Psychometric assessments: Matching talent to roles and cultural fit
Psychometric tests objectively measure personality traits, cognitive abilities, and behavioral tendencies to determine an individual's suitability for a role. Psychometric assessments help organizations make informed hiring decisions and develop employees by aligning their strengths with business needs.
Know more about our psychometric offerings
Psychometric testing for holistic talent evaluation
Measure key traits with online psychometric tests for better talent decisions
Personality assessments
Evaluate core personality dimensions to understand workplace behaviors, communication styles, and cultural fit.
Motivations and values
Identify intrinsic drivers, work preferences, and values that influence employee engagement and productivity.
Aptitude assessments
Assess problem-solving, critical thinking and learning agility to predict job readiness and adaptability.
Behavioral assessments
Analyze behavioral tendencies to gauge leadership potential, teamwork, and decision-making capabilities
The foundation of psychometric excellence: Precision, reliability and standardization
Ensuring accurate, reliable, and fair talent assessments
Norming
Our assessments are normed on a large sample of respondents drawn from different geographies - India, USA, Europe, Latin America, the Middle East, South Africa and South-East Asia (sample representative of different age groups, genders, job levels, occupations and industries).
Validity and reliability
Validity and reliability ensure that the assessment delivers consistent results over time (reliability), while accurately measuring the intended attributes (validity).
Standardization
Standardization means that every aspect of the test, from development to interpretation, is in line with global practices. Our psychometric tools meet international testing standards, aiming to ensure fairness and broad applicability across industries.
Scoring
Each assessment produces data-driven, interpretable scores that offer deep insights into an individual’s strengths and suitability for a role or career path.
Instruments
Our psychometric assessments leverage globally recognized psychological models to evaluate cognitive abilities, personality traits, motivation, interests and behavioral competencies with precision and depth.
Methodology
We employ rigorous test development methodologies, including extensive research, statistical validation, and expert reviews, to ensure scientifically sound assessments.
Our tests are tailored to organizational needs across geographies and industries
6000+
global clients
25+
industries
200+
job roles
300+
skills tested
150K+
questions
20+
languages
Transform talent strategies with our online psychometric tests
Talent acquisition
Lateral hiring
Evaluate experienced professionals with precision by measuring job-specific competencies, problem-solving skills, and cultural fit for seamless integration.
Campus hiring
Identify top-performing graduates by assessing cognitive abilities, behavioral traits, and learning agility, ensuring a strong early-career talent pipeline.
Talent development
Leadership development
Assess employee potential and create data-driven career progression plans to foster leadership development and internal mobility.
High-potential identification
Identify individuals with leadership potential and future readiness.
Succession planning
Assess leadership potential and readiness, helping organizations build a robust pipeline of future leaders for critical roles.
Skill gap analysis
Identify workforce strengths and areas for improvement to design targeted upskilling and reskilling programs that drive organizational success..
Built by experts, compliant with global psychometric standards
Our assessments are developed by in-house teams of industrial-organizational psychologists, psychometricians & data scientists
Well-researched tools
Based on widely accepted ability models
Designed for corporates
High correlation with on-the-job performance
Flags ingenuine responses
Impression management, central tendency, extreme responses
High reliability and validity
Robust psychometric properties
Assessments designed by psychologists with global memberships
Aptitude tests that adhere to leading psychometric and employment standards
Robust data security standards
We are ISO 27001 Certified and ISO9001 Certified
Localized data hosting
Secure data hosting on Amazon Web Services
We follow an annual vulnerability and penetration testing
Ensuring data security
Actionable insights from comprehensive reports
Intuitive and data-rich insights:
A clear, structured overview of candidate performance.
Competency-wise breakdown:
Detailed evaluation of strengths and improvement areas.
Customizable reports:
Tailor reports to specific roles, industries, and business needs.
Comprehensive feedback:
Actionable recommendations for talent development and decision-making.
Interactive graphs and charts:
Visual representation of data for easy interpretation.
Cross-device compatibility:
Access reports anytime, anywhere on multiple devices.
PRODUCT VIDEO
Leverage psychometric tests for reliable talent insights
Make confident talent decisions with our online psychometric assessments
Building relationships
![Reshaping the Talent Strategy of Telkom Indonesia with Talent Assessments [Client Testimonial]](https://img.youtube.com/vi/2FB729vPLvg/hqdefault.jpg)
Once people have undergone Mercer | Mettl's assessments, we are not worried about their technical prowess. We believe they can be developed further to contribute to Telkom's survival in the digital world.
- Gede Agus Putrawirawan
Manager - Business Planning and Performance, Telkom Indonesia
![Building a Successful Sales Team with CP Plus [Client Testimonial]](https://img.youtube.com/vi/crNQjZJ0vfE/hqdefault.jpg)
We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client’s problem to seamless integration with our applicant tracking system, Mercer | Mettl’s assessments ticked all the checkboxes in our wishlist and delivered within our timelines. There is no better validation than what we have witnessed - ou
...Read more
- Arpan Anand
CHRO, Aditya Infotech Limited (CP PLUS)
![Modern Foods Industry Success Story [Client Testimonial]](https://img.youtube.com/vi/Ozwop59lbh4/hqdefault.jpg)
The validity of Mercer | Mettl's assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
- Sonal Kapur Sinha
CHRO, Modern Foods
![Transforming Averda's Recruitment Processes with Mercer | Mettl's Virtual Tools [Client Testimonial]](https://img.youtube.com/vi/YokmMUsc7MQ/hqdefault.jpg)
The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of competencies. I had a 5-star experience!
- Anson Mathews
Organization Development Manager, Averda
Customer success stories
Here’s how we helped our customers transform their strategies and build winning teams
About
Telkom is Indonesia's largest telecommunication and network provider that holds about 50% of the market share and has a workforce of close to 25,000.
Business challenges
- What should be the three-year talent strategy - develop or acquire?
- What percentage of the existing workforce can be reskilled or redeployed?
Solution
- Organization-wide and function-specific competency blueprints
- Workforce clustering to identify candidates for skill assessment
- Setting global benchmarks for all the technical skills
- Analyze results and create the strategic roadmap for reskilling and redeployment of employees
Impact
- Mercer | Mettl tests have been reliable and accurate in predicting job performance. Re-defining organizational talent strategy for the next three years
- Clear identification of skills gap and re-trainable workforce
- Deploying learning programs per the skill gaps identified
About
CP PLUS, India's leading tech security solutions provider with a strong presence in over 60 countries, was established in 2007 in Germany. With its range of advanced security and surveillance solutions, CP PLUS is actively altering the surveillance and security landscape.
Business challenges
- A hiring strategy to reduce overall hiring time.
- A practical solution to lower the attrition rate.
- A solution to ascertain the credibility of the recruits.
Solution
- Leveraged Mercer | Mettl Personality Inventory (MPI) to evaluate desirable personality traits for sales roles.
- Utilized the Mercer | Mettl Sales Profiler to identify and assess critical sales competencies for hiring sales professionals.
- Used Mercer | Mettl's online platform, with advanced features, to streamline the hiring process.
Impact
- A significant reduction of up to 50% was observed in the attrition rate.
- The time needed for hiring was reduced by more than 75%.
- The quality of hires for the sales department significantly improved.
About
Modern Foods, a brand that introduced the concept of bread to India, was launched in 1965 as Modern Bakeries (India) Limited. It later rebranded as Modern Foods and branched into newer portfolios with multiple product offerings in the bread and cake domain. The company has 100,000 stores, manufacturing in 40 factories across India.
Business challenges
- A standardized and focused sales hiring strategy to build a high-performing sales unit
- Identifying high-potentials from its existing sales team.
Solution
- A virtual assessment and development center was implemented for easy scalability, logistical comfort, and ease of access for candidates.
- Optimum job performance and future potential forecast with tasks and activities simulating the actual job environment.
- An assessment battery containing psychometric, cognitive, and situational judgment tests, with an external assessor.
- Immediate insightful reports to make timely decisions for organizational restructuring and workforce optimization.
Impact
- Reduction in new-hire attrition in sales by 33%
- Improvement in screening accuracy by 66%
- Improvement in performance of 75% of candidates hired through Mercer | Mettl’s assessments
About
Turkiye Finans Katilim Bankasi (TFKB), established in 1991, is a leading Turkish Islamic bank that provides various retail and corporate banking services. The bank offers many financial services and solutions to diverse customers in the commercial and corporate banking and retail banking segments. The bank's robust service platform and effective alternative distribution channels attest to its high-quality services.
Business challenges
- Retaining skilled talent in the highly competitive Information Systems (IS) domain.
- Need to identify high-potential employees and align them with roles that match their capabilities.
- Ensuring continuity through backup planning and targeted development for critical roles.
Solution
- Designed and delivered a digital evaluation center combining behavioral and technical assessments tailored to IS roles.
- Provided localized, Turkish-language assessment platforms for seamless employee experience.
- Enabled remote, pandemic-proof implementation with flexible participation options.
- Supported every stage, from role identification to feedback, with expert consultants and sector-specific insights.
Impact
- Conducted data-driven holistic assessments at scale
- Identified critical areas of development for employees
- Achieved high employee satisfaction
Frequently asked questions (FAQs)
Why should you use psychometric tests for recruitment?
Psychometric testing helps recruiters make data-driven hiring decisions by objectively assessing candidates' cognitive abilities, personality traits, and behavioral tendencies. The use of psychometric tests for hiring ensures unbiased evaluations, reduces hiring risks, and improves talent matching for specific roles. By eliminating guesswork, these tests provide insights into a candidate’s potential, decision-making ability, and cultural fit within the organization. Additionally, they streamline the recruitment process, making it more efficient and cost-effective while ensuring high-quality hires.
How is a psychometric test evaluated?
Psychometric tests are evaluated based on reliability, validity, and standardization. Responses are measured against predefined benchmarks, with scores analyzed statistically to ensure accuracy, consistency, and fairness in assessing candidates' abilities and traits. A reliable test ensures consistent results over time, while a valid test accurately measures what it intends to assess. Standardization ensures that all candidates are evaluated under the same conditions, making comparisons unbiased and meaningful. Advanced statistical techniques and large-scale data analysis further refine the test’s effectiveness.
What does a psychometric test measure?
Psychometric tests measure cognitive skills, personality traits, behavioral tendencies, and job-related competencies. They help assess problem-solving abilities, emotional intelligence, communication skills, and role fitment. These tests can evaluate a candidate’s ability to work under pressure, adapt to new challenges, and collaborate with teams effectively. Some tests focus on leadership potential, integrity, and motivation levels, providing employers with a comprehensive view of an individual’s capabilities beyond just technical skills.
What are some examples of psychometric tests?
Common psychometric tests include:
- Aptitude tests: Assess logical reasoning, numerical ability, and verbal skills to evaluate problem-solving capabilities and analytical thinking.
- Personality tests: Evaluate traits like openness, conscientiousness, and emotional stability to understand a candidate’s work style and interpersonal interactions.
- Behavioral assessments: Measure work-related behaviors, leadership potential, and adaptability in professional settings.
- Cognitive ability tests: Assess problem-solving, memory, and critical thinking to predict job performance in complex roles.
- Situational judgment tests (SJTs): Present real-world scenarios to evaluate decision-making, ethical judgment, and conflict resolution skills.
Why are psychometric tests important for an organization?
Psychometric tests are essential for organizations as they provide objective, data-driven insights into candidates' cognitive abilities, personality traits, and behavioral competencies. These assessments help in making informed hiring decisions, identifying high-potential employees, and designing effective talent development programs. By ensuring a fair and standardized evaluation process, psychometric tests reduce biases, enhance cultural fitment, and improve overall workforce productivity and retention.
What is a psychometric personality test?
Psychometric personality tests evaluate an individual’s personality traits, work style, and behavioral patterns. They help predict how a candidate will adapt to a job role and work environment, aiding in better hiring and team alignment. These tests are based on psychological theories to provide deep insights into an individual’s motivations and workplace behavior. By identifying strengths and development areas, personality tests support career growth, leadership development, and effective team dynamics.
