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
Mandarin, Spanish, English India, English Global
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:
Candidates should be able to stay resilient in adverse or challenging situations and manage their emotions effectively.
This section of the test evaluates the ability of candidates to learn new skills. It also assesses their ability and willingness to learn new skill sets and modify their knowledge based on the latest information available.
Candidates should demonstrate the ability to take responsibility for their actions and decisions. They should also be able to ensure that all commitments are met on time without resorting to passing the blame on to others.
This section of the Retail Sales Specialist Assessment evaluates whether candidates have trust in their qualities, abilities, and judgment.
Competencies:
This section evaluates the ability of candidates to prioritize tasks for maximum efficiency. This ability indicates how well candidates can organize the steps for meeting objectives and understand the resources needed.
Candidates should have a strong will to achieve what they had set out to do and should be able to focus all their energy and resources on finishing what they started.
Candidates should be adept at following conventional and new sales methodologies while keeping up with the evolving needs of the organization and the buyers.
Competencies:
This section of the Retail Associate Assessment requires candidates to show their ability to work effectively with others to accomplish common goals.
Candidates should also be able to build professional networks and personal relationships within and outside to gather information and resources to ensure organizational success.
This section of the Retail Associate Assessment shows that candidates are evaluated on their ability to convince or compromise with others to deliver results effectively.
To earn their trust, candidates should be able to maintain their ethics and honesty in all transactions, regardless of whether they interact with internal or external stakeholders.
This section of the assessment evaluates the candidates' ability to probe, gaining insights into customers’ stated and unstated needs so they can provide them with the most optimal solution, ensuring customer satisfaction and further opportunities to develop the relationship.
Competencies:
Candidates are evaluated on their ability to process given information from different perspectives by decoding it into simple components and structuring them logically to arrive at solutions.
This section of the Retail Associate Assessment requires candidates to demonstrate their ability to understand and convey messages effectively and clearly by formulating proper, grammatically correct sentences.
This section of the Retail Sales Specialist Assessment evaluates candidates' skills in analyzing given information logically and gaining insights to find solutions.
This section assesses candidates' ability to perceive and process numbers and symbols to perform basic arithmetic calculations.
Customize This Test
Flexible customization options to suit your needs
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Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
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?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How have norms been decided for MPP?
The sample used during test development is used to determine norms, which are also recalculated regularly based on new data to ensure relevancy and accuracy in the information they provide about candidates. Further, a simple validation exercise can determine different norms that are more relevant to your organization. Please get in touch with us for more 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.
