Sales skills assessment test for holistic B2C sales competency assessment
Sales skills assessment test helps hire the right talent who have the aptitude to thrive in B2C sales roles. Use this sales aptitude test to measure key skills like the ability to manage time and customer relationships, ethics and integrity, problem-solving and decision-making qualities.
Ready to Use
Psychometric
All Levels
Moderate
65 Minutes
133 Questions
Sales Executive/ Sales Representative, Business Development Executive, Sales Apprentice
English Global, English Indonesia, English UAE, English India, Mandarin, Portuguese, Arabic, Vietnamese, Indonesian
Inside This Assessment
Mercer | Mettl’s B2C Sales Aptitude Test is a holistic set of sales competency assessments developed by psychometricians and subject matter experts. It has been designed to objectively analyze candidates’ organizational skills, relevant personality attributes and leadeship potential. It also examines factors that affect sales performance.
The results from this sales skills test will enable you to gauge if candidates can thrive in business-customer interactions. More importantly, you will be able to get answers to questions like:
- How well does a potential recruit know the current and emerging best practices associated with business-to-consumer selling?
- Does your existing sales team consistently apply those practices?
- How to address the performance gaps of frontline sales personnel in critical areas like needs assessments, suggestive selling and customer service?
SKILL LIBRARY
B2C Sales Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Self Management
Managing the Sales Process
Managing the Customer Relationship
Competencies:
Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.
Competencies:
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
Competencies:
Demonstrating an ability to understand the stated and unstated needs and requirements of customers.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating an ability to convince others of one's points of view and ideas.
Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.
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.
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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 we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
3. Will your assessment score candidates who are applying for jobs appropriately?
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. Can you map an organization's competency framework to your assessments?
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. 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.
6. How are norms decided for MPP?
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.
7. 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.
