Sales personality test to assess candidates sales aptitude
Sales personality test is a tool to assess key skills of entry-level sales personnel. It helps measure self-management abilities, potential to manage sales processes, the way candidates manage customer relationships and their overall ability to perform well in a B2B role.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Test Duration
70 Minutes
Total Questions
135 Questions
Relevant Job Roles
Sales Executive/ Sales Representative, Business Development Executive, Sales Apprentice
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s B2B Sales Personality Test measures sales and business development skills and examines factors that can affect sales performance.
The test is ideal for:
- Screening: This sales profile assessment offers a detailed understanding of B2B sales skill sets to find candidates who meet your unique business requirements.
- Sales performance optimization: The test’s quantitative and validated process analyzes your potential salespeople, detailing each individual’s potential to succeed in the role. The sales personality test also provides a roadmap of skills each individual must learn, the attributes they must develop, and the weaknesses they must overcome to achieve top sales success.
- Increasing sales revenue: Armed with insights using Mercer | Mettl B2B Sales Personality Quiz, you can develop and initiate appropriate sales talent strategies to drive revenue, sales and business performance – creating a genuine competitive advantage.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Sales Potential Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Self control, self confidence, stress tolerance
The sales personality test evaluates candidates’ ability to demonstrate self-control, self- confidence and stress tolerance while managing emotions in a positive way when facing challenges.
Leadership
Measure candidates’ leadership skills using this sales profile assessment. Assess team management, negotiation and persuasion, problem solving and decision making, logical thinking, etc.
Self management
An ideal personality test for sales job hiring, Mercer | Mettl’s sales profile test assesses self-control, self-confidence, stress tolerance, achievement orientation and learning agility.
Managing client relationships
Use this salesperson personality test to gauge candidates’ ability to manage client relationships. It assesses skills like influence, networking abilities, customer service orientation and empathy.
Managing the sales process
This sales personality quiz helps measure result orientation, process planning and execution, information- seeking, initiative, perseverance and other skills required to manage the sales process.
Customize This Test
Flexible customization options to suit your needs
Set difficulty level of test
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Combine multiple skills into one test
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add your own questions to the test
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Request a tailor-made test
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
Our Customers Vouch for Our Quality and Service
The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
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Sonal Kapur Sinha
Head HR, Modern Foods
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Mercer | Mettl''s platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from
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Saranya Mukherjee
Lead, Early Career Development Campus & Employer Branding
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The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete
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Anson Mathews
Organization Development Manager, Averda
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With Mercer | Mettl, we have probably experienced the best customer service from any tech company. It has two exceptional things - its software and the more important product, its staff, which is truly an asset.
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Dr. Fuad Said
MD, Internal Medicine, Jordan Hospital
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Mercer | Mettl assured us of the quality and consumer service that other platforms were not offering. Security, integrity and technology were unmatched, easy to explain and understand.
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Ike Marieta
Director, PIP, Universitas Padjadjaran, INDONESIA
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When you have an assessment platform such as Mercer | Mettl, you have done your homework. You know the candidate is good enough. So you are saving time.
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Varun Berry
Managing Partner, Operations, Chordify & CEO, Intulog
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Whether onboarding, sales, or customer service representation, we were guided thoroughly and nowhere did we feel lost. It made the whole experience extremely positive.
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Chelsey Jones
M.A., M.Ed. Senior Manager, Federal Programs
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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?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
3. Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
4. Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
5. 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.
6. How have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. 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 behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
