Mettl Personality Inventory (MPI) is an innovative, evidence-based assessment, that measures relevant personality traits required for critical work. It helps predict behavioural competencies, which in turn, lead to organisational outcomes of interest. It is designed to help employers gain access to objective information about a job applicant or an employee, which is critical in influencing her/his behaviour at work. To understand more about the science behind psychometric test read our guide hereView Test
The Mettl Personality Inventory was developed in context of the Five Factor Model. The FFM (Five Factor Model) specifies that people can be described based on their standing on the five broad personality traits. Mettl scientists went beyond the well-established model of the broad “Big Five” personality factors and developed 26 ‘scales' or narrower facet-like constructs, which form the building blocks of our assessment. The "Big Five" personality traits, as they've come to be known, 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 Inventory consists of 80 (5 point Likert scale) items across the Big 5 personality factors.
It is built in a way that allows users (client companies) to customize its configuration and scoring to fit their specific needs, and provides reports designed to facilitate the hiring decision for organizational decision makers. The standard report shows scores of the person on the eight critical competencies and 17 sub-competencies.
The tool can be mapped to any job role using 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 needs, and provides reports designed to facilitate the hiring decision for organizational decision makers. The standard report shows scores of the person on the eight critical competencies and 17 sub-competencies.
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).
The proof of the pudding is in the eating. Find the assessments you need, based on the Mettl Personality Profiler