Use the Store Manager Solution for job candidates applying to entry-level leadership positions who tend to supervise hourly employees. Before you invest the time and money to train a new employee, test your applicants for skills like:
- Management Potential
- Problem Solving
- Retail Professionalism
This test provides the answers you need to make informed hiring and promotion decisions.
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The Store Manager Solution is an assessment used for job candidates applying to entry-level leadership positions who tend to supervise hourly employees. Sample tasks for these jobs include, but are not limited to: planning and preparing work schedules, assigning employees to specific duties; coaching employees on attendance, conduct, schedule adherence, and work tasks, developing employees’ skills ; training subordinates; prioritizing multiple tasks and priorities; and making day-today decisions with minimal guidance from others. Potential job titles that use this solution are: Store Manager, First Line Supervisor, Retail Manager, Restaurant Manager, and Customer Service Supervisor.
Job Level: Manager
Job Family/Title: Retail
Average Testing Time (minutes): 49 minutes
Maximum Number of Questions: 157 items (117 items on average)
Number of Sittings: One
Designed for Remote Testing: Yes
Question Format: Simulations, Multiple choice – Adaptive
Management Potential: This measures a candidate’s tendency to make good judgments about how to effectively respond to work situations. This is determined by scores derived from the candidate’s responses to questions regarding situations one would likely encounter as a manager.
Problem Solving: This measures a candidate’s tendency to efficiently and effectively use numerical and analytical reasoning. This component is characterized by the ability to solve complex problems, identify alternatives, and make reasoned decisions.
Retail Professionalism: This component measures the tendency to have potential for success in the retail industry. This is characterized by scores that are derived from responses to questions regarding academic and social background, and aspirations concerning work.
Thoroughness: This measures a candidate’s tendency to be thorough and precise in approaching work and personal activities. This trait is characterized by: being accurate; finding and correcting errors; and maintaining order in work and personal affairs.
Reliability: This measures a candidate’s responsibility for his/her own actions and a commitment to performing assigned tasks. This trait is characterized by: reliability; proactive involvement in work; and a dedication to complete even the most mundane tasks.
Achievement: This measures a candidate’s tendency to set and accomplish challenging goals, while persisting in the face of significant obstacles. This trait is characterized by: working hard; taking satisfaction and pride in producing high quality work; and being competitive.
Innovation: This measures the tendency of the candidate’s creativity in working through problems and making decisions. This trait is seen as: producing novel solutions to problems; using imagination to create unique ideas or products; and logically applying multiple and inventive strategies when considering alternatives. Influence: This component measures the tendency of a candidate’s effectiveness in directing and influencing others. This trait is characterized by: persuading and negotiating effectively with others; influencing others’ decision-making; and coordinating others’ efforts to accomplish work.
Independence: This component measures the tendency of a person’s willingness to take action and to make decisions independently. This trait is revealed in: working effectively without immediate supervision; not being overly dependent on help from others; and being resourceful in the face of challenges.