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Industry Specific Roles>Retail Assessments>Mettl Retail/In-Store Sales Specialist Assessment (Premium)

Assess Customer Service & Sales-Oriented Traits Using the Retail Asssociate Assessment

Retail associate assessment provides an in-depth understanding of the candidate's behavioral and cognitive capabilities that match the skills needed for a customer service-oriented role. It is a tool that helps employers screen the right candidate for an in-store sales role.

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Inside This Assessment

High employee turnover in the retail sector has become a prominent subject of concern over recent years. The U.S. Department of Labor estimates that the financial expenses of hiring the wrong employee can shoot up by thirty percent of the job-holder's first-year earnings. However, economic costs are bound to increase when considering the adverse effects of poor hiring decisions on the retail team's remaining members.

A pre-employment assessment test or a retail sales assessment can increase the likelihood of finding promising candidates. These assessments aim to test applicants' skills based on work orientation, interpersonal skills, sales aptitude, and cooperativeness. 

Retail sales assessments are good predictors of character and performance, suggesting how sales-centric and productive a candidate will be on the job. Recruiters and hiring managers can resort to this tool when they want to unearth hidden aspects of an applicant's competency.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Sales Specialist Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Personal Attributes

Work Orientation

Interpersonal Skills

Sale Aptitude

Competencies:

Accountability

Demonstrating an ability to take responsibility for one's actions and decisions. Ensuring all commitments are met on time, without passing on the blame to others.

Resilience

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.

Learning Agility

Demonstrating an ability to learn new skills and having an appreciation for selling multiple offerings with varied features. It also refers to one's ability and willingness to learn new skills and effectively modify one's knowledge basis the availability of new information.

Self Confidence

Demonstrating a feeling of trust in one's abilities, qualities, and judgement.

Competencies:

Following Work Procedures

Following standard and new selling methodologies in accordance with the changing organization and buyer needs.

Planning & Organizing

Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency, it indicates how well one is able to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so.

Drive for Results

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Competencies:

Collaboration

Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.

Influence

Demonstrating an ability to effectively convince and compromise with others to achieve end results.

Establish Trust

Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.

Customer Service Orientation

Demonstrating an ability to probe and gain deep insights about the customer's' stated and unstated needs in order to be able to provide them with the most optimal solution in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationship.

Networking

Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.

Competencies:

Analytical Ability

Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.

Numerical Ability

Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.

Problem Solving

Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.

Verbal Ability

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

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Step 3: Test View

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Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

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. 

Yes, it is achievable for various job roles in your organization. We follow a scientifically valid method of identifying the norms suitable for each role. You can write to us, and we would be glad to assist.

We have taken special efforts to include a diverse and representative sample during the assessment development phase. That being said, every context might cater to a particular kind of individual. Mettl does include options to optimize the test content and grading for your context. You can enquire us about local validation and norms, and we would be pleased to take you through those steps.

Yes, it is possible. We can build customized assessments for your organization, considering your specific needs and accordingly specify the combination of behaviors that identify success in your organization’s context. You can write to us with such a request, and we would devise the most viable solution for your needs.

The proficiency levels(thresholds)are based on the normal probability distribution for a specific norm group.

The insights obtained from the sample utilized during the tool development phase have been used to decide various behaviors' norms. Moreover, the norms are reassessed periodically based on the latest data garnered to ensure that they provide the most relevant information about an applicant. Although, we can further ascertain the norms relevant to your organization through a validation exercise. You can write to us for more details.

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.

Here's a quick list of the most relevant skills for retail sales professionals:
 
 Active listening skills
 Patience
 Cordiality
 Learning Agile
 Desire to Help Others
 Resilience
 Multitasking
 Retail Product Knowledge
 Communication Skills
 Customer Service Skills
 Industry Expertise

Listed below are some of the most commonly asked questions during an interview:
 
 What does good customer service mean to you?
 How well do you work with people?
 Why do you want to work here?
 Your replacement worker doesn't come to work. What would be your next step?
 If hired, how long do you see yourself contributing to this organization?
 There's a glitch in the credit card machine. How would you convey the same to customers?
 What are your greatest strengths?
 A customer becomes enraged for some reasons and demands to meet your senior. How do you deal with the situation?