Retail Management Assessment Test for Hiring Managers in Stores and Restaurants
Retail management assessment test is a psychometric analysis developed by a team of subject matter experts. It helps screen candidates for store management roles in various spaces by testing key skills like work orientation, sales aptitude, learning agility and customer service.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Test Duration
50 minutes
Total Questions
111
Relevant Job Roles
Store Manager, Mall Manager, Restaurant Manager, Merchandise Manager, Retail Chain Manager
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s retail management assessment test helps you identify candidates who are competent enough to help you achieve good metrics in your retail stores, restaurants, malls, etc. The assessment has been designed to evaluate a candidate's managerial/supervisory skills with respect to delegating tasks and communicating priorities well, keeping staff well informed, managing team conflicts, coaching and motivating them as well as making decisions in a calm and rational manner so as to represent your company in a positive light to the public.
In addition, the retail management assessment can also judge a candidate's ability to learn quickly, handle large amounts of information efficiently and to make quick decisions using complex information. Apart from retail management skills, it serves as a store management assessment test to assess an array of personal attributes like treating customers with high esteem, understanding any customer problems and offering solutions.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Retail Store Manager Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Customer Service
Demonstrating an ability to ensure excellent service to customers and constantly raising the bar of the service experience that customers enjoy.
Process Orientation
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Time Management
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize and shuffle between various tasks to maximize efficiency.
Problem Solving Numerical Ability Verbal Ability
Boost your retail skills assessment process with the right set of problem-solving, numerical ability and verbal ability-based questions that ensure holistic candidate assessment.
Customize This Test
Flexible customization options to suit your needs
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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. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
3. Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
4. 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.
5. 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.
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?
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.