Mettl Devices Custom Hiring Solutions. One Assessment Size Does Not Fit All!
"We deployed Mettl's assessments as we wanted to understand the job fitment for our company better. Their online tests have helped us make logical decisions while hiring; gauging whether a candidate will perform or be a long term resource for our organization has never been so easy"
Nidhi SharmaManager HR
Thousands of Happy organizations use Mettl
Talent Performance, Acquisition and HR Communications Lead
Our screening process has many layers, psychometric being the most critical one. Mettl helps ensure that the people we hire are the right ones.
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Competency Led Talent Management
Identifying people capability across the organization and selecting high performers.
An Indian Multi-National Company with presence in over 60 countries. It is one of the world’s largest manufacturer of air-coolers, industrial air coolers.
The organization was looking for a partner who can help them identify people capability across the organization and select high performers.
The firm faced the challenge of lack of scientific mechanism to identify high potential, training needs and succession pipeline Existing Talent Management was purely performance driven.
Internally, there was a need to increase awareness regarding the importance of employee potential assessment and the impact it can have on future performance of the organization.
Mettl proposed systematic competency mapping exercise for leadership followed by roles and levels across the organization. Visionary interviews along with department-wise, role-wise FGDs were conducted to deep dive into all the functions, levels and the critical competencies driving performance and success.
Mettl identified critical/ differentiating competencies for each function and levels to build a systematic succession pipeline. Also, sensing exercise helped uncover what worked well in the past and what is needed keeping future vision in perspective.
Assessment batteries comprising of Personality, behavioural and cognitive tools with different levels of complexity were deployed to assess the competencies.
Individual reports with Individual Development Plans were shared followed by group analytics.
Higher buy-in from internal stakeholders to understand the importance of assessing potential along with performance.
Internal performance evaluation was backed by a reliable-valid objective assessment tool to unleash potential, thus making it easier for the organization to then identify a 9 box grid for each department internally.
The company was also able to set up benchmarks for future hiring.