Assess a Retail (Operation) Manager's Acuity

Used for recruitment and selection: 

Mettl’s Retail (Operations) Manager Assessment is a comprehensive assessment to evaluate a candidate’s proficiency in managing daily activities of a business as he/she will be dealing closely with finances, customer service, and personnel in order to achieve organizational objectives.

It effectively measures the test taker’s acumen in ensuring efficient delivery of products and services to clients, managing the retail workflow and operational processes, managing the customer relationship and communication and presentation skills, and his/her familiarity with a variety of the field's concepts, practices, and procedures.

The result provides a behavioral assessment of the candidate towards self control, emotional stability, achievement orientation and perseverance.

It has the following applications:

  • Recruitment and selection of a right candidate for a retail (operations) managerial profile
  • Identifying gaps and preparing your first-time managers
  • Talent maximization
  • Identifying areas of training and development

Top Customers

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Key profiles the test is useful for: 

  • Retail Operation Manager
  • Retail Manager
  • Retail Assistant Manager
  • Retail Sales Manager
  • Retail Store Manager
  • Business Operation Manager


Test Details: 


40 minutes

Reliability score(i)

Cronbach's alpha .85, Split half method .87

Validity score(i)

This ranges from .84 to .89 for different norm groups

Theoretical basis

The Big 5 Theory of Personality


English and Spanish (please contact if you want us to support other languages)

Test descriptions : 

The assessments includes

  1. Mettl Personality Inventory- Assesses the person’s behavioral competencies for leadership.
  2. Mettl Test for Sales Knowledge Retail Operation - Measure the person's ability to manage retail operations process.
  3. Mettl Customer Focus Test- Measures the person’s ability to handle customers.

With a competency based approach to measuring the potential, this assessment measures four major competencies critical to metrics effectiveness in a retail organization:


Self Management  

Managing the Retail Workflow and Operational Processes

1. Self-control

1. Result Orientation

2. Self-confidence

2. Taking Initiatives

3. Emotional Stability

3. Information Seeking

4. Achievement Orientation

4. Perseverance

Managing the Customer Relationship  

Sales Knowledge

1. Understanding customer's needs  

1. Greeting Customers

2. Networking with people

2. Overcoming Objections

3. Influencing others

3. Qualifying Needs

4. Customer Service Orientation

4. Transforming Interest to Desire

Answer to common queries:

1. What if a person takes a test in a socially desirable manner or manipulates the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of thenre tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

2. Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

3. Is it possible to map an organization’s competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

4.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.

5. How are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

6. What if the reports generated for the psychometric assessments differ from the actual behaviour, attitude or aptitude of the person?

Human behaviour is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behaviour or attitude. 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 behaviour of the person, always refer to the other environmental, physical and psychological factors driving that behaviour. This should be preferably done under supervision of qualified professionals only.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

You get their tests report

Note You will be charged only at step 3. i.e. only when candidate start the test.

Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

Related Tags

Retail Assessments