Mettl Personality Profiler (MPP) is an innovative, evidence-based assessment, that measures relevant personality traits required for critical work. It links to behavioural competencies, which in turn, lead to organisational 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 behaviour at work. To understand more about the science behind psychometric test read our guide here
View TestThe Mettl Personality Profiler is 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:
(inventive/curious vs. consistent/cautious)
(efficient/organized vs. easy-going/careless)
(outgoing/energetic vs. solitary/reserved)
(friendly/compassionate vs. cold/unkind)
(secure/confident vs. sensitive/nervous)
Mettl Personality Profiler consists of 86 (5 point Semantic scale) items across the "Big Five" personality factors. Semantic differential item format is used 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 the client's inputs to determine what behavioural or performance competencies are most critical for success in their contexts.
The MPP scales are mapped to these critical competencies. The standard report shows scores of a person on eight critical work relevant competencies and 17 sub-competencies.
The tool is tested for adverse impact in terms of age, gender and ethnicity, for which mean group differences for the MPP are examined. The mean group difference is negligible among ethnic, age and gender groups.
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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).
An HR's Handbook To Understanding & Implementing Competency Framework In Organizations
The profiles we search for are of high complexity, and we need to guarantee that the people we hire are the correct ones. That is why we needed to have the best provider.
Talent Performance, Acquisition and HR Communications Lead at Samsung Electronics
We have seen a rise in the quality of our hires. The report analytics generated are easy to understand for both HR professionals and functional heads.
DGM, HR, Holostik
The ability of their analytics to give the crux of a candidate's personality is impressive and helps us identify certain competencies in candidates that are otherwise difficult to gauge through an interview.
Assistant Manager HR, SVG Media
The Personality Profile assessments help us gauge integrity and ethics in candidates. It's difficult to understand a person's personality in a 15-20 minute interview. These reports give the person's entire personality profile.
HR Executive, Amplifon India
The proof of the pudding is in the eating. Find the assessments you need, based on the Mettl Personality Profiler
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