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Core Corporate Functions>Sales>B2B Sales>Mettl B2B Sales Potential Assessment (Entry Level) (Non-video version)

Sales aptitude test for holistic B2B sales competency assessment

Sales aptitude test helps hire the right talent who have the aptitude to thrive in B2B sales roles. Use this sales aptitude test to measure key skills like the ability to manage customer relationships, taking initiatives to smoothen out the sales process, self-management and more.

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Inside This Assessment

Mercer | Mettl’s B2B 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’ business development skills and potential to thrive in a sales role. It also examines factors that affect sales performance. 

You would be able to gauge if candidates have the potential to perform better when provided with the right guidance. Furthermore, you will be able to get answers to questions like:

  • Is your sales team able to penetrate key accounts as deeply as possible?
  • What weaknesses are holding your team back from reaching their full potential?
  • Do you have the right people in the right sales roles?
  • What is the current state of your team’s skills, and what will it take to bring their skills and capabilities to a higher level.

This assessment also serves as a structured sales psychometric test and aptitude test for sales executives. Therefore, it is an excellent tool for:

  • Recruitment
  • Developmental needs analysis for optimizing current teams
  • Initiating appropriate sales talent strategies based on validated insights
  • Measuring specific skills like a person’s sales knowledge, customer centricity, personality traits, etc.

Sales Potential Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Self Management

Managing the Sales Process

Managing the Customer Relationship

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.

Competencies:

Result Orientation

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Process Planning and Execution

Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.

Taking Initiatives

Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.

Information Seeking

Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.

Effective Communication

The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.

Perseverance

The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.

Competencies:

Understanding customers' needs

Demonstrating an ability to understand the stated and unstated needs and requirements of customers.

Networking with others

Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.

Influencing Others

Demonstrating an ability to convince others of one's points of view and ideas.

Empathy

Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.

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

The Mercer | Mettl Edge
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  • Inbuilt Cutting Edge AI-Driven Proctoring
  • Simulators designed by developers
  • Tests Tailored to Your business needs
  • Support for 20+ Languages in 80+ Countries Globally

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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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.