Store Manager Test to Assess Customer Service and Sales-Oriented Traits
Store manager test provides an in-depth understanding of the candidate's behavioral and cognitive capabilities that match the skills needed for a customer service-oriented role. It is a tool that helps employers screen the right candidate for an in-store sales role.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Test Duration
40 minutes
Total Questions
101
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s store manager assessment test is a test designed by subject matter experts to identify skillfull retailers. The test focuses on helping companies find the right talent in the customer service industry. It does so by offering an innovative solution that helps identify the behavioral and cognitive capabilities that candidates must possess to perform well and excel in retail/in-store roles.
Section Details:
|
Mettl Personality Inventory |
Assesses the candidate's behavioral competencies required for a sales role and is based on Big Five Model of Personality. |
| Situational Judgement Test |
Assesses the functional understanding of a sales role through real-life situational judgment questions. |
| Aptitude Test |
Assesses the candidate’s reasoning abilities. |
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
In-Store Sales Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Ensuring all commitments are met on time, without passing on the blame to others.
Resilience
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Learning Agility
Demonstrating an ability to learn new skills and having an appreciation for selling multiple offerings with varied features. It also refers to one's ability and willingness to learn new skills and effectively modify one's knowledge basis the availability of new information.
Self Confidence
Demonstrating a feeling of trust in one's abilities, qualities, and judgement.
Customize This Test
Flexible customization options to suit your needs
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Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
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The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to i
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Director HR, IVP
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The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
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Head HR, Modern Foods
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Mercer | Mettl''s platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from
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Lead, Early Career Development Campus & Employer Branding
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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
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Organization Development Manager, Averda
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Talent Acquisition, Coforge Ltd.
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We had an extremely pleasant experience working with Mercer | Mettl. Thanks to Mercer | Mettl we were able to ensure contuinity in examination. I dont think we could have offered our exams any other way.
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Manager, Vidyamandir Classes
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CHRO, Aditya Infotech Limited (CP PLUS)
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Mercer | Mettl''s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We lo
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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. 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.
3. 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.
4. 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.
5. 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.
6. 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.
