Assess a Retail (Operation) Manager's Acuity
Mettl’s Retail (Operations) Manager Assessment is a comprehensive assessment to evaluate a candidate’s proficiency in managing daily activities of a business as he/she will be dealing closely with finances, customer service, and personnel in order to achieve organizational objectives.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
1-3 years
Difficulty Level
Moderate
Test Duration
40 Minutes
Relevant Job Roles
Retail Chain Manager, Retail Officers, Retail Manager
Scores Reported
English
Inside This Assessment
The assessments includes
- Mettl Personality Inventory- Assesses the person’s behavioral competencies for leadership.
- Mettl Test for Sales Knowledge Retail Operation - Measure the person's ability to manage retail operations process.
- Mettl Customer Focus Test- Measures the person’s ability to handle customers.
It effectively measures the test taker’s acumen in ensuring efficient delivery of products and services to clients, managing the retail workflow and operational processes, managing the customer relationship and communication and presentation skills, and his/her familiarity with a variety of the field's concepts, practices, and procedures.
The result provides a behavioral assessment of the candidate towards self control, emotional stability, achievement orientation and perseverance.
It has the following applications:
- Recruitment and selection of a right candidate for a retail (operations) managerial profile
- Identifying gaps and preparing your first-time managers
- Talent maximization
- Identifying areas of training and development
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
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Frequently Asked Questions (FAQs)
1. 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.
2. 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.
3. 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.
4. 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, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
5. 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.
6. 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.
