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Test Finish Time:
1595315528473
Overall Status:
Completed
Detailed Status:
Test-taker Completed

Report Section

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Mettl Digital Readiness Assessment--

sample | 1595315528473

Test Taker Details

s

sample

Email Address: sample@mettl.com

Test-Taker ID: - 44734774
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. 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.

Digital Readiness Assessment:
This assessment aims to test whether the employee possesses suitable behavioral competencies and cognitive skills to adapt to and manage the digital transformation process. The report is designed to help the respondent as well as the line managers understand the digital readiness level of the respondent. This report is organized into two sections:

  1. Digital Readiness Competencies – this section explains whether the respondent possesses the essential competencies which will enable one to adapt to the rapidly changing digital work culture of the organization.
  2. Digital Readiness Level – this matrix explains the level of digital readiness on the basis of cognitive ability and behavioral competencies. Based on these scores, the respondents can be classified into 9 groups – Reluctant, Active, Digital Ready, Indifferent, Partially Ready, Learner, Unprepared, Naïve and Enthusiast.
Table containing reference info

Use of Response Styles:
The ideal response style is “Genuine”, and it is recommended for further analysis. However, if any respondent’s response style displays Social Desirability, he/she needs to be considered with caution.
We do not recommend respondents who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the respondent 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 respondent’s answers. This in turn is expected to interfere with the proceeding decisions, so the respondent 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
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

Digital Readiness

Table containing reference info

Strengths

Collaboration
Likely to be a good team player and collaborate with relevant people to make sure common goals are achieved in an efficient manner.
Inclusiveness
Likely to be understanding and respectful to others who are different from oneself.
Innovation
Likely to have an innovative approach to one's work, working towards deriving novel and original methods at the workplace.

Areas of Development

Mental Agility
Needs to be able to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. Also needs to be able to apply innovative ways to solve problems.
Resilience
Needs to display positive outlook and deal with stressful situations in a more effective manner.
Openness to Learning
Needs to seek out more challenging experiences and opportunities to develop one's skills and abilities.

EVALUATION OF COMPETENCIES

Ability:

Values shown in above chart are sten scores

  Low (1 - 4)   Moderate (5 - 6)   High (7 - 10)

1. Ability:

3
Of 10.0
Mental Agility: Low
Unlikely to have the ability to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions. May not be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. May not have lateral thinking abilities and fluid intelligence. May not be creative in thinking and in integrating data logically to arrive at solutions.

Intrapersonal:

Values shown in above chart are sten scores

  Low (1 - 4)   Moderate (5 - 6)   High (7 - 10)

2. Intrapersonal:

6
Of 10.0
Openness to Learning: Moderate
Moderately likely to be open to ideas and suggestions from others in order to pick up new skills and gain knowledge which may be required to perform tasks at work. May sometimes be willing to seek out challenging experiences and opportunities to develop one's skills and abilities. Somewhat likely to focus on developing and improving oneself with every task that one takes up.
5
Of 10.0
Resilience: Moderate
Moderately likely to display positive outlook and may at times deal effectively with pressure by being calm and poised. May occasionally able to recover quickly when faced with setbacks. Somewhat likely to maintain optimal performance despite difficult situations. Moderately likely to use appropriate coping strategies to deal with stressful circumstances.

Interpersonal:

Values shown in above chart are sten scores

  Low (1 - 4)   Moderate (5 - 6)   High (7 - 10)

3. Interpersonal:

8
Of 10.0
Collaboration: High
Likely to be a good team player and may be able to maintain harmonious and cooperative relationships with team members. Likely to work cooperatively and collaboratively with others, towards achieving common goals. Likely to offer help to others without being asked to do so. Likely to coordinate with relevant people and departments to ensure smooth completion of common goals.
8
Of 10.0
Inclusiveness: High
Likely to come across as a warm, friendly and approachable person and may be courteous and respectful in one's behaviour. Likely to be understanding and sensitive towards others having different perspective from oneself. May be open to understand people who are different from oneself and accommodate to fulfil their needs. May foster an inclusive workplace where individual differences are respected and valued.

Business:

Values shown in above chart are sten scores

  Low (1 - 4)   Moderate (5 - 6)   High (7 - 10)

4. Business:

8
Of 10.0
Innovation: High
Likely to be high on imagination and originality, often come up with novel methods to do one's work effectively. Likely to challenge the status quo and find novel and better ways of doing tasks so as to improve work processes. Likely to develop new and improved methods, systems and products that would enhance efficiency of one's work.
7
Of 10.0
Change Management: High
Likely to clearly understand the rationale for change mandated by the organization, and may be able to adapt to it quickly. Likely to find synergies between old and new ways of doing things, so as to reduce the disruption to work as much as possible. Likely to deal with ambiguous and unknown situations in a confident manner and may be able to work on tasks, even with limited information and resources.

Activity Log

Activity Log

Proctoring Log
Recovered Video - Link
21 Jul,2020
  • Started the test with Personality Inventory Started the test with Personality Inventory
  • Finished Personality Inventory and started Abstract Reasoning of the test
  • Finished the test Finished the test

About the Report

This Report is generated electronically on the basis of the inputs received from the assessment takers. This Report including the AI flags that are generated in case of availing of proctoring services, should not be solely used/relied on for making any business, selection, entrance, or employment-related decisions. Mettl accepts no liability from the use of or any action taken or refrained from or for any and all business decisions taken as a result of or reliance upon anything, including, without limitation, information, advice, or AI flags contained in this Report or sources of information used or referred to in this Report.
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