Business School Hiring

Standardized and efficient hiring for campus drives.

Industry/Use Case


    • Multinational professional services company that provides services in strategy, consulting, digital, technology and operations. A Fortune Global 500 company, with more than 459,000 employees serving clients in more than 200 cities in 120 countries. In 2015, the company had about 150,000 employees in India.
    • The company was looking for an online platform that could provide them a holistic understanding about candidates reducing the overall B School hiring timelines.


    • The company visited B school for their annual recruitment drive for hiring candidates across Consulting and HR profiles. Considering the high volumes associated, they had to spend considerable time in co-ordination with several stakeholders as well as conducting interview for every prospective candidate.
    • The process of selection was not standardized across interviewers or campuses, leading to subjectivity and sub-optimal filtration criteria.


    • Mettl collaborated with company CXOs to identify critical competencies for every hiring role. This was based on understanding of roles/responsibilities and interactions with key stakeholders including the recruiters/hiring managers.
    • Based on the competencies identified, Mettl brought together its expertise across behavioural, cognitive and domain based tools to ensure, a holistic evaluation of the candidates could be conducted.
    • Use of complex business case study simulators aligned to management models/concepts, coupled with a combination of custom curated content and standardized tools, ensured the assessment were strong and resonated with the company’s objective.


    • The internal team conducted a pilot run where the assessment data was compared to the interviewer’s ratings. With a strong correlation between the data points proved, they were convinced of the predictive strength of Mettl’s assessment batteries.
    • After successful completion of their first online hiring drive, the expertise was used for subsequent drives and also for existing employee evaluation to address two key objectives:
    • Identify training needs of existing employees
    • Establish benchmarks based on existing employee data to further fine tune the filtration process and facilitate effective hiring decisions.