Sales aptitude test for holistic B2B sales competency assessment
Sales aptitude test helps hire the right talent who have the aptitude to thrive in B2B sales roles. Use this sales aptitude test to measure key skills like the ability to manage customer relationships, taking initiatives to smoothen out the sales process, self-management and more.
Availability
Ready to Use
Test Type
Psychometric
Test Duration
70 Minutes
Total Questions
135 Questions
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s B2B 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’ business development skills and potential to thrive in a sales role. It also examines factors that affect sales performance.
You would be able to gauge if candidates have the potential to perform better when provided with the right guidance. Furthermore, you will be able to get answers to questions like:
- Is your sales team able to penetrate key accounts as deeply as possible?
- What weaknesses are holding your team back from reaching their full potential?
- Do you have the right people in the right sales roles?
- What is the current state of your team’s skills, and what will it take to bring their skills and capabilities to a higher level.
This assessment also serves as a structured sales psychometric test and aptitude test for sales executives. Therefore, it is an excellent tool for:
- Recruitment
- Developmental needs analysis for optimizing current teams
- Initiating appropriate sales talent strategies based on validated insights
- Measuring specific skills like a person’s sales knowledge, customer centricity, personality traits, etc.
SKILL LIBRARY
About
Sales aptitude is a critical aspect of building high-performing sales teams. This sales skills assessment determines the sales aptitude of a person by analyzing the competencies and behavioral traits required in high-performing sales professionals.
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Sales Potential Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Self-Control
Demonstrating an ability to hold back one's emotions, control one's impulses, and respond calmly and objectively to others.
Stress Tolerance
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Self-Confidence
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed.
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
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In Mercer | Mettl, we found a good combination of three core attributes that we sought in our talent assessment partnership. Its proctoring feature was brilliant, and a particular facet that stood out was the platforms flexibility in working for spec
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Director, Centre For Management Services, AIMA
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CIO, EBZ Business School, Germany
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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. 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.
3. 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.
4. 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.
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.
