Industry Validated and Scientifically Reliable Psychometric Tests

Eliminate Bias With The Best Psychometric Tests Normed On a Diverse Population To Recruit The Ideal Candidates


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What are Psychometric tests ?

Psychometric tests are assessments used to measure a candidate’s personality traits and cognitive ability. Personality traits can be divided into Positive Personality Traits, Dark Personality Traits, Motivation, Value and Preferences. These tests help predict behavioral tendencies and help recruiters make better job-related decisions. Additionally, these tests provide insights into a candidate’s personality which help in employee development.



Psychometric

Psychometric Tests Can Be Used From Our Skills Assessment Library Or Can Be Customized According To Your Requirements.

Some Of Our Ready-to-use Pre-built Tests Are Listed Below

Our Scientific Psychometric Assessments Come With Industry
Leading Reliability And Validity

Find the Best Fitting Candidates For Your Organization Using Psychometric Tests


Our world-class experts are part of SIOP (Society for Industrial and Organizational Psychology): a premier membership organisation for those practising and teaching I-O psychology.

Our assessments are normed on a sample of 10,000+ respondents across different geographies - India, US, Europe, Latin America, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).

2x

IMPROVED QUALITY OF HIRES

1.5x

BETTER EMPLOYEE ENGAGEMENT

30%

REDUCED ATTRITION

Psychometric Testing Tools That Help Build Successful Teams

Be on Point for the People Part of Your Business Equation!


Psychometric-testing-tools

Hire the Right Person

Hire the right cultural fit, with a blend of assessments tuned to find the perfect job fit.

Campus & Off-Campus Hiring

Lateral Hiring

Leadership Hiring


Develop Right

Identify key developmental areas for each employee to create a customised L&D roadmap.

Hi-Po Identification

Training Needs Identification

Training Effectiveness


Make Better Leaders

Groom leaders from employees today, to ensure the creation of a solid leadership pipeline for the future.

Succession Planning

Leadership Development

 

Get Insights Into Real-Work Behaviors Using Our Behavioral Evaluation Tools


Psychometric Assessments Designed To Realise Your Business Outcomes


Our Customers Vouch for Our Quality and Service

  • We conducted 20% of our sales hiring before we partnered with Mercer | Mettl, and the rest 80% with Mercer | Mettl’s battery of assessments. 75% of that 80% of candidates hired through Mercer | Mettl’s suite of assessments were precisely the kind of people we were looking for, which further built trust, credibility and validation for Mercer | Mettl’s assessments.

    Sonam Kapur Sinha

    Head HR, Modern Foods

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  • We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client’s problem to seamless integration with our applicant tracking system, Mercer | Mettl’s assessments ticked all the checkboxes in our wishlist and delivered within our timelines. There is no better validation than what we have witnessed - our attrition has reduced by 50%.

    Arpan-Anand

    Arpan Anand

    CHRO, Aditya Infotech Limited (CP PLUS)

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  • Mercer | Mettl’s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We look forward to our continued partnership with Mercer | Mettl for all our competency-based assessment needs in the future.

    Farasat-Khan

    Farasat Khan

    Head, Learning and Development, SRL Diagnostics

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Behavioral-competencies

Behavioral Competencies At Work

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

Why Should you trust Mettl ?

Based on Validated Theories

Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories

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The Big Five Theory

A hierarchical organization of personality traits in terms of basic dimensions: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience.

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Iceberg Model

Model for competencies that talks about the easy, limited information of education, experience, skills, and gut feel in combination with essence of person, motivations, thinking & cultural fit.

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Watson Glaser

A Critical Thinking Test designed to assess an individual's ability to digest & understand situations and information.

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Raven's Progressive Matrices

A test used to measure abstract reasoning and regarded as a non-verbal estimate of fluid intelligence.


Following Best Practice Guidelines

Our team members are part of SIOP (Society for Industrial and Organizational Psychology)- a premier membership organisation for those practising and teaching I-O psychology.

TEAM MEMBERS PART OF
siop
IN ACCORDANCE WITH
american-psychological-association
TEST DESIGN GUIDELINES BY
association-of-test-publishers
association
association

Norming

Normed on a sample of 10000+ respondents across different geographies - India, US, Europe, LAT-Am, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).

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Our Customers Vouch For The Efficacy Of Our Product


Frequently Asked Questions(FAQs)

1.

What is psychometric assessment?

A psychometric assessment test is a scientific method employed by organizations to analyze peoples behavioral aspects. They gauge whether an individual is suited for a job role based on two core principles, i.e., personality and ability. They are created to map an individuals skills, personality traits and attitude required to perform successfully. The tests analyze the role fitment of a job prospect.

2.

What are psychometric tests recruitment?

Psychometric tests measure specific behavioral traits that often get missed out during personal interviews. They provide a more holistic view of a prospect’s personality. Psychometric tests are used in recruitment to improve the quality of hires and make development programs useful and engaging. They assist employers in making the right people decisions.

3.

What are the types of psychometric test?

Psychometric assessments encompass two categories:

  • 1. Aptitude and Ability Tests such as:

  • General aptitude test, cognitive abilities test, attention to detail, critical thinking, decision-making, learning agility, logical reasoning
  • 2. Personality and Aptitude Tests such as:

  • Personality profiler, dark personality inventory, sales profiler, motivation inventory, campus hiring and lateral hiring
4.

What is the use of psychometric tests?

Psychometric tests are used for:

  • 1. Recruitment

  • Leveraging psychometric tools in hiring provides a better evaluation of candidates in assessing the role and cultural fitment.
  • 2.Training & Development

  • Psychometric tests play a vital role in:
    • i) Identifying training needs
    • ii) Pre-training assessment
    • iii) Training
    • iv) Post-training assessment
  • 3.Organizational Planning

  • Psychometric tests ensure that the organization meets its short and long-term objectives in:
    • i) Succession planning
    • ii) High-potential identification
5.

What are the psychometric evaluation tests used in recruitment?

Psychometric evaluation tests used in recruitment are as follows:

  • i) Role fitment

  • Based on the job role-specific competency framework, organizations use cognitive assessments, domain tests and psychometric tests.
  • ii) Cultural fitment

  • An organization needs candidates whose qualities, outlook, and behavior fit in with the organizational culture. The role of psychometric tools in discovering the cultural fit employees can be assessed via personality profiler and dark personality inventory.
6.

Why should organizations use Assessment tests?

Organizations must use psychometric assessment tests as they offer insights into candidates mental capabilities and behavioral styles. The outcome of psychometric testing enables HRs to deep dive into the candidates hidden aspects that are difficult to decipher in a face-to-face session. Such tools are extremely useful in talent recruitment, development and retention activities.

7.

Why are Psychometric Tests Used for Recruitment and Training?

Psychometric tests prove effective in each aspect of the employee life-cycle. This starts with hiring the best fit, culturally and job role-wise, to training them and finally transforming them into better leaders.

  • Recruitment-

  • Hire candidate whose qualities, judgments, outlook, and behavior fit in with the organizational culture.
  • Training and Development-

  • Psychometric tests help recalibrate the skills of the employees in terms of competencies aligned with business objectives.