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Be on Point for the People Part of Your Business Equation!
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
Identify key developmental areas for each employee to create a customised L&D roadmap.
Hi-Po Identification
Training Needs Identification
Training Effectiveness
Groom leaders from employees today, to ensure the creation of a solid leadership pipeline for the future.
Succession Planning
Leadership Development
Pick a standardised, ready to use, test from Mettl's extensive library.
Define - Mettl lays out the required competencies for any job role or position.
Create - Mettl Designs an optimum test based on right question types and Psychometric tools for precise evaluation of competencies.
Interpret - Receive comprehensive reports and insights.
We had short timelines 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 them within timelines. We had short timelines to scale up our workforce. There is no better validation for it than what we have witnessed - our attrition has reduced by 50%
CHRO, Aditya Infotech Limited
An HR's Handbook To Understanding & Implementing Competency Framework In Organizations
Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories
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.
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).
We have a long-standing relationship with Mercer | Mettl as our competency testing partner for sales, which is the most significant function in our organization. The test-takers had limited technical competency. The Mercer | Mettl team addressed all the glitches correctly and vetted them before proceeding further. We conducted the test in a week, and the team was available round-the-clock to resolve any queries or concerns. I was initially hesitant about remote proctoring, but I must admit that an individual proctor for every candidate was a comprehensive arrangement. I have seen the final reports with screenshots and video clips, and the detailed documentation. They underline the process’s efficiency. I must commend the team for providing centers, considering our last-minute arrangements, and ensuring that the process went smoothly, even for 5-6 people on any given day. I would also like to compliment countless people, behind-the-scenes, who managed the operation’s logistics.
HR Business Partner, Pepsico
We had short timelines 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 them within timelines. We had short timelines to scale up our workforce. There is no better validation for it than what we have witnessed - our attrition has reduced by 50%
CHRO, Aditya Infotech Limited
Mercer | Mettl is the rising star in the online talent assessment landscape. We employed its services to assess our high-potentials. We precisely needed to develop an online assessment tool based on our in-house ‘KITES’ competency framework. Mercer | Mettl was instrumental in designing industry-specific scenarios and deploying them on an online platform. We are delighted by the team’s subject matter expertise and customer-centric approach. We look forward to working with Mercer | Mettl in the future too.
Mercer | Mettl’s online assessments have an extremely user-friendly interface. Their analytical ability to provide the crux of a candidate’s personality is impressive and helps us identify specific competencies in candidates that are, otherwise, difficult to gauge through interviews.
Assistant Manager - HR
Mercer | Mettl’s assessments ensure that hiring decisions are not based only on technical competencies. The Personality Profile assessments help us gauge candidates’ integrity and ethics. It isn’t easy to understand someone’s personality in a brief interview, and that’s where Mercer | Mettl delivers. These reports provide the candidate’s complete personality profile.
HR Executive, Amplifon India
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.
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.
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
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
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.
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.
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.
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Domain Competencies
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Sales Enq: +91-9555-11-4444
contact@mettl.com