Online Psychometric Test for Retail Jobs - Measure the Immeasurable. Pick the Right Skill and Cultural Fit

Psychometric Test for Retail Jobs: Improve the efficiency of your organization with the best employees in the market.

Retail is one of the most dynamic industries of the present times. Be it online retail or offline, the rapid entry of new players has made it one of India’s most lucrative sectors. In such a scenario, consider what can the impact the increased sales and margins per sales representative/ personnel with more repeat customers, to for your organization! With the customers' ever-increasing needs and demand for genuine value, sales leaders are increasingly saying "it's tough penetrating in the market".

Mettl Retail Sales Executive Assessment directly measures sales and business development skills and attributes and examines the factors that affect sales performance optimization of sales executives.

Use this test for:

1. Hire a team of good quality retail sales executives. Mettl’s assessment has been built on thorough market research that has helped derive both the basic skill set as well as the specialized qualities required for a potential candidate. Hence any candidate who is recommended through this assessment is bound to be well versed in customer orientation and accompanied by a good level of sales and marketing acumen.
2. Accomplish a productive recruitment process in less time with little effort. Keeping in view the enormity of recruitments that our clients do, the assessment has been configured in such a way that multiple candidate reports can be generated once the test has been attempted. The assessments also have the advantage of being attempted from any device that can facilitate a basic internet connection.
3. Follow a reliable and easy system of shortlisting eligible candidates from a pool/pipeline. Mettl’s Assessments are accompanied with an extensive and highly reliable benchmarking procedure that is consistent with the industry’s standards as well as the respective client’s organizational standards. This not only creates a common field of reference but also increases the credibility of the entire testing procedure.
4.  Spot gaps in the competency level of the existing employees. Along with its utility as a reliable tool in recruitments, Mettl Retail Sales Executive Assessment also helps identify gaps that indicate scope for training among the pre-existing lot of employees.

Key profiles the test is useful for:

• Retail Sales Professionals/Executives/Assistants
• Retail Store Managers
• Retail Officers

Test Details:

• Number of sections: 4
• Number of items: 122
• Test duration: 50 minutes

NOTE: If required, the test can be offered in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

Answer to common queries:

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 are 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 the actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under the supervision of qualified professionals only.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

You get their tests report