Report Section
Mettl Personality Inventory
Test Taker Details
S
Sample
Email Address: sample-report@mettl.com
How to Interpret the Report?
This assessment measures work-relevant personality traits that might be manifested in work behavior 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 behavior (e.g. using structured behavioral 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 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
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’.
EXECUTIVE SUMMARY
Overall Score Summary
Moderate
Low
Moderate
High
Strengths
Planning
Likely to plan and prioritize one's tasks in order to accomplish goals in a timely manner.
Initiative Taking
Likely to display a high level of initiative, and may often look for areas where one can contribute without being asked.
Flexibility
Likely to be open to changes taking place in the organization and adapt to it effectively.
Areas of Development
Accountability
Needs to learn to hold oneself accountable and accept responsibility for one's actions and decisions.
Self-assurance
Needs to have belief in one's abilities and should try to remain optimistic regardless of what others say about oneself.
Collaboration
Needs to be a good team player and collaborate with relevant people to make sure team goals are achieved in an efficient manner.
COMPETENCY ANALYSIS
Trustworthiness:
Values shown in above chart are sten scores
1. Trustworthiness:
Accountability: Low
Not very likely to take responsibility for one's own actions or decisions. Not very likely to take one's duties and responsibilities seriously. May seldom be able to understand one's mistakes and may rarely rectify them immediately. Less likely to hold oneself or others accountable to complete the assigned task and may rarely execute one's work without seeking any guidance from others.
Ethical Propensity: Low
Not very likely to be open or transparent in one's transactions with internal and external stakeholders. Not very likely to follow the right approach or chose the right course of action regardless of the consequences to oneself. May not always treat one's team members, colleagues, customers or others in a fair manner. Not very likely to be reliable with confidentiality of critical information related to work and/or organization. Not very likely to gain trust of people within or outside the organization.
Emotion Regulation:
Values shown in above chart are sten scores
2. Emotion Regulation:
Self-assurance: Low
Not very likely to take a stand for one's ideas and beliefs and may get discouraged by thoughts and actions of others. Less likely to display high propensity of self-acceptance and self-adequacy. May not be able to remain optimistic regardless of what others think or do. Not very likely to have a good understanding of one's strengths or development areas. Less likely to display respect for one's self and belief in one's abilities.
Stress Management: Low
Not very likely to deal effectively with stress or maintain one's calm in difficult or challenging situations. May not always be able to think clearly or keep up optimal performance when faced with emotional or stressful situations. Less likely to use appropriate coping strategies to deal with workplace stress. May not always be able to maintain a positive attitude or respond to changing situations with composure.
Drive:
Values shown in above chart are sten scores
3. Drive:
Learning Agility: Moderate
Somewhat likely to demonstrate an ability to learn new skills and acquire knowledge required to perform optimally in one's job. Somewhat likely to gain experience from one's own and others' accomplishments and failures. May at times demonstrate a willingness to give up conventional approaches and unlearn outdated skills which may be slowing down the progress of one's work. Somewhat likely to focus on self-development and put in efforts to work towards upgrading one's skills and knowledge.
Initiative Taking: High
Likely to initiate tasks without being asked and work above and beyond the expectations of a job. May demonstrate eagerness to work on new tasks or tasks that others don't want to take up. May look for opportunities to take on challenges and look for areas where one can contribute actively.
Team Work:
Values shown in above chart are sten scores
4. Team Work:
Collaboration: Low
Not very likely to demonstrate an ability to work effectively with team members in a harmonious and cooperative way. Not very likely to work collaboratively with others, with a positive approach towards achieving common goals. Less likely to offer help to others without being asked to. Less likely to work towards utilizing strengths of all the team members to accomplish tasks.
Inclusion: Low
Less likely to be understanding or sensitive towards others who might be different from oneself. Less likely to treat everyone with respect. May not always be able to work effectively with individuals and groups of diverse background and experiences. Not very likely to feel comfortable while working with people having different perspectives, and may not always try to foster an inclusive workplace where individual differences are respected and valued.
Relationship:
Values shown in above chart are sten scores
5. Relationship:
Networking: Moderate
Somewhat likely to come across as a warm and friendly person and may at times be interested in socializing and building relationships to develop work opportunities. Somewhat likely to leverage one's network of contacts within and outside the organization, for achieving business level goals. May at times be able to build and maintain productive and long term relationships with different stakeholders over a period of time. Somewhat likely to gather resources from internal and external contacts for completing tasks effectively.
Interpersonal Skills/ Social Competence: Moderate
Somewhat likely to enjoy working and interacting with other people. Moderately likely to be able to structure one's thoughts and communicate in a clear, concise and accurate manner. Somewhat likely to be able to listen to others objectively and be open to others' ideas. May at times maintain a straightforward and frank demeanour, and may occasionally be able to put across one's viewpoint in an assertive and confident manner.
Task/Delivery:
Values shown in above chart are sten scores
6. Task/Delivery:
Process Orientation: Low
Not very likely to be aware of established systems and processes governing the organization. May rarely adhere to the rules and regulations placed by the organization and may not always carry out tasks following the given instructions and directions. Not very likely to understand the importance of following standard guidelines and operating procedures in a workplace to ensure the consistency of work.
Result Orientation: Low
Not very likely to demonstrate the ability to work actively to achieve results on time. Less likely to work with dedication and commitment and put in one's best to complete a task. Less likely to be concerned with consequences of one's work on the organization as a whole. Not very likely to be enthusiastic while working on challenging tasks and may not always demonstrate a sense of urgency to accomplish goals. Less likely to set high-performance standards for self and others, and try to make efforts to maintain the same.
Planning: High
Likely to have the ability to prioritize tasks, and may plan with a realistic sense of time and resources. May determine project/assignment requirements by breaking them into smaller tasks. Likely be organized and systematic in one's work. May be able to prioritize activities and assignments basis their importance. Likely to set realistic expectations for others regarding deadlines and may be able to allocate an appropriate amount of time to efficiently accomplish goals.
Customer Service:
Values shown in above chart are sten scores
7. Customer Service:
Service Orientation: Moderate
Somewhat likely to demonstrate an ability to understand customers' needs and requirements well and may at times be able to deliver best customer service for every task undertaken by oneself. Somewhat likely to come up with different ways to add value to the internal and external customers. May at times be able to deal with customer queries, requests and complaints in an efficient manner.
Quality Focus: Low
May not always be able to understand what is considered as excellence in performance. May rarely show a tendency to consistently focus on quality and ensuring adherence to high standards. Less likely to pay close attention to all the details of a task. Not very likely to continually seek to provide the highest quality services and products to all.
Adaptive:
Values shown in above chart are sten scores
8. Adaptive:
Flexibility: High
Likely to be open to changes taking place in the organization. Likely to accept change, as is open minded and appreciative of new ideas which can contribute positively to the working environment. Likely to be willing to work on tasks, even when situations and goals are dynamic in nature. Likely to be resourceful during change, contributing in making the change effective.
Innovation: High
Likely to be high on imagination and creativity, often adding new dimensions to one's work. Likely to keep oneself updated on current research and technological advancements in the industry. May come up with novel approaches and methods to develop an idea and product. Likely to take necessary risks including trying new and unconventional ways to get things done. Likely to develop new and improved methods, systems and products that would enhance efficiency of one's work.
