Are your Sales Managers focusing on building an over-achieving team?

To build a top-performing sales team you need senior sales personnel who are able to coach, motivate, and recruit salespeople while holding them accountable for performing well. To make sure your sales managers focus on the actions and skills, significantly making a difference in your organization’s sales success, Mettl B2C Sales Potential Assessment (Experienced) addresses these key questions:

  • Are your sales managers effective at developing and improving their sales team?
  • Are your senior sales personnel' strategies aligned with the company’s overall sales strategy?
  • Do sales managers possess the skill sets required for effective sales management?
  • Do sales managers focus their energies in the areas that will most enable sales person's success?
  • Are your sales personnel comfortable with what they are expected to do and the environment in which they are expected to do it?

Top Clients


Use for 

  • Uncovering the gaps in sales management: A high-performing sales manager need to have in himself/ herself a right mix of sales disposition, customer centricity, sales process planning and execution skills, and strategic alignment ability. Mettl Sales Potential Assessment (Experienced) helps you unleash the gaps and develop high potential sales managers.
  • Hiring the 'Right' Sales Talent and Improving the Existing Sales Talent:  Mettl Sales Potential Assessment combines a detailed understanding of B2B Sales hiring process and the special skill sets , proven to predict sales hiring success 90% of the time. Mettl also provides customized solution to meet your unique business requirements in B2C Sales.
  • Optimizing Sales Performance through 'development needs analysis': Our quantitative and validated process analyzes your salespeople, detailing each individual’s potential to become a top performer. We provide a roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve top sales success.
  • Increasing Sales Revenue: Armed with validated insights using Mettl B2C Sales Potential Assessment, you can develop and initiate appropriate sales talent strategies to drive revenue, sales and business performance – creating a genuine competitive advantage.
 
Test Details:

Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality

 

Key profiles the test is useful for:

  • Sales Manager / Assistant Sales Managers
  • Regional/ Area Sales Managers
  • Territory Managers
  • Relationship and Key Account Managers

 

Test description 

The assessment includes

  • Mettl B2C Sales Knowledge Test- Assesses the functional understanding of the B2C sales process through video based and real-life situation judgement questions
  • Mettl Personality Inventory- Assesses the person's behavioral sales competencies and is based on Big Five Model of Personality
  • Mettl Abstract Reasoning Test- A non-verbal test of strategic thinking and observation skills, based on the item response theory, this test measures a person's capability to strategically derive a solution to a problem by logically evaluating it
  • Mettl B2C Customer Focus Test- Measures the person's ability to handle customers through video-based situational judgement questions
  • Mettl Motivation Inventory- Measures the person's key career motivators that drive his/her success in the role.

With a competency based approach to measuring sales potential, the assessment measures a person's sales knowledge, customer centricity, his/her key motivators for different businesses (B2C) and identifies his/her fitment based on their personality traits. The personality traits are measured through 5 competencies and 21 sub-competencies, which are -

  • Self-management (self-control, self-confidence, stress resiliency, achievement orientation, learning agility)
  • Managing the sales process (result orientation, process planning and execution, taking initiatives, information seeking, perseverance),
  • Managing the customer relationship (empathy, networking with people, influencing others, customer service orientation),
  • Business Acumen (market awareness, strategic alignment, brand building), and 
  • Leadership Skills (team management, negotiation and persuasion skills, consultative problem solving and decision making, leading by example).

Our quantitative and validated process analyzes your people, detailing each individual’s potential to become a top performer. Using this insight, we provide a practical roadmap that identifies the skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve business development success.


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

 


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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