Mettl Project Manager Assessment

Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: sample
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, only more or less appropriate to certain types of work. 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. 

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:

1. 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’.
2. 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.
3. 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.
4. 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: 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).


Cautiously Recommended

Critical Competencies

Ability to Handle Pressure: Likely to deal effectively with pressure and come across as calm and poised. Not likely to have a tendency to get discouraged by setbacks.

Responsible/ Accountable: Somewhat likely to hold oneself and others accountable for high quality and cost-effective results. May at times have a sense of duty and comply with established systems and rules.

Result Orientation: Somewhat likely to be active at work to ensure desired results and high quality of work. May at times be able to set challenging goals for oneself and others.

Capable of Working in a Global Environment: Somewhat likely to be comfortable working with people from different backgrounds. May occasionally work towards fostering an inclusive workplace.


Integrity/ Honesty: Likely to be ethical and honest in one’s approach to work and follow rules and regulations closely.

Ability to Handle Pressure: Likely to deal with pressure by being calm and poised.

Areas of Development

Adaptability: Needs to learn to be flexible and open to new experiences and changes in the organization.

Result Orientation: Needs to work harder to achieve desired results by being more self driven and energetic. Should set goals more often and put in a high degree of effort into accomplishing those goals.

Capable of Working in a Global Environment: Needs to learn to be more warm, open-minded and respectful, especially when working with people from different backgrounds.

Delivery Management
Values shown in above chart are sten scores
Low Moderate High
Result Orientation: Moderate

Somewhat likely to have a responsible attitude at the workplace. May at times display passionate behavior towards work and occasionally make efforts to perform better and achieve excellent results. Fairly likely to set priorities and may at times be able to plan the course of work to ensure efficiency in work. May at times try to bring perfection and precision in one's work. May have a moderate ability to utilize available resources in a profitable manner. May sometimes set challenging goals for oneself and others.

Risk Management: Moderate

Somewhat likely to have the confidence or ability to deal with uncertain and high risk situations. May at times be able to carefully analyze the available information to remain calm and meticulous. May sometimes equip team members with the adequate time and resources to think rationally in a stressful situation. May at times show stability in one's emotions and work when faced with difficult situations. May at times seek out opportunities to generate ground-breaking ideas and motivate team members to contribute boldly.

Capable of Working in a Global Environment: Moderate

Somewhat likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May at times be comfortable working with people having different perspectives and may at times foster an inclusive workplace where individual differences are respected and valued.

Responsible/ Accountable: Moderate

Somewhat likely to be organized, disciplined and methodical when carrying out one's task. May at times be able to hold oneself accountable for quality and cost effective work. Moderately likely to comply with rules and regulations of an organization. May somewhat be able to motivate one's self and team to have clear plans in order to achieve their goals.

Adaptability: Low

Not likely to be comfortable in adjusting to changes taking place in an organization. May not be open to working on new projects or teams. May not know how to effectively deal and adapt to changes easily. Not likely to be open minded or appreciative of new ideas which may contribute positively to work and working environment.

Integrity/ Honesty: High

Likely to behave in an honest and ethical manner by strictly adhering to moral and ethical codes while working. May be relied upon to carry out assignments efficiently.

Ability to Handle Pressure: High

Likely to deal with pressure by being calm and poised and not get discouraged by setbacks. May be able to remain optimistic and may not give up even if unsuccessful in some tasks. May cope with workplace stress rather than become passive when faced with it. May be able to control one's emotions at the time of stress.

Quality Management
Values shown in above chart are sten scores
Low Moderate High
Detail Orientation/ Quality Management/ Control: Moderate

Somewhat likely to deal with information methodically and systematically. May at times focus one's attention on minute details of a problem. Fairly likely to show concern for all aspects of one's job, may sometimes check work processes or ensure delivery of quality output. May at times be self-motivated and disciplined while carrying out tasks.

Process Orientation: Moderate

Somewhat likely to be driven by a sense of duty and commitment to one’s work leading to a partial awareness of the processes and systems governing the organization. May occasionally adhere to the rules and regulations placed by the organization carefully and may at times carry out tasks following the established procedures.

Client Management
Values shown in above chart are sten scores
Low Moderate High
Relationship Building: Moderate

Somewhat likely to encourage positive relations among team members. May at times be able to understand the dynamics of an organization as one may be somewhat amiable and occasionally enjoy working and interacting with people. May come across as somewhat sociable or understanding of others. May at times be willing to lend an ear to others or share one’s own ideas with them.

Problem Solving: Moderate

Somewhat likely to encourage team members to identify potential problems and issues or investigate them in greater depth. May at times assist others to analyze a problem, identify its causes or choose the best solution to a problem after contemplating available information and alternatives. Fairly likely to be imaginative and innovative and may be somewhat appreciative of new and unconventional ideas/solutions. May at times be able to direct others when faced with difficulties.

Customer Service Orientation: Moderate

Somewhat likely to demonstrate an ability to understand customers' needs or requirements well and be able to deliver the best service for every task undertaken. Fairly likely to deal with customer queries, requests and complaints in an efficient manner. May be somewhat responsive to client problems and may sometimes understand their requirements, escalate issues or provide regular status updates. May sometimes be able to modify one's work style and adapt as per the clients, occasionally communicating sensitive and difficult information in a tactful manner.

Managing Stakeholders: Moderate

Somewhat likely to form close bonds with one's own organization and clients, for mutual benefit. May at times be skilled at building networks with stakeholders by demonstrating fairness in transactions and a positive outlook towards people, in general. May sometime have a flexible approach to work and may sometime involve stakeholders in one's work, when required, to address any issues/requirements.

People Management
Values shown in above chart are sten scores
Low Moderate High
Delegation of Tasks: Moderate

Somewhat likely to be cooperative and accommodating and may at times be able to effectively delegate tasks to team members by keeping in mind their needs, interest as well as skills. Somewhat likely to motivate team to work efficiently to do a particular task. Somewhat likely to empower individuals to take decisions independently in areas within their purview. May sometimes engage in assigning tasks to team members in a planned manner, in order to prevent workload. May sometimes be able to assess the workload, pace of work and prioritization of tasks within the team or know what to do about it.

Team Building: Moderate

Somewhat likely to have an ability to manage a group as one may at times be open to work with people with different perspectives. May sometimes be considerate towards others views as well as needs. Fairly likely to trust others and may sometime correctly assess their motivations. May at times be able to lead a group in tough times as may sometime displays responsible behavior and take initiatives.

Collaboration/ Team work: Moderate

Somewhat likely to be a good team player, with a moderate ability to maintain harmonious and cooperative relationships with team members by being somewhat trusting and attuned to their emotions. Moderately likely to work cooperatively and collaboratively with others, with a positive attitude towards achieving common goals. May at times be able to coordinate between members of different teams/departments to get one's tasks executed effectively. 

Coaching and Mentoring: Moderate

Somewhat likely to take interest in the work of team members and coach them on how to execute tasks effectively. May sometimes encourage them to develop their abilities and provide constructive suggestions for the same. May occasionally train team members at a personal level. Somewhat likely to make sure that the potential of each member has been utilized in a productive way and may at times assign tasks basis one's capabilities or skills.

Performance Monitoring and Feedback: Moderate

May at times assess and provide timely and consistent feedback regarding proficiency and effectiveness of people in a given task. Occasionally ensures that the work projects are being followed diligently. Occasionally likely to systematically monitor the performance of team members. Likely to flag out underperformance for corrective action at times. May sometimes express one’s views, clearly and forcefully, while being considerate of others’ feelings and motivations. Likely to analyze systems, processes, feedbacks and performance trends on an occasional basis, to identify opportunities for development.

Conflict Management: Moderate

Somewhat likely to be attuned to one's and others' emotions. May come across as somewhat capable of understanding and listening to other people's problems. May occasionally help out people with their conflicts by taking their views in consideration, understanding their problem and providing solutions.

Test Log