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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.

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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.


This Assessment is a part of following Skills Libraries

Retail Store Manager Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Organizational skills


Leadership Skill


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.



Demonstrating an ability to take responsibility for one's actions and decisions, act in an trustworthy and reliable manner.

Awareness of Cultural Processes

Demonstrating a tendency to be aware about the organization, its policies, and the environment that it operates in.


Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.


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.

Stress Management

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

Team Worker

Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.


People Management

Demonstrating concern and understanding of others' feelings, thoughts and experiences by putting oneself in the other's frame of reference.

Decision Making Skills

Demonstrating the ability to identify and choose alternatives or select a course of action among several alternative possibilities.

Interpersonal Skills

Demonstrating an ability to develop constructive relationships with others. A tendency to always be approachable and friendly towards others.

Analytical Ability and Problem Solving Skills

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.

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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 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.

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.

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.

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.

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.