Mettl Field Sales Executive Assessment

Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: Demo123
Last Name: Not filled
Date of birth: Not filled
Experience: Not filled
Country: Not filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test. 

This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:

1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
4. Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution.
We do not recommend candidates who display Central Tendency as it indicates that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Response Style: Genuine

Explanation of response style:

Genuine: If questions are answered in a sufficiently varied manner.

Social Desirability: If questions are answered in a socially desirable manner.

Central Tendency: If many questions are answered as ‘neither agree nor disagree’.

Values shown in above chart are sten scores
Low Moderate High
Recommendation Based on Overall Performance

Not Recommended



Areas of Development

Problem Solving: Needs to be able to reason and provide systematic solution to a given problem. Also needs to be able to evaluate different alternatives to the problem in a step by step manner to select the best solution.

Numerical Ability: Needs to have the ability to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates.

Verbal Ability: Needs to be able to use a right word at the right time and carefully formulate sentences. Also needs to be able to communicate and express his/her thoughts effectively.

Personal Attributes
Values shown in above chart are sten scores
Low Moderate High
Accountability: Moderate

Moderately likely to hold oneself accountable for the actions taken by oneself. Somewhat likely to take one's duties and responsibilities seriously. May at times be able to hold oneself accountable to complete the assigned task. May at times be able to understand one's mistakes and may occasionally rectify them immediately. Moderately likely to execute one's work without seeking any guidance from others.

Resilience: Moderate

Somewhat likely to deal effectively with pressure and display emotional resilience. Somewhat likely to be calm and poised and may at times get discouraged by setbacks, occasionally putting sufficient effort to ensure timely and efficient completion of tasks. May find it somewhat difficult to be optimistic and is somewhat likely to maintain optimal performance during difficult situations. May at times be able to perform efficiently in a competing and challenging work environment. Somewhat likely to use appropriate coping strategies to deal with several stressful tasks or situations at work.

Self Confidence: Low

Less likely to be confident about one’s own abilities. Not very likely to believe in one's ability to achieve desired objectives and may not always try beat one's own performance expectations. Less likely to compete with others to prove one's capabilities.

Work Orientation
Values shown in above chart are sten scores
Low Moderate High
Following Work Procedures: Moderate

Somewhat likely to adhere to the rules and regulations placed by the organization, carefully. May occasionally follow instructions or directions in order to complete the assigned tasks effectively. Somewhat likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Somewhat likely to carefully check work processes, in order to ensure delivery of quality output.

Drive for Results: Moderate

Somewhat likely to be intrinsically motivated to work on given tasks wholeheartedly. Moderately likely to consistently work towards delivering desired results and may at times ensure that whatever one takes up is completed successfully. Somewhat likely to try out new strategies to accomplish challenging goals, and may at times remain focused on achieving one's targets, despite obstacles.

Interpersonal Skills
Values shown in above chart are sten scores
Low Moderate High
Customer Service Orientation: Moderate

May at times be able to understand and promptly deliver on customer's expectations and requirements. Somewhat likely to ask relevant questions and gather data in order to ascertain more information and better understand the customer's needs and requirements. Moderately likely to ensure that customer requirements are met perfectly in the first time itself. May at times deal with customer queries, requests and complaints in an efficient manner. Moderately likely to focus on continuously providing excellent customer services.

Influence: Moderate

Somewhat likely to be good at influencing others. Moderately likely to provide necessary arguments to win over the other party. May at times be able to convince others of one's thoughts and viewpoints by answering questions effectively. Moderately likely to be concerned about others' perspectives and addresses them before they can bring it up themselves.

Sales Aptitude
Values shown in above chart are sten scores
Low Moderate High
Problem Solving: Low

The candidate is unlikely to have effective problem solving skills. He/she is unlikely to identify and analyse an existing problem or look for suitable replacements, substitutes or solutions. He/she is likely to have very poor reasoning skills and may not be able to contemplate between positive and negative solutions to a problem.

Numerical Ability: Low

The candidate is unlikely to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates. He/she may have very low level of speed in making analysis or assessments based on given information and an extremely low level of concentration in solving problems.

Verbal Ability: Low

The candidate is unlikely to have a good vocabulary. He/she may be very poor at proper usage of grammar and punctuation. He/she may face problems in understanding word meanings, word relationships and also in interpreting detailed information.

Test Log