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.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
2-3 years
Difficulty Level
0
Test Duration
45 minutes
Total Questions
114
Relevant Job Roles
Marketing Executive, Marketing Manager, Marketing Director
Scores Reported
English
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
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.
Customize This Test
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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.