
Sales Aptitude: This includes evaluating the ability of a candidate to analyse the given information from different perspectives to solve problems. It also includes the ability to communicate effectively with customers.
Use Cases of Mettl's In-Store/Retail Sales Specialist Assessment:
Screening for a right candidate for an In-store sales profile
Identifying gaps and preparing your sales representatives/associates/executives
Identifying areas of training and development
Key profiles the test can be used for:
This test can be used for salespersons in retail stores of several speciality stores selling merchandise such as sports goods, auto parts, jewellery, consumer electronics and household appliances, books or cell phones. Speciality / Department stores often require the salesperson to have a good knowledge about the product being sold as well as be able to communicate with customers from premium backgrounds. It can be used for profiles such as -
Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
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NOTE: If required, the test can be offered in other languages as well. Please connect with us for any such requirement.
Mettl Personality Profiler
Assesses the candidate's behavioral competencies required for a sales role and is based on Big Five Model of Personality.
|Situational Judgement Test||
Assesses the functional understanding of a sales role through real-life situational judgment questions.
Assesses the candidate’s reasoning abilities.
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
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.
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 have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
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 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, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.
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