Mettl Store Mall Restaurant Manager Assessment

Sample.report
sample.report@mettl.com
Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address: sample.report@mettl.com
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: Extreme Responding

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).

EXECUTIVE SUMMARY
Recommendation

Cautiously Recommended

Strengths

Decision Making Skills: Is able to effectively analyze a scenario and choose among many possible solutions to a particular problem in any complicated situation.

Areas of Development

Customer Service: Needs to learn to provide quality services to customers and encourage team members to deal with their queries, requests and complaints in an efficient manner.

Flexibility: Needs to learn to be open to changes taking place in the organization and encourage one's team to make efforts to be resourceful during change.

Analytical Ability and Problem Solving Skills: Needs to be able to reason and provide systematic solution to a given problem. Also needs to be able to evaluate different alternatives to the problem in a step by step manner to select the best solution.

Organizational Skills
Values shown in above chart are sten scores
Low Moderate High
Customer Service: Low

May rarely be able to accurately understand customer requirements or deliver promptly as per their expectations. Less likely to find new or effective ways to improve service experience for customers or motivate one's team do the same. Not very likely to understand the importance of serving customers effectively or deal with their queries, requests and complaints efficiently in the first time itself. Seldom likely to encourage team members to work towards ensuring customer requirements are fulfilled efficiently so that it leads to delightful experience.

Process Orientation: Moderate

Moderately likely to establish clear work procedures and guidelines that are easy to follow. Somewhat likely to follow instructions and directions in order to complete the assigned tasks effectively. May at times be able to provide strong and clear rationale to others for why certain procedures must be followed. Occasionally likely to consider standard operating procedures in the workplace to ensure consistent work.

Time Management: Moderate

Moderately likely to be organized and systematic in one's work and may have a moderate tendency to approach every task in a structured and planned manner. May at times be able to prioritize tasks as per their importance and complexity in order to meet assigned timelines efficiently. Somewhat likely to encourage team members to provide clear plans on how they will accomplish their assigned tasks. May be somewhat able to work in a fast paced manner in order to accomplish multiple goals simultaneously.

Personal Attributes
Values shown in above chart are sten scores
Low Moderate High
Trustworthy: Moderate

Moderately likely to accept responsibility for the actions and decisions taken by oneself and one's team. Somewhat likely to take one's duties and responsibilities seriously and hold oneself and one's team accountable to fulfill commitments made. May at times be able to understand one's mistakes and rectify them immediately. Moderately likely to execute one's work without seeking any guidance from others. Somewhat likely to act in a trustworthy and reliable manner in order to accomplish assigned tasks efficiently.

Awareness of Cultural Processes: Moderate

Moderately likely to be intrinsically motivated to enhance one's performance with every task that one undertakes. May occasionally look for opportunities to gain more knowledge and insight about one's work and organization. May sometimes keep oneself and others updated with latest trends, changes and development in the organization.

Flexibility: Low

Less likely to respond to changes in the organization with a positive outlook or encourage team members to do the same. Not very likely to accept change, as may not be very open minded and appreciative of new ideas which can contribute positively to the working environment. Less likely to work on tasks with enthusiasm when situations and goals are dynamic in nature. Less likely to be resourceful during change, rarely contributing in making the change effective.

Ethical: Moderate

Somewhat likely to act in an ethical manner. May at times be able to encourage team members to take a stand based on the right thing regardless of the consequence to oneself. Moderately likely to be open and transparent in one's dealings with internal and external stakeholders. Moderately likely to stick to one's professional ethics, morals, and values to complete tasks, even when it is inconvenient. May at times be able to maintain confidentiality of sensitive information regarding one's work and the organization.

Team Management: Moderate

Moderately likely to delegate tasks among team members appropriately on the basis of their capabilities as well as provide necessary resources to ensure team goals are accomplished efficiently. May at times be able to ensure a conducive work environment for team members. Moderately likely to work cooperatively and collaboratively with others, with a positive approach towards achieving common goals. Somewhat likely to coordinate with relevant people and departments to ensure that everyone's actions are in sync while working on common tasks.

Stress Management: Moderate

Moderately likely to display emotional resilience and may at times deal effectively with team members by being calm and poised under stressful situations. May occasionally work efficiently and put in sufficient effort even when faced with setbacks. Somewhat likely to maintain optimal performance despite difficult circumstances. Moderately likely to encourage team members to use appropriate coping strategies to deal with workplace stress.

Leadership Skills
Values shown in above chart are sten scores
Low Moderate High
People Management: Moderate

Somewhat likely to recognize and understand others' feelings, by being fairly attuned to their emotions. Moderately likely to be compassionate and considerate of others’ feelings while making important decisions. May occasionally be able to understand people's motivations and underlying reasons for their behaviour. Somewhat likely to be understanding and sensitive towards others who might be different from oneself and encourage others to do the same. May at times be able to find ways to assist diverse individuals work towards achieving common objectives.

Decision Making Skills: High

Likely to effectively analyze a scenario and choose among many possible solutions to a particular problem in any complicated situation. May have skills like common sense, intuition and reasoning. Likely to have rational thinking to be able to contemplate between positive and negative situations.

Interpersonal Skills: Moderate

Moderately likely to come across as a warm and friendly person, and may occasionally be courteous and respectful in one's behaviour. May at times be interested in socializing and building relationships to develop work opportunities. Somewhat likely to gather information and resources from others to ensure that tasks are completed efficiently. May at times put an extra effort to put the other person at ease.

Analytical Ability and Problem Solving Skills: Low

Unlikely to integrate issues and factors onto a conceptual framework. Unlikely to have the ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. May not be able to analyze or perceive a given information from different perspectives. May not be prompt in taking actions.

Test Log