Psychometric Sales Assessments for Screening and Recruitment of the Right Talent
Enterprise sales assessments are designed by subject matter experts to measure necessary competencies for B2B sales profiles. The test helps measure personal attributes, interpersonal skills as well as sale aptitude and work orientation.
Ready To Use
Psychometric,Aptitude
0 - 6 Years
60 Minutes
121
B2B / Enterprise Sales Representative, B2B / Enterprise Sales Executive, B2B / Enterprise Sales Associate
English India
Inside This Assessment
Mercer | Mettl’s Enterprise/B2B Sales Executive Assessment is especially crafted to identify the behavioral and cognitive capabilities that match the skills needed for this role.
Used this test for:
- Screening for a right candidate for an Enterprise / B2B Sales Profile
- Identifying gaps and preparing your sales representatives/ associates/executives
- Talent maximization
- Identifying areas of training and development
SKILL LIBRARY
Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Personal Attributes
Work Orientation
Interpersonal Skills
Sales 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 an ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.
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 understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
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The Mercer | Mettl Advantage
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 are norms decided for MPP?
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.
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.
