Report Section
Mettl Assessment for Corporate Lawyers
Test Taker Details
S
Sample
Email Address: sample.1@mettl.com
How to Interpret the Report?
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:
- 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’.
- 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.
- 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.
- 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 Extreme Responding/Central Tendency/Careless Responding as they indicate 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
Response Style Genuine
Explanation of Response Style:
Genuine
No concerns or red flags just based on response style of candidate.
Social Desirability
If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.
Extreme Responding
If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.
Central Tendency
If the middle response (‘neutral’) is selected more than 30% of the time.
Careless Responding
If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).
EXECUTIVE SUMMARY
Recommendation
Cautiously Recommended
Not Recommended
Cautiously Recommended
Recommended
Strengths
Critical Thinking
Is able to think out-of-the-box to solve various problems. Is also able to assess the effectiveness of the opposing argument to test the validity of the proposition.
Analytical Ability
Is able to reason and provide systematic solution to a given problem. Is also able to evaluate different alternatives to the problem in a step by step manner to select the best solution.
Verbal Ability - Grammar and Vocabulary
Is able to use a right word at the right time and carefully formulate sentences. Is also able to communicate and express his/her thoughts effectively.
Areas of Development
Openness to Learning
Needs to learn from past experiences and use this learning for future endeavours and to develop one's skills and abilities.
Accountability
Needs to learn to hold oneself accountable and accept responsibility for one's actions and decisions.
Drive for Results
Needs to work towards achieving one's targets and goals effectively.
Managing Work:
Values shown in above chart are sten scores
1. Managing Work:
Planning and Organizing: Moderate
Somewhat likely to have the ability to prioritize tasks, and may occasionally plan with a realistic sense of time and resources. May have a slight tendency to approach every task in a structured and planned manner. Moderately likely to establish realistic deadlines for oneself to ensure that work is completed efficiently and on time. Somewhat likely to be organized and systematic in one's work in order to successfully accomplish multiple tasks simultaneously.
Accountability: Low
Less likely to accept responsibility for the actions or decisions taken by oneself. Not very likely to take one's duties and responsibilities seriously. May seldom be able to hold oneself accountable to fulfil the commitment made. May not always be able to understand one's mistakes and rectify them immediately. Less likely to execute one's work without seeking any guidance from others.
Drive for Results: Low
Less likely to be intrinsically motivated to complete one's tasks wholeheartedly and efficiently. Not very likely to have the ability to understand the end results one is working towards. May rarely set challenging yet achievable goals for oneself, and may not always be able to display perseverance to accomplish set tasks, irrespective of the circumstances. Seldom likely to initiate tasks without being asked to or work above and beyond the expectations of a job.
Process Adherence: Low
Less likely to adhere to the rules and regulations placed by the organization carefully and may rarely follow instructions and directions in order to complete the assigned tasks effectively. Less likely to explain the consequences to oneself as well as others in case of noncompliance. May rarely be able to advice or advocate change to improve work processes and make them more efficient to ensure smooth accomplishment of assigned objectives.
Managing Self:
Values shown in above chart are sten scores
2. Managing Self:
Stress Management: Low
Less likely to display emotional resilience and may not always deal effectively with pressure by being calm and poised. May rarely work efficiently or put in sufficient effort when faced with setbacks. Less likely to use appropriate coping strategies to deal with workplace stress. May seldom demonstrate willingness to receive and use information as and when it comes. Not very likely to be able to give relevant ideas and solutions even when limited information is provided.
Ethical Propensity: Low
Less likely to act in an ethical or trustworthy manner. May seldom take a stand based on the right thing regardless of the consequence to oneself. Not very likely to be open and transparent in one's dealings with internal and external stakeholders. Less likely to stick to one's professional ethics, morals, and values to complete tasks, especially when it is inconvenient.
Openness to Learning: Low
Less likely to have the ability to reflect on experience, to learn from one's own and others' successes and failures or to use this learning in the future. May seldom be willing to seek out challenging experiences and opportunities to develop one's skills and abilities. May rarely look for opportunities to gain new information and knowledge which may be required to perform tasks at work. Not very likely to understand the business, the market, and the industry and interdependencies between these various lines of business.
Managing People:
Values shown in above chart are sten scores
3. Managing People:
Negotiation and Influence: Low
May seldom be able to convince others by identifying or understanding the factors that might influence others in an assertive or clear manner. Less likely to work towards a win-win solution for all parties involved or offer compromises to others, when necessary, in exchange for cooperation. Less likely to leverage one's position to make the outcomes favourable to oneself, one's team and the organization.
Networking: Low
Less likely to come across as a warm or friendly person and may not always be interested in socializing or building relationships to develop work opportunities. Not very likely to gather information and resources from internal and external sources to ensure that tasks are completed efficiently. May seldom be approachable or maintain contact with immediate stakeholders on a regular basis.
Service Orientation: Moderate
May be somewhat able to accurately understand customer's expectations and requirements and deliver on the same efficiently. Moderately likely to ask relevant questions in order to ascertain more information and better assess their motivations or passions accurately. Occasionally likely to deal with customer queries, requests and complaints in an efficient manner and focus on continuously providing excellent customer services. May at times be sensitive and respectful towards others, and may sometimes make efforts to be compassionate and considerate of other's feelings and emotions.
Cognitive Competency Analysis:
Values shown in above chart are sten scores
4. Cognitive Competency Analysis:
Problem Solving: High
The candidate is most likely to have the ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. He/she may be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. He/she may have excellent lateral thinking abilities and fluid intelligence. He/ she may be very creative in thinking and in integrating data logically to arrive at solutions.
Critical Thinking: High
The candidate is very likely to have the ability to think out-of-the-box to solve various problems. He/she may be able to assess the effectiveness of the opposing argument to test the validity of the proposition. The candidate is very likely to effectively analyze a scenario and choose among many possible solutions to a particular problem in any complicated situation. He/she may have strong skills like common sense, intuition and reasoning. He/she may have a very rational thinking and thus may be able to contemplate between positive and negative situations.
Analytical Ability: High
The candidate is very likely to integrate issues and factors onto a conceptual framework. He/she may have strong ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. He/she may be able to analyze or perceive a given information from different perspectives.
Attention to Detail: High
The candidate is most likely to notice everything that might be of importance, at any point of time. He/she may be able to capture every minute detail and present the work in a clear, complete, precise and easy to understand language. The candidate may be very attentive, focused and excellent at giving desired results and in maintaining great quality.
Verbal Ability - Grammar and Vocabulary: High
The candidate is highly likely to have strong grammar skills and may be able to communicate with clarity. He/she may be able to formulate sentences and proofread his/her work. He/she may be excellent at producing quality and error free work. The candidate is very likely to use the appropriate word or set of words that depend on the context, tone and gravity of the message as well as on the relationship with the person to whom it is addressed. He/she may have strong ability to use a right word at the right time. He/she may be excellent at expressing thoughts well or performing well at presentations, business meetings, discussions, training and development etc.
Verbal Ability - Reading Comprehension: High
The candidate is very likely to process, retain and synthesize large amount of information in a workplace. He/she may have excellent reading skills and may take lesser time to absorb information and deliver outputs as compared to those with average / poor reading skills.
Domain Ability Analysis:
Values shown in above chart are sten scores
5. Domain Ability Analysis:
Domain Ability: High
The candidate has a good grasp of domain concepts and his/her basic knowledge is strong. The candidate understands fundamentals related to liasoning, litigation, legal procedures and related concepts and can interpret this information in a logical, rational output.
