Improve the Efficiency of your Retail Stores with Retail Sales Assessments

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.

Sales specialist assessments for retail professionals

Besides ensuring that potential candidates are ideally suited from the behavioral perspective, recruiters also want to ensure that the aspirants possess skills related to work-readiness, such as attention to detail, communication skills, numeracy skills, willingness to learn and excel, etc. 

Many retailers conduct the retail sales assessment to make sure that newly hired candidates have these salient skills. By including these sales specialist assessments into their hiring process, retailers have observed increased sales and reduced turnover. 

What is a retail sales assessment?

Retail is one of the most dynamic industries of the present times. A retail/in-store sales specialist has a healthy blend of personality traits and the right aptitude skills to deal with the high level of complexity required for the role. A retail sales assessment test aims to identify the personality traits and cognitive abilities needed to be successful as a retail salesperson. 

Why is Mettl's in-store/retail sales specialist assessment critical?

Mettl's retail sales specialist assessment is specially crafted to identify the behavioral and cognitive capabilities that match the skills needed for this role. Essential skills such as operational excellence, customer-focused approach, business acumen are must-haves for retail sales professionals. Effective utilization of Mettl's retail sales assessment during the selection process has enabled clients to make the right hiring decisions, maximize productivity, and manage attrition.

What does it measure?

This assessment measures the behavioral competencies and cognitive ability of a retail salesperson by classifying them into: 

  • Personal Attributes: This includes competencies related to one’s own self, such as Accountability, Resilience, Self-Confidence, and Learning Agility. 
  • Work Orientation: This includes competencies related to how one performs one’s tasks at work, such as Following Work Procedures and Drive for Results. 
  • Interpersonal Skills: This includes competencies related to one’s interaction with other people, such as Customer Service Orientation and Influence. 
  • Sales Aptitude: This includes evaluating a candidate's ability to analyze the given information from different perspectives to solve problems. It also includes the ability to communicate effectively with customers.

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Test Details:

Number of Sections


Number of Questions


Test Duration

50 minutes

Test Language


NOTE: If required, the test can be offered in other languages as well. Please connect with us for any such requirement.

Section Details:

Mettl Personality Profiler

Assesses the candidate's behavioral competencies required for a sales role and is based on the Big Five Model of Personality

Situational Judgement Test

Assesses the functional understanding of a sales role through real-life situational judgment questions.

Cognitive Section

Assesses the candidate’s reasoning abilities. 

Use Cases of Mettl's retail sales skills assessment test:  

  • Screening for the right candidate for an in-store sales profile
  • Identifying gaps and preparing your sales representatives/associates/executives
  • Talent maximization
  • Identifying areas of training and development

Key profiles the test can be used for:

This test can be used for salespersons in retail stores of several specialty stores selling merchandise such as sports goods, auto parts, jewelry, consumer electronics and household appliances, books, or cell phones. Specialty / Department stores often require the salesperson to have good knowledge about the product being sold and should be able to communicate with customers from premium backgrounds. It can be used for profiles such as -    

  • Retail Store Sales Consultants
  • Retail Store Sales Executives
  • Retail Officers
  • Sales Consultant / Counter Sales Executive 
  • In-Store Sales Executives at Jewellery, Electronics and Beauty Care Outlets
  • Entry-Level Professionals in Sales at Retail Stores

Answer to common queries:

What if an individual takes a test in a socially appropriate manner or manipulates the responses?

We take special steps to lessen the probability of candidates striving to portray themselves in a socially suitable manner at each stage of tool development. Listed below are some of the steps we take:

1. The item format of the assessment – the ‘semantic differential’ format – was intentionally adopted to make it challenging for participants to presume the suitable response and ‘fake’ to enhance their test scores. The items are available in a format that prompts the candidate to thoughtfully think about his/her preferences and select between two identically ‘desirable’ statements.
2. Before starting the assessment, the candidates are given information on the test format. They are required to respond to the items based on their first instinct and not to think too much about their responses. Accompanied by research emphasizing the importance of ‘instructional warnings,’ they are advised against impression management or faking and are informed that their test reports might be declared invalid if they present their responses dishonestly.
3. The tool determines particular patterns of responses and specifies in the report if the individual has tried responding to the assessment in a suitable or socially appropriate manner.   
Can we identify the adequate levels of behaviors needed for a particular role in an organization?

Yes, it is achievable for various job roles in your organization. We follow a scientifically valid method of identifying the norms suitable for each role. You can write to us, and we would be glad to assist.

Aspirants who apply for jobs in my organization have varying levels of ability. Will your assessment still rate them adequately?

We have taken special efforts to include a diverse and representative sample during the assessment development phase. That being said, every context might cater to a particular kind of individual. Mettl does include options to optimize the test content and grading for your context. You can enquire us about local validation and norms, and we would be pleased to take you through those steps.

Is it feasible to map an organization's competency framework to your assessments?

Yes, it is possible. We can build customized assessments for your organization, considering your specific needs and accordingly specify the combination of behaviors that identify success in your organization’s context. You can write to us with such a request, and we would devise the most viable solution for your needs.

How do we identify the thresholds for the competency levels for a norm group?

The proficiency levels(thresholds)are based on the normal probability distribution for a specific norm group.

How have norms been determined for MPP?

The insights obtained from the sample utilized during the tool development phase have been used to decide various behaviors' norms. Moreover, the norms are reassessed periodically based on the latest data garnered to ensure that they provide the most relevant information about an applicant. Although, we can further ascertain the norms relevant to your organization through a validation exercise. You can write to us for more details.
What if the reports produced for the psychometric assessments vary from the person's actual attitude, behavior, or aptitude?

Human behavior is a projection of several environmental and psychological factors. So, it's not advisable to interpret any psychometric report as a definitive predictor of a particular behavior type. So, these reports should be consolidated with various other sources of information and thoroughly validated before making professional decisions about the candidate.

If you notice any discrepancy in the reports, which factually deviates from the individual's actual behavior, always refer to other physical, environmental, and psychological factors influencing that behavior. For the best combination of assessment tools for your specific needs (i.e., job/functional tests, psychometric assessments, behavioral interviews, etc.), please reach out to us. Our consultants would be happy to address your queries.

What are the most relevant retail sales skills?

Here's a quick list of the most relevant skills for retail sales professionals:

  • Active listening skills 
  • Patience
  • Cordiality
  • Learning Agile
  • Desire to Help Others
  • Resilience
  • Multitasking
  • Retail Product Knowledge
  • Communication Skills
  • Customer Service Skills
  • Industry Expertise

What are the most common retail interview questions?

Listed below are some of the most commonly asked questions during an interview:

  • What does good customer service mean to you?
  • How well do you work with people?
  • Why do you want to work here?
  • Your replacement worker doesn't come to work. What would be your next step?
  • If hired, how long do you see yourself contributing to this organization?
  • There's a glitch in the credit card machine. How would you convey the same to customers?
  • What are your greatest strengths?
  • A customer becomes enraged for some reasons and demands to meet your senior. How do you deal with the situation?

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Relevant for Industries

  • FMCG
  • Retail
  • Healthcare