Measure key channel sales manager skills with this channel sales executive test
Channel sales manager test helps select candidates who have the right combination of professional skills that you are looking for. It significantly improves channel sales recruitment by holistically assessing candidates’ leadership qualities, sales aptitude and interpersonal skills.
Ready to Use
Psychometric,Aptitude
0-2 years
Moderate
55 Minutes
114 Questions
English Global, English India, Mandarin, Spanish
Inside This Assessment
A channel salesperson requires specific skills to indulge in extensive networking, planning and collaboration. Moreover, channel sales personnel need to be prompt and proactive to connect with relevant stakeholders and channel partners successfully. Dealing with channel partners from time to time, presenting and positioning of the product and enabling them to sell the same in an effective manner requires a specific blend of personality traits and aptitude skills. And Mercer | Mettl’s Channel Sales Manager Skills Test is crafted to identify those traits and skills.
SKILL LIBRARY
Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Personal Attributes
Work Orientation
Interpersonal Skills
Sale Aptitude
Competencies:
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.
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
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.
Demonstrating a feeling of trust in one's abilities, qualities, and judgement.
Competencies:
Following standard and new selling methodologies in accordance with the changing organization and buyer needs.
Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency, it indicates how well one is able to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so.
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Competencies:
Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.
Demonstrating an ability to effectively convince and compromise with others to achieve end results.
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.
Demonstrating an ability to probe and gain deep insights about the customer's' stated and unstated needs in order to be able to provide them with the most optimal solution in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationship.
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.
Competencies:
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
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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?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
4. Can you map an organization's competency framework to your assessments?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
5. How do we determine the thresholds for the proficiency levels for a norm group?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
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?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
