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Industry Specific Roles>Retail Assessments>Mettl Retail (Operations) Manager Assessment

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.

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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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Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

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Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

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Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Advantage

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Simple Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

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P D Jose
Dinesh Jagnani
Sanjeev Phatak
Raphael Beuthner
Lisa Guinovart
Ike Marieta
Varun Berry
Chelsey Jones

As the value chain of the education systems continues to get disrupted by new technologies, Mercer | Mettl is at a sweet spot in testing. I believe it is going to play an important role in the future of the education space.

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P D Jose

P D Jose

Chair Digital Learning, MOOCs Initiative & Strategy at IIMB

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The quality of the recruitment increased, because previously we were not having any assessment. The quality of assessments and the quality of reports are very well catering to our requirements. The reports are very expansive, and it gives more light

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Dinesh Jagnani

Dinesh Jagnani

Deputy Manager, Talent Management

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Mercer | Mettl came across as one of the most robust platforms for AI-based proctoring. The team was accommodative, flexible and prompt. Mercer | Mettl''s team never gave ''no'' as an answer. The team was always upfront about the specifications and c

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Sanjeev Phatak

Director, Centre For Management Services, AIMA

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Now that we have used Mercer | Mettl, we will undoubtedly continue to use its platform for the rest of eternity because of our great experience.

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Raphael Beuthner

CIO, EBZ Business School, Germany

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Ike Marieta

Director, PIP, Universitas Padjadjaran, INDONESIA

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When you have an assessment platform such as Mercer | Mettl, you have done your homework. You know the candidate is good enough. So you are saving time.

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Varun Berry

Varun Berry

Managing Partner, Operations, Chordify & CEO, Intulog

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Whether onboarding, sales, or customer service representation, we were guided thoroughly and nowhere did we feel lost. It made the whole experience extremely positive.

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Chelsey Jones

Chelsey Jones

M.A., M.Ed. Senior Manager, Federal Programs

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Frequently Asked Questions (FAQs)

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.   

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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.

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.

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