Report Section
Mettl Integrity Test
Test Taker Details
S
Sample
Email Address: sample.report@mettl.com
How to Interpret the Report?
Response Style
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).
EXECUTIVE SUMMARY
Recommendation
Not Recommended
Strengths
No actionable insights
Areas of Development
Impulse Control
Should manage one's impulses and external reactions in an effective manner.
Self-Discipline
Needs to be self-disciplined and should act based on one's moral and ethical principles.
Honesty
Needs to act in an honest and trustworthy manner towards while working.
EXECUTIVE SUMMARY
EVALUATION OF COMPETENCIES:
Values shown in above chart are sten scores
1. EVALUATION OF COMPETENCIES:
Honesty: Low
Not very likely to be honest, genuine and truthful in one's interactions with others. Less likely to respect the confidentiality of information and may misuse one's powers that have been granted to benefit customers. Less likely to follow an honest approach while working, especially during challenging situations.
Transparency: Low
Less likely to be open and transparent in one's conduct and communication with others. May not always ensure that deals are done in a fair manner with internal and external stakeholders. Likely to be reluctant to share important information and data as and when solicited. May not always ensure that only correct information is given to others.
Reliability and Dependability: Low
Not very likely to perform one's tasks in a sincere or dutiful manner. Less likely to effectively work with minimal guidance and supervision from others. Less likely to behave uniformly across similar situations and may rarely be relied upon to complete tasks efficiently.
Process Adherence: Low
Less likely to adhere to the rules and regulations placed by the organization and may seldom follow instructions or directions in order to complete the assigned tasks effectively. Not very likely to be aware of the consequences of adherence and non-adherence to the organization's rules and regulations. Rarely likely to consider standard operating procedures in the workplace to ensure consistency and quality of the work.
Impulse Control: Low
May be less capable of handling one’s emotions or controlling one's impulses. Less likely to resist one's urges to use company's resources for personal gains. Likely to act on the spur of the moment and may not always be calm or emotionally unaffected when confronted with adverse or frustrating situations.
Intrinsic Motivation: Low
Less likely to be intrinsically motivated to complete one's tasks effectively and efficiently. May not always be able to work on the given task wholeheartedly. Rarely likely to work towards one's goals in a persistent manner and may not always deal with obstacles with a great deal of focus and attention.
Commitment to Organization: Low
Less likely to display a strong sense of commitment, faithfulness, and loyalty towards the organization. May rarely contribute to the growth and development of the organization. Less likely to take pride in one's job and may not always talk positively about the organization. Less likely to stay in a job for a long period of time and may not always feel a sense of belonging towards one's organization.
Self-Discipline: Low
Less likely to stick to one's professional ethics and values to complete tasks, especially when it is inconvenient. Less likely to conduct oneself in a professional manner. Less likely to be disciplined and may not always be careful about one's behavior and action.
