Mettl Personality Profiler

Key Personality Traits & Behavioural Outcomes. Assess. Identify. Progress.


Mettl Personality Profiler (MPP) is an innovative, evidence based assessment, that measures relevant personality traits required for critical work. It helps predict behavioral competencies, which in turn, lead to organizational outcomes of interest. It is designed to help employers gain access to otherwise hidden information about a job applicant or an employee, that is critical in influencing her/his behavior at work.

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Test Details


Semantic Differential Scaling


Normative Psychometric Assessment


20-25 Mins



Background & Theory

The Mettl Personality Profiler was inspired by the well-established “Big Five” model of personality traits. It specifies that people can be described based on their standing on five broad personality traits.

At Mettl, our scientists stepped beyond the broad “Big Five” personality factors to develop 26 ‘scales' or narrower facet-like constructs, which form the building blocks of the assessment.

The “Big Five” personality traits have shown to predict important job-related outcomes such as job performance, a person's potential for burnout, their trainability and subsequent job satisfaction. These five factors are:

  • Openness to Experience

    (inventive/curious vs. consistent/cautious)

  • Conscientiousness

    (efficient/organized vs. easy-going/careless)

  • Extraversion

    (outgoing/energetic vs. solitary/reserved)

  • Agreeableness

    (friendly/compassionate vs. cold/unkind)

  • Neuroticism

    (secure/confident vs. sensitive/nervous)

Explore more resources on psychometrics

Format of the Assessment

Mettl Personality Profiler consists of 86 (5 point Semantic scale) items across the "Big Five" personality factors. Semantic differential item format is used in an effort to reduce the problem of respondents ‘faking good' and thereby improves the assessment's usefulness.

Customizability - The tool can be mapped to any job role using the Mettl Competency Framework (MCF) or to any organization specific competency framework.

It is built in a way that allows users (client companies) to customize its configuration and scoring to fit their specific needs. Using client's inputs to determine what behavioral or performance competencies are most critical for success in their contexts.

The MPP scales are mapped to these critical competencies. For the most fine-tuned assessment, the client can expect reports to facilitate hiring decisions. The standard report shows comparative scores of a person on 8 critical work relevant competencies and 17 sub competencies.

Adverse Impact

The tool has also been tested for adverse impact in terms age, gender and ethnicity, for which mean group differences for the MPP is examined. The mean group difference is negligible among ethnic, age and gender groups.

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The development and validation of MPP is in compliance with:


Principles for the Validation and Use of Personnel Selection Procedures by Society for Industrial and Organizational Psychology (SIOP).


Uniform Guidelines on Employee Selection Procedures by EEOC (The Equal Employment Opportunity Commission).


Test Design Guidelines by ATP (Association of Test Publishers).


Test Design Guidelines by APA (American Psychological Association).


Behavioral Competencies At Work

An HR's Handbook To Understanding & Implementing Competency Framework In Organizations



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