Assess Customer Service & Sales-Oriented Traits Using the Retail Asssociate Assessment
Retail associate assessment provides an in-depth understanding of the candidate's behavioral and cognitive capabilities that match the skills needed for a customer service-oriented role. It is a tool that helps employers screen the right candidate for an in-store sales role.
Ready to Use
Psychometric, Aptitude
0-2 years
Moderate
50 Minutes
109 Questions
Retail Store Sales Consultants, Retail Store Sales Executives, Retail Officers
Mandarin, Spanish, English India, English Global
Inside This Assessment
High employee turnover in the retail sector has become a prominent subject of concern over recent years. The U.S. Department of Labor estimates that the financial expenses of hiring the wrong employee can shoot up by thirty percent of the job-holder's first-year earnings. However, economic costs are bound to increase when considering the adverse effects of poor hiring decisions on the retail team's remaining members.
A pre-employment assessment test or a retail sales assessment can increase the likelihood of finding promising candidates. These assessments aim to test applicants' skills based on work orientation, interpersonal skills, sales aptitude, and cooperativeness.
Retail sales assessments are good predictors of character and performance, suggesting how sales-centric and productive a candidate will be on the job. Recruiters and hiring managers can resort to this tool when they want to unearth hidden aspects of an applicant's competency.
SKILL LIBRARY
Sales Specialist Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Personal attributes
Work orientation
Interpersonal skills
Sale aptitude
Competencies:
Candidates should be able to stay resilient in adverse or challenging situations and manage their emotions effectively.
This section of the test evaluates the ability of candidates to learn new skills. It also assesses their ability and willingness to learn new skill sets and modify their knowledge based on the latest information available.
Candidates should demonstrate the ability to take responsibility for their actions and decisions. They should also be able to ensure that all commitments are met on time without resorting to passing the blame on to others.
This section of the Retail Sales Specialist Assessment evaluates whether candidates have trust in their qualities, abilities, and judgment.
Competencies:
This section evaluates the ability of candidates to prioritize tasks for maximum efficiency. This ability indicates how well candidates can organize the steps for meeting objectives and understand the resources needed.
Candidates should have a strong will to achieve what they had set out to do and should be able to focus all their energy and resources on finishing what they started.
Candidates should be adept at following conventional and new sales methodologies while keeping up with the evolving needs of the organization and the buyers.
Competencies:
This section of the Retail Associate Assessment requires candidates to show their ability to work effectively with others to accomplish common goals.
Candidates should also be able to build professional networks and personal relationships within and outside to gather information and resources to ensure organizational success.
This section of the Retail Associate Assessment shows that candidates are evaluated on their ability to convince or compromise with others to deliver results effectively.
To earn their trust, candidates should be able to maintain their ethics and honesty in all transactions, regardless of whether they interact with internal or external stakeholders.
This section of the assessment evaluates the candidates' ability to probe, gaining insights into customers’ stated and unstated needs so they can provide them with the most optimal solution, ensuring customer satisfaction and further opportunities to develop the relationship.
Competencies:
Candidates are evaluated on their ability to process given information from different perspectives by decoding it into simple components and structuring them logically to arrive at solutions.
This section of the Retail Associate Assessment requires candidates to demonstrate their ability to understand and convey messages effectively and clearly by formulating proper, grammatically correct sentences.
This section of the Retail Sales Specialist Assessment evaluates candidates' skills in analyzing given information logically and gaining insights to find solutions.
This section assesses candidates' ability to perceive and process numbers and symbols to perform basic arithmetic calculations.
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The Mercer | Mettl Advantage
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Frequently Asked Questions (FAQs)
1. What if a candidate takes a test socially appropriately or manipulates the responses?
We have taken measures to reduce the probability of candidates trying to portray themselves in a socially suitable manner. These include using a semantic differential format for the test, making it difficult for candidates to assume a suitable response. The test provides candidates instructions before answering based on their first instinct and gives ‘instructional warnings’ that their test may be declared invalid if not done honestly. The testing tool can also determine response patterns to discern whether a test taker may be faking their responses.
2. Can we identify the behaviours needed for a particular role in an organization?
Yes. Identifying behaviours for various job roles in the organization can be done. We follow a scientifically validated method for identifying norms suitable for each role. Please write to Mercer | Mettl for assistance.
3. Aspirants applying for jobs in my company have varying abilities. Will your assessment still rate them adequately?
Yes. We have included a diverse, representative sample during the development phase of the assessment. However, every context might cater to a particular kind of individual, so we also offer options to customize the test content and grading based on the requirements. Please contact Mercer | Mettl for local validation and norms; we will gladly take you through the essential steps.
4. Is mapping an organization's competency framework to the assessments feasible?
Yes. It is possible to map the organization’s competency framework to the assessments. We can build customized evaluations for the organization based on specific needs, which can be used to specify the combination of behaviours necessary for success in the organization. Please write to Mercer | Mettl with the request for solutions.
5. How do we recognize the thresholds for the competency levels for a norm group?
The proficiency levels or thresholds are based on the normal probability distribution for specific norm groups.
6. How have norms been determined for MPP?
The insights obtained from the sample used during the tool's development phase are used to set various behaviour norms. The norms are also reassessed periodically based on the latest data to ensure they stay relevant with time.
7. What if the psychometric assessment reports vary from the person's attitude, behaviour, or aptitude?
It is essential to understand that human behaviour is a projection of numerous psychological and environmental factors; only using the test reports is not a definitive predictor. They should be consolidated with other sources of information and validated first. Discrepancies in the reports that factually deviate from actual behaviour should be considered in context with any physical, environmental, and psychological factors that may have influenced that behaviour.
8. What are the most relevant retail sales skills?
We have taken measures to reduce the probability of candidates trying to portray themselves in a socially suitable manner. These include using a semantic differential format for the test, making it difficult for candidates to assume a suitable response. The test provides candidates instructions before answering based on their first instinct and gives ‘instructional warnings’ that their test may be declared invalid if not done honestly. The testing tool can also determine response patterns to discern whether a test taker may be faking their responses.
9. What are some common retail interview questions?
Common retail interview questions can be general introductory questions that are generally asked to help put the candidate at ease. Then, the interviewer can ask questions about experience and background to understand the candidates' knowledge and skills. It is also an excellent idea to include some situation-based, in-depth questions to understand how candidates approach real-world problems.
