Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Banking & Finance
The bank’s increasing presence and goal to stay ahead of the technology curve mandated continually finding ways to improve its tech processes. The bank sought scalable solutions to upskill its existing tech workforce in India. Additionally, it wanted a tool to identify the precise reskilling needs for each employee and build a development plan to achieve the digital transformation of its tech workforce.
While the bank had clarity on its tech workforce upskilling goals, translating them into actionable strategies was challenging. Thus, the bank required a strategic partner to understand and execute its objective into a holistic upskilling plan across multiple tech roles. The bank needed assessments for specific tech domains and competencies. The assessments had to match global standards to determine the extent to which the employees needed to be developed further.
Therefore, an active strategic partner that could employ innovation to deal with its challenges was essential. The challenges included:
The most significant concern was not possessing the right tool that could help identify role-centric training needs in the organization. The company did not have the ideal methodology to deal with them. The company wanted to focus on evaluating the strengths and weaknesses of its employees to nurture and strengthen them holistically. The idea was to create training and development plans that could help empower every individual in the organization.
The bank was based out of the UK. Therefore, it wanted to execute its digital transformation operating remotely. Thus, it wanted to identify the necessary technology platform to scale its development initiatives. Besides, the assessments needed to match the global standards and recommend courses for upskilling of each employee.
Mercer | Mettl gained detailed insights into the bank’s tech development strategies and devised a scalable upskilling plan that was to be executed remotely. Mercer| Mettl approached the problem statement with two objectives.
The first objective was to understand the tech roles that the bank was targeting to upskill. After gaining insights into the requirement, Mercer| Mettl’s team of subject matter experts defined every sub-competency required for each of these roles and designed assessments considering the levels for which they were being administered. These role-specific tech assessments combined application and knowledge-based problems that needed to be solved in real-time.
Here’s how Mercer | Mettl helped the bank in building holistic assessments for each of these roles:
Mercer | Mettl offered a two-layered innovative solution, including MCQ-based questions combined with real-world coding problems to be solved in Mercer | Mettl’s Front-end Simulator and Back-end Simulator (Codelysis).
Mercer | Mettl’s coding assessment platform offered an extensive programming test library, replete with 100,000+ technical questions for 300+ skills, enabling the bank to devise impactful assessments.
The following simulators empowered the bank to test real-world coding skills and identify the skill gaps of the workforce.
Codelysis is a robust coding simulator to evaluate the hands-on experience and the ability to code in the desired programming language. It comes with a pre-build question library with 900+ questions on 25+ topics, available in 20+ languages. The highlight of the simulator is the Code Playback feature, which shares the full video of code recorded at each keystroke. This allows managers to gain a holistic understanding of the employees’ thought processes.
Click here to learn more about Codelysis.
Click here to learn more about Front-end Simulator.
The second objective was to conduct a skills gap analysis at an individual level. A gap in performance and the need to upskill was measured. This critical exercise ensured that the current competencies of the tech workforce were broken down at a team, job-role, and individual level and then matched to the company’s future goals – this forward-looking approach intended to help employees acquire the right skills to reach their full potential.
The bank could evaluate employees in detail, using the custom scoring logic for both assessment and simulation tests.
A remarkable set of online remote proctoring features added to the value and credibility of the assessment in the remote online setting. A stellar candidate authentication system followed by AI-based proctoring and easy access to recording and reviewing the assessment ensured the plausibility of the test.
A strategic approach to assessing and bridging the gaps in the employees’ current skills ensured personal and professional growth. Mercer | Mettl’s transparent, bias-free and time-saving package fully digitized the bank’s technical upskilling and development process. A combination of MCQ-based and simulator coding assessments measured the existing skill competencies. Mercer | Mettl’s detailed reports offered deep insights into the employees’ strengths, weaknesses and development areas, aiding in a lucid reskilling program.
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