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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Grooming Leadership Potential
A comprehensive custom assessment, based on leadership competencies and principles.
India’s leading diversified financial services company providing a broad range of financial products and services to corporates, institutions and individuals. Headquartered in Mumbai, the company’s research driven approach has allowed it to foster strong relationships across all client segments.
They were looking for a comprehensive custom assessment, based on their leadership competencies and principles when they contacted Mettl.
Identify potential assessments for their mid and senior management level employees (AVP and above) across functions and retain them.
Another challenge was to provide insights about strengths and areas of development for their employees across all functions.
Intended to groom the top talent and chart out a structured development plan based on the assessment findings.
Blended approach entailing online psychometric assessments along with simulation and other offline exercises.
The online tools included Mettl Personality Profiler, Mettl Cognitive Tools (Abstract Reasoning and Critical Thinking) and Situation Judgement Test.
Meanwhile, the offline simulation exercises included a business case study along with management discussion wherein, a group of candidates played the role of think tank to solve real problem.
Mettl expert team shared a comprehensive competency report for each individual along with an individual Development Plan followed by one-on-one feedback sessions for all candidates.
The company was able to identify 44% of the group as high performers who can be further groomed to take on additional responsibilities. Trainings were also organized for candidates who could not meet the desired threshold levels.
Based on assessments results, the company was able to benchmark competencies for making recruitment decisions.
45 candidates were covered in two days under the observation of four assessors and thus, the overall exercise saved considerable time and cost.
The blended approach eliminated individual biases and presented individual and group-level areas of improvement.