Assess Knowledge in Field Sales Using the Field Sales Executive Assessment
Mercer| Mettl's field sales executive assessment is a psychometric tool that can help determine whether candidates' capabilities and skills match the skill requirements for field sales roles. In addition, it enables employers to identify candidates with the right personality traits to excel in such positions.
Ready to use
Psychometric,Aptitude
English India, Vietnamese
Inside This Field Sales Executive Assessment
The role of a field salesperson is a highly client-facing one, involving frequent traveling rounds to hold meetings with potential and long-term customers. This role would require managing accounts, handling customer relationships, and maintaining a confident image as an accountable and approachable representative of the organization and its products and services.
SKILL LIBRARY
Field Sales Executive Competency Framework
Get a detailed look inside the test
Field Sales Executive Assessment Competencies Under Scanner
Personal Attributes
Work Orientation
Interpersonal Skills
Sales Aptitude
Competencies:
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Demonstrating the ability to develop and maintain inner strength based on desire to succeed; a person’s belief that he or she possesses the capabilities to succeed.
Competencies:
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Competencies:
Demonstrating an ability to convince others of one's points of view and ideas.
Demonstrating an ability to ensure excellent service to internal as well as external customers and constantly raising the bar of the service experience that customers enjoy.
Competencies:
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
Customize This Field Sales Executive Assessment
Flexible customization options to suit your needs
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The Mercer | Mettl Field Sales Executive Assessment Advantage
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.
