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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Top-line Managers Assessment
A holistic evaluation of it’s top-line managers to understand their skills gap.
Large conglomerate based out in Dubai, UAE. Founded in 1993 as a single-brand store in Sharjah, in the United Arab Emirates, the firm has grown to over 150 stores and 50 brand stores across 14 countries in Indian and across GCC.
The company wanted to have a holistic evaluation of it’s top-line managers and understand their skill-gap analysis and ascertain the competencies for which they need to be trained.
The company had their standard process for their employee evaluation but did not capture well the training needs of employees in higher positions and thus wanted to make a rapid shift to enable faster business growth.
They also wanted to understand the training needs of their top-line managers and gauge their future readiness.
Also wanted to identify the set of competencies for their top-line managers to be trained on so as to enhance their business contribution
Our team of experts also analyzed each of the specific job-family across all departments. Basis on this, Mettl Behavioral, Cognitive and Technical Assessment tools were used to define blueprints for each vertical.
Basis on these blueprints and job roles for each level, the proficiency levels were defined, and assessments were created encompassing Behavioral and Cognitive tools. Content curation for Technical assessments was done along with the Departmental heads.
Competency based Interviews were conducted one-to-one with the assessor for 25 Top-Line Managers or Department Heads.
The assessments coupled with Behavioral Tools, helped the company identify topmost training needs for their Top-Line managers across verticals.
The company was also able to define long-term and short-term training plans.
Learning journeys for all 25 Top Line Managers was planned to bridge the gaps in critical competencies identified.
The assessment enabled the company to improve the retention ratio of top-line managers.