Store Manager Test to Assess Customer Service and Sales-Oriented Traits
Store manager test 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
40 minutes
101
English Global, English India
Inside This Assessment
Mercer | Mettl’s store manager assessment test is a test designed by subject matter experts to identify skillfull retailers. The test focuses on helping companies find the right talent in the customer service industry. It does so by offering an innovative solution that helps identify the behavioral and cognitive capabilities that candidates must possess to perform well and excel in retail/in-store roles.
Section Details:
|
Mettl Personality Inventory |
Assesses the candidate's behavioral competencies required for a sales role and is based on Big Five Model of Personality. |
| Situational Judgement Test |
Assesses the functional understanding of a sales role through real-life situational judgment questions. |
| Aptitude Test |
Assesses the candidate’s reasoning abilities. |
SKILL LIBRARY
In-Store Sales 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.
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.
The Mercer | Mettl Advantage
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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 you map an organization's competency framework to your assessments?
Yes. We can create a customized assessment for your organization based on its needs and determine the behaviours supporting success in the same context. For more assistance, please write to us with your request, and we’ll gladly find a solution.
3. 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.
4. 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.
5. 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.
6. 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.
