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Core Corporate Functions>Marketing>Mettl Marketing Manager Assessment

Marketing manager skills test assesses key marketing manager skills effectively

Marketing manager skills test assesses the most important marketing manager skills like the ability to manager customer relationships, information seeking and problem solving skills, strategic planning skills, creativity, etc. It helps assess key marketing manager competencies in an insightful, streamlined manner.

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Inside This Assessment

Mercer | Mettl’s sales and marketing manager skill assessment is developed by a team of qualified psychometricians and subject matter experts to help you hire and develop professionals who have the right marketing manager competencies. This test also measures learning agility, stress tolerance, achievement orientation, creativity, customer relationship management, influence and strategic planning skills among other important marketing manager skills
A Marketing Manager is responsible for a wide variety of tasks within the complex and competitive modern business environment. One is responsible for a job ranging from planning strategies to promoting a product/service to the target audience through means of events, advertising and campaigns. The marketing manager skills test helps measure how well a possible recruit fits the role.
This test can be used for:

  • Screening for candidates with a marketing manager profile
  • Identifying gaps and preparing first-time managers
  • Talent maximization
  • Identifying areas of training and development
  • Key profiles the test is useful for:
  • Marketing Manager
  • Marketing Director
  • Marketing Executive
  • Online Marketing Manager
  • Brand Manager
  • Campaign Manager
  • MBA with 2-3 years of experience in marketing

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Get a detailed look inside the test

Competency Under Scanner

Self-Management

Managing the Marketing Process

Managing the Customer Relationship

Strategic Planning Skills

Competencies:

Stress Tolerance

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.

Achievement Orientation

Demonstrating an ability to set high standards for self and the team and having the drive to achieve excellence.

Learning Agility

Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.

Self-Control

Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.

Creativity

Demonstrating an ability to change and innovate to sure the organization stays relevant and current with changing times.

Self-Confidence

Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.

Competencies:

Result Orientation

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Taking Initiatives

Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.

Information Seeking

Demonstrating an ability to go beyond the questions that are routine or required in the job. It implies asking the right questions to get the required information to accomplish tasks.

Problem Solving

Demonstrating an ability to resolve issues and overcome challenges effectively by utilizing available resources and methods in the least amount of time.

Perseverance

Demonstrating an ability to stay focused and persistent to accomplish goals in the face of adversity or obstacles.

Competencies:

Understanding customers' needs

Demonstrating an ability to understand the stated and unstated needs and requirements of customers.

Networking with others

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.

Influencing Others

Demonstrating an ability to convince others of one's points of view and ideas.

Empathy

Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.

Competencies:

Analyzing Bestsellers

Demonstrating an ability to strategically analyze bestsellers of the organization and reach a long range goal.

Competitors' Performance Awareness

Demonstrating a tendency to update oneself with the competitors activities and presence in the market and use that knowledge for the betterment of the business.

Gathering customers reactions to products

Demonstrating a tendency to gather customer feedback in order to understand and serve them better.

Planning product ranges and stocks

Demonstrating a tendency to efficiently and effectively deploy and allocate an organization's resources when and where they are needed.

Advertising and Promotion

Demonstrating an ability to maintain the organization's image by communicating positively with customers and other outlets.

Identifying and solving demand supply problems

Demonstrating an ability to identify and solve problems by gathering relevant information and working towards identifying the best possible solution.

Customize This Test

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.

Add your own questions to the test

Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Advantage

The Mercer | Mettl Edge
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Simple Setup in 4 Steps

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

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.   

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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.

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.