Everyone knows that sales environment is dynamic and it’s changing rapidly. Selling is becoming more complex as customers seek deeper understanding of their business issues and demand genuine value. So, the sales personnel ought to have a right mix of desired personality traits and skills for business success. Mettl B2B Sales Potential Assessment directly measures sales and business development skills and attributes, and examines the factors that affect sales performance optimization. It deals with your key questions including
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|Mettl Personality Profiler||Assesses the candidate's behavioral competencies required for a B2B sales and is based on Big Five Model of Personality.|
|Mettl B2B Sales Knowledge Test||Assesses the functional understanding of the B2B sales process through non-video based and real-life situation judgement questions.|
|Mettl B2B Customer Focus Test||Measures the person's ability to handle client through non-video based situational judgement questions.|
|Mettl Motivation Inventory||Measures the person's key career motivators that drive one's 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 (B2B) and identifies his/her fitment based on their personality traits. The personality traits are measured through 3 competencies and 11 sub-competencies, which are -
This assessment measures the personality traits that are required for this role. 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.
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.
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Related TagsB2B Sales