Identify a person's vulnerability to attrition and understand how to retain him/her

Used for recruitment and selection :

One of the key performance metrics for Human Resources is to keep attrition to a minimum. This requires insight into the candidate's vulnerability to attrition and also understand what really drives them. This can help in improving the retention of the key potentials and designing training and development plans for the concerned employees. The Mettl Employee Retention Assessment determines the probability of retention and gives an understanding of how aspects of an individual's traits affect his/her vulnerability to attrition.


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Test Details:


Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality

 

Test descriptions:

The test consists of 60 items that are based on the Big 5 personality factors, measured on a 5 point Likert Scale. It measures 12 competencies critical for retention-

  • Stability
  • Stress Management
  • Flexibility
  • Positive Attitude
  • Readiness for challenging targets
  • Ethical
  • Passionate for work
  • Responsible/ Accountable
  • Team Player
  • Negotiation and Persuasion
  • Delivering Results, and
  • Capable of taking initiatives

The assessment has been validated for different verticals across industries. The norm groups are exhaustive and the validation studies reflect the high predictability based on the test scores.


Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

How do we determine the thresholds for the proficiency levels for a norm group?

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

How are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.

 


How it works:

step 1
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Add this test to your tests

step 2
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Share test link from your tests

step 3
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Candidate take the tests

step 4
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You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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