Sales skills assessment test for holistic B2C sales competency assessment
Sales skills assessment test helps hire the right talent who have the aptitude to thrive in B2C sales roles. Use this sales aptitude test to measure key skills like the ability to manage time and customer relationships, ethics and integrity, problem-solving and decision-making qualities.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Test Duration
65 Minutes
Total Questions
133 Questions
Relevant Job Roles
Sales Executive/ Sales Representative, Business Development Executive, Sales Apprentice
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s B2C Sales Aptitude Test is a holistic set of sales competency assessments developed by psychometricians and subject matter experts. It has been designed to objectively analyze candidates’ organizational skills, relevant personality attributes and leadeship potential. It also examines factors that affect sales performance.
The results from this sales skills test will enable you to gauge if candidates can thrive in business-customer interactions. More importantly, you will be able to get answers to questions like:
- How well does a potential recruit know the current and emerging best practices associated with business-to-consumer selling?
- Does your existing sales team consistently apply those practices?
- How to address the performance gaps of frontline sales personnel in critical areas like needs assessments, suggestive selling and customer service?
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
B2C Sales Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Self-Control
Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.
Stress Tolerance
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Self-Confidence
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.
Customize This Test
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
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add your own questions to the test
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Request a tailor-made test
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
Our Customers Vouch for Our Quality and Service
The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete
...read more
Anson Mathews
Organization Development Manager, Averda
Download Case Study
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
...read more
Dinesh Jagnani
Deputy Manager, Talent Management
Download Case Study
We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client''s problem to seamless integration with our applicant tracking system, Mercer | Mettl''s
...read more
Arpan Anand
CHRO, Aditya Infotech Limited (CP PLUS)
Download Case Study
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
...read more
Sanjeev Phatak
Director, Centre For Management Services, AIMA
Download Case Study
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.
...read more
Raphael Beuthner
CIO, EBZ Business School, Germany
Download Case Study
Mercer | Mettl helps us host and proctor all entrance tests for undergraduate, postgraduate and Ph.D. programs. Mercer | Mettl''s team is efficient, thorough, helpful and flexible. We deeply appreciate its support and collaborative spirit.
...read more
Mercia Prince
Deputy Director,Office of Admissions, Ashoka University
Download Case Study
Mercer | Mettl assured us of the quality and consumer service that other platforms were not offering. Security, integrity and technology were unmatched, easy to explain and understand.
...read more
Ike Marieta
Director, PIP, Universitas Padjadjaran, INDONESIA
Download Case Study
Related Tests
_(Non-video_Version).svg)
.svg)
Related Products
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. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
3. Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
4. 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.
5. 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.
6. How have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
7. 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.
