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.
Ready to use
Psychometric,Aptitude
50 minutes
111
Store Manager, Mall Manager, Restaurant Manager, Merchandise Manager, Retail Chain Manager
English Global, English UAE, English India, Arabic, Spanish
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
Retail Store Manager Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Organizational skills
Personal-Attributes
Leadership Skill
Competencies:
Demonstrating an ability to ensure excellent service to customers and constantly raising the bar of the service experience that customers enjoy.
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
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.
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.
Competencies:
Demonstrating an ability to take responsibility for one's actions and decisions, act in an trustworthy and reliable manner.
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.
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 work effectively with each other to accomplish common goals and objectives.
Competencies:
Demonstrating concern and understanding of others' feelings, thoughts and experiences by putting oneself in the other's frame of reference.
Demonstrating the ability to identify and choose alternatives or select a course of action among several alternative possibilities.
Demonstrating an ability to develop constructive relationships with others. A tendency to always be approachable and friendly towards others.
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.
Customize This Test
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
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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?
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.
