An Ultimate Guide to Psychometric Tests

DECODE the human personality. MEASURE via appropriate tools. IMPACT your business outcomes.


Personality traits are the determined characteristics that are exhibited consistently despite changing circumstances. Behaviour, on the other hand, is the range of actions in which one conducts oneself to the environment, person, or stimulus.

For instance, extraversion is a trait while an extrovert sitting quietly in a meeting is a type of behavior. Since the traits reflect an individual’s patterns of thoughts, feelings, and behavior, they become the substratum for anticipating future intended behavior.

To be precise, personality is what we are while behavior is all about what we do. Personality traits don’t change over time. However, we can adjust and alter the behavior to an extent. This equation can establish the psychometric theory or the science behind them.


Exhibited Behavior =

f (Bright side, Dark side, Cognitive abilities, X-factors)

Let’s take a look at the factors that influence human behavior based on which our psychometric tools are built.


The Bright Side

The bright side of human personality comprises of those positive personality traits which are noticed quickly and capable of enhancing job performance. It is what we see when people are at their best.

The bright side of human personality is based on a Big Five Personality Traits of the Five-Factor Model which specifies that people can be described based on their standing on the five broad personality traits.

Mettl has, further, used these five factors as a construct to develop and categorize its set of behavioral competencies.

Positive traits in an individual make them feel confident, with the focus being on the betterment of the organization and not on individual success. People who rank high on these traits tend to be fair-minded co-workers and are endeared by people as a professional.

Leaders exhibiting an overall positive personality are efficient enough to articulate a vision in a way that builds commitment towards the organization’s goal.

However, you can’t really judge a person only on the basis of the bright side of human personality. If human personality could act as the drivers of success, then there are some hidden traits too, that can act as the derailers.

Let’s have a look at the traits as well as the determinants of personality.


The Dark Side

Dark Personality Traits are stable characteristics of a person when triggered, lead to the display of undesirable, counterproductive and destructive behavior, that have a negative impact on surrounding people (friends, family, co-worker or customers).

To measure these dark traits in the candidates,Mettl has created a dark personality inventory where almost all the lowlights of an individual at work have been clubbed. Here’s a brief look at the traits and related facets.

Dark traits get triggered by various factors such as:

Just the presence of dark traits in a person does not ensure that they will act in an unwanted way. The dark traits have to be activated to present dark behavior, which gets triggered by various factors such as:


1. Level of Dark Traits

Greater be the level of dark traits; higher would be the chances they get triggered, even with the slightest provocation.


2. Environment

Places where people tend to be superior, there comes a subtle tendency to misuse that power, hence triggering dark traits


3. Situation

Relaxed-- where the person is at ease and not being observed & Stressed-- where the person is made to do a lot in limited time.

To know everything about the dark side, do read our data-backed and scientific report onUncovering the Dark Side of Human Personality.


The Cognitive Abilities

Cognitive Abilities are brain-based skills one needs to process any activity, be it simple or complex. It is more of the ability to comprehend, to understand and benefit as a matter of fact.

The way things are perceived, the strategic thinking, the decision-making abilities, all these also form the substratum of how people behave. It could be divided into two categories:

Fluid Intelligence

The ability to perceive things, absorb and retain new information to tackle issues in novel circumstances.

Abstract Reasoning

Spatial Reasoning

Visual Reasoning

Crystallized Intelligence

The capacity to recover and utilize data obtained over a lifetime or leveraging the acquired knowledge to perform tasks.

Language & Comprehension

Logical & Critical Reasoning

Problem Solving

Decision Making

Well, you can visit the guide to cognitive assessments for the detailed explanation.

Apart from the bright & dark side and cognitive abilities, some other factors are affecting human behavior. These are clubbed under the X-factors.


The X-Factors

Although the dark and bright sides form a significant part of human personality, yet there are several other factors, which we call The X-Factors, that act as catalysts and affect the intended human behavior.

The Nature vs. Nurture debate influences in fluctuating personalities through the course of time. It provides an image of whether surroundings determines human behavior or if it is the individual’s gene.



This is pre-wiring and is affected by biological factors, basically the hereditary legacy or the genetic inheritance.


This is the impact produced from external factors, for example, the experience, acquired knowledge, learning or exposure of a person.

The X-factors include certain factors discussed below:


1. Upbringing

Kids are like sponges- they tend to learn and demonstrate behaviors that their parents portray. This can be seen in positive & negative behaviors they display.


2. Motivation

The way soldiers behave is unique and outstanding. The joy of meeting their loved ones after winning the battle and love for one’s country keeps them pumped to behave accordingly even in the hardest situations.


3. Values

If we think of an organization as a decision-making body, then values establish the relationship between decisions and what happens consequently. They grow gradually over time subject to an individual’s social and psychological development.



Psychometric Tests are the standard, legitimate, logical and scientific method used to measure the behavioral traits and mental capabilities of the people. These assessments are principally proposed to gauge whether the individual is suitable for a specific job role in view of two core skills: personality and ability.

They provide the best of the ways to evaluate human behavior of an individual subject to several certain situations. The word ‘psychometric’ fundamentally refers to the measurement of the mind. In fact, it is a short version of “psychological measurement”.

The psychometric tools are used in the recruitment process and for training purposes to make selection and engagement experiences better. Familiarising oneself with these tests will help in a superior, quicker and precise decision-making.

What are the Psychometric Properties?

Be it hiring or developing the employees, choosing the correct set of assessments is the pivotal decision that can make or break the success of a business. Two critical properties of an assessment, from a psychometric/statistical standpoint, are its reliability and validity. Do the assessments measure what they are supposed to measure? & Do they assess the same thing each time with a similar set of results?

In addition to validity and reliability of tests, the standardization of the tests normed with respect to several aspects such as age, gender, occupation, employability, education, etc. also determines the properties of assessments.

i-53   Reliability

i-54   Validity

i-55   Norming


Reliability of a Psychometric Test

The reliability of an assessment refers to the consistency of scores obtained under the repeated testing of the same individual on the same test under identical conditions (including no changes within the person).

Since this ideal is impossible to meet, one aspires to collect evidence of reliability and express it in the form of a correlation coefficient that can range from .00 to 1.00. A perfectly reliable test would have a reliability coefficient (Cronbach’s alpha) of 1.00, and a completely unreliable test would have a reliability coefficient of .00.

For instance, a batsman at 4th position scored a century in each of the matches of a series. He, of course, is a reliable player, for he is consistent, however, can’t assure the victory.

Reliability refers to the consistency of the test.


The reliability of an assessment can be evaluated in two broad ways:


While taking the test, the test-takers might have noticed that several items aim to measure the same thing, same competency in this case. Well, this is intentional. This methodology assures accuracy while measuring the concept.

For instance, to evaluate the level of satisfaction of your customers via your customer services, you should measure overall satisfaction. Options should be on Likert scaling; varying from Strongly Agree to Strongly Disagree. Some of the certain items could portray:

Satisfied with the experience

Will recommend the company to peers

Will write a positive online review

If the survey turns out to be reliable or has good internal consistency; the answers would be the same for all the questions, be it strongly agree or disagree with all the three.


Unlike the former one, test-retest reliability is more of a time-dependent way to measure the reliability of an assessment. It makes sure if candidates respond to the items the same way each time they take the test. It uses a correlation (using Pearson coefficient) of scores from the first test and then the second test over time.

For Instance , the IQ of a person does not suddenly change or experience a drastic jump. So, these IQ tests taken over each month would provide almost similar results on the same set of candidates. This will extract out the test-retest reliability of IQ tests.


Validity of a Psychometric Test

Validity is subjectively defined as the test’s capacity to measure what it claims to measure. It's imperative to say that a test with high validity guarantees the items remain firmly connected with the test’s intended core interest.

Let’s take the case of a weighing machine. A person weighing 75 kg each time ensures the machine is reliable; validity concerns if he is 75 kgs in weight.


Let’s go through the most important types of psychometric validity:

This tells us how precise a tool is at predicting a certain outcome and is the greatest possible extent of validation. In our case, a better tool will be the one which predicts how well an individual will perform their job.

For instance , the predictive validity of JEE (engineering entrance exam) is measured through the correlation of students’ JEE scores with their undergraduate scores. If high-scorers in JEE perform better in their undergraduate than the ones who score low, then the JEE is considered to be predictively valid.

To establish the evidence of convergent validity, i.e., the second most precise validation methodology, scores on a test must relate to scores on other tests or variables that purport to measure similar traits or constructs.

For instance, IPL 2018 has seen the use of Decision Review System (DRS) which is but another set of a hawk-eyed test of decisions like LBW and other such vital decisions, which either way the field umpires decide. If both the field umpire’s decision and decision through DRS comes out to be the same, this proves the validity of the game.

This, unlike the former, doesn’t concern the basic item of whether a test measures an attribute. It comes after the predictive and convergent has been applied. Rather, it is more oriented towards whether the test score interpretations are consistent with theoretical and observational terms around the construct.
The phenomenon to be measured must exist in the first place. There are different approaches (factor analysis and other correlational methods) compiled to generate the overall construct validity of a test.

For instance, you wish to develop a new measure to assess intelligence. Construct validity is found by ensuring the new measure precisely predicts the findings derived from the theory of intelligence.


What is Norming?

Psychometric tests are frequently normed or standardized against groups for comparison. It likewise avoids taking a look at individual items or questions, and rather observe the total score of an individual in comparison with a representative sample.

Representative sample alludes to a group of similar people when developing a test. Let me be more clear. Using a group of children when developing a test for children, and an adult group when developing a test for adults.

Different test taker has very different performance levels, and therefore their scores differ quite a bit. The importance of norming are:

Assess the relative performance of test-takers

Brings value to the assessments

Indicates the true objective of a candidate among the pool

Leads to a better interpretation of results

Can provide primary care for top scorers

Asset 17

When you get a 97 percentile on a trait like openness to experience; you realize that you are essentially more open than 97% of the sample group, whereas 94% would directly mean you score 97 out of 100.

The different parameters of the demographic of norming sample subject to the gender are as follows:

Asset 23    Age Distribution

Asset 24    Work Experience

Asset 25    Employment Status

Asset 26    Educational Qualification

Asset 27    Occupational Area

Can Psychometric Tests be Faked?

The best tests expect that individuals will lie or fake and take that into account, in light of the fact that faking is an indication of competence. Our psychometric tests cover almost all the response styles approach followed by the test-takers and interpret the results accordingly.

Response style is the tendency of a person to respond to the tests in a biased manner either consciously or unconsciously. Response bias, on the other hand, is a systematic tendency to respond to a set of items on some other basis than the specified content.

Asset 28

In order to identify which candidates’ responses were likely to be genuine or less likely to be distorted, reasons being faking or careless responding, there are certain key points, put in place for hiring managers to prioritize candidates for further consideration.

Asset 29    Socially Desirability

It is the tendency to portray oneself in an unrealistically positive or socially relatable manner. For instance, when a candidate selected response of ‘most like me’ out of other responses, more than an expected number of the time, it depicts something not good. The candidate is then cautiously recommended.

Asset 30    Extreme Responding

It is the tendency of a respondent to endorse extreme response categories on a rating scale, even if they do not have that view. For instance, some people aim to choose the least or the highest response, no matter what their true stance is. They target to either love or hate everything.

Asset 31    Central Tendency

It also indicates the person is prone to answering with the utmost honesty. Unlike extreme responding, it is the tendency of people which indicates either the candidate is unsure about the response to the items or has chosen a safe mode of clicking only the middle one. The respondent is hence not recommended.

Asset 32    Careless Responding

It is the tendency of the respondent where the person tends to pay insufficient attention to the items before responding, leading to a biased estimation of relationships. The person intends to select only one response all the times deliberately and hence is not recommended.

Asset 33    Genuine

When a candidate is not flagged or reported using any of the above response styles, and he/she can proceed with confidence, that one is the genuine and recommended candidate.

The scaling methodologies used in our tools are of course a factor as to why our assessments are far too genuine to make better decisions. The two scales on which our tools reside are:

It is a type of rating scale which is leveraged to evaluate the attitudes or opinions. The respondents are asked to rate items on a level of agreement with this scale. It utilizes a five-point scale, not limited to only “agree” or “disagree”, but varies from “often’ to “never”, “very good” to “very bad”, or be it “Definitely” to “Never”

Well, it would be important to understand that the Likert Scale is subject to distortion from several causes, such as Central Tendency bias or Social Desirability Bias.

It is a bipolar scaling method that measures the response with respect to two contrasting items, both having positive response options with a neutral option in between. For instance, if you have money and given two options as in going out & enjoy with that money and have fun or purchase books and read. You could agree with either both or neutral.

It could be distorted from response styles like extreme responding, careless responding and social desirability.


Mettl has a set of valid and reliable assessment tools for behavioral problems, individually designed to evaluate the bright side, dark side and motivation factor in a candidate/employee while hiring/training.


Mettl Personality Inventory (MPI)

The Mettl Personality Inventory (MPI) is an innovative, data-backed personality assessment that evaluates critical work-relevant personality traits.

‘Know Thyself’ is the key to professional growth and personal development. Capturing this spirit, the Mettl Personality Inventory (MPI) has been designed to measure the person’s strengths and growth opportunities, gazing how his/her behavior influences himself/herself and others and having a better understanding of personality traits and how to deal with them effectively.

The MPI measures the work-relevant bright side of the 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 assessments. These scales span a wide domain of personality and are mapped to companies’ or job roles’ specific performance models or behavioral competencies to obtain the optimal prediction of job success.

Ideally, the MPI should be administered to job applicants who have passed a few minimum qualifications for the job. The assessment results can serve as an important piece in the jigsaw puzzle of the hiring decision – but not the only determinant.


The MPI is best used as part of a systematic selection process, along with other scientifically developed and job-relevant predictors of future success.



Cashier Hiring Test, Cab Drivers- Used in hiring blue-collar workers


Training and Development

Learning Agility Assessment to better evaluate the capacity to learn new things in the employees


HiPo Identification

Leadership Assessment, Managerial Potential Assessment – to have a healthy pipeline of future leaders


Succession Planning

Employee Retention Assessment- to fast-track high potential to retain them


Mettl Personality Profiler (MPP)

The Mettl Personality Profiler (MPP) is an innovative, evidence-based assessment, that measures the 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. Key highlights and functionality remain inalienably like the MPI with adaptability outside the Mettl Competency Framework.

Difference between MPI & MPP

Well, MPI and MPP are almost the same at the front end with more or less similar applications. The basic difference lies in the scaling technique used in its development; Likert in MPI whereas Semantic in MPP. The usage of Semantic scale, the bipolar item approach accompanies with a bit more of thinking level and a significant change in response style.

Therefore, MPP is made for white-collar workers. The major reason being, it becomes a bit easier for some smart people to fake items based on MPI.

The MPP is based on the well established “Big Five” model of personality traits and the corresponding facets aligned to the bright side of human personality. The MPP uses the semantic differential item format to reduce the problem of respondents ‘faking good’ and thereby improve the assessment usefulness.

The FFM specifies that people can be described based on their standing on these five broad personality traits: extraversion (outgoing/energetic vs. solitary/reserved), openness to experience (inventive/curious vs. consistent/cautious), emotional stability (secure/confident vs. sensitive/nervous), agreeableness (friendly/compassionate vs. cold/unkind), and conscientiousness (efficient/organized vs. easy-going/careless).


The MPP, when used with large numbers of job applicants, in recommended ways, will yield a better-quality workforce over time.



Aviation Pilots, Insurance Sales Executive - hiring white-collar employees


Training & Development

Learning Style Test to understand the current proficiency level of an employee; train and develop them effectively


HiPo Identification

Leadership Assessments - to have a healthy pipeline of future leaders


Succession Planning

Employee Retention Tests - to retain the potential employees


Mettl Dark Personality Inventory (MDPI)

With the increase in work pressure and subsiding patience, workplaces nowadays provide the ideal environment, appealing and triggering of dark traits, which tend to threaten the security of employees, clients and work culture as a whole. Mettl has created a dark personality inventory that contains six dark traits, aiming to measure negative personality construct in potential hires and existing employees as well.

With extensive research, we came up to a point where we divided the human personality into six traits, based on which MDPI has been built. We’ve already discussed those traits in the above sections which include opportunism, self-obsession, insensitivity, temperamental, impulsiveness and thrill-seeking

We studied several factors responsible for triggering dark traits and segregated the industries and job roles into three categories in the decreasing order of risk

Red Zone- These are the high-risk zones hold power to jeopardize the company’s reputation and customer safety.

• Yellow Zone- These are the medium risk zones, the reason being employees might exploit internal work culture, intellectual property, and data stored by the company.

• Green Zone- These are the low-risk zones for employees can harm assets like company property, financial assets, machinery or other physical assets.


Knowing yourself is the beginning of all wisdom. Find Mettl Dark Personality Inventory and other related tests to discover your dark and bright side.


Screening while Hiring

Cashier hiring, cab drivers, blue collar recruitment test- to filter out the unwanted ones.


Safeguard your culture

Workplace culture assessments- to ensure no danger to the work culture.


Safeguard your customers

School safety assessments- to assure a safe place for customers & employees.


Mettl Motivation Inventory (MMI)

Just as a smooth and intense motor is vital for the continuous working of the car, motivated and finely tuned workforce is imperative to operate the business smoothly and adequately. Mettl Motivation Inventory is a comprehensive test of motivation, that gives a precise understanding of what actually drives and motivates a person to effectively perform and excel at work.

As a matter of fact, the more motivated and engaged in the workforce, the greater is the organization’s potential for success. Typically, it measures eight key motivators under three major needs listed below.

•   Sustainability Needs-

This talks about the elements that aim to meet the needs of one’s current situation and the predicted future. The key motivators pertaining to this are:

 Money    Security
•   Relatedness Needs-

This refers to the part of a person’s identity which equates to the social and external esteem needs. This covers the following three motivators:

 Recognition    Affiliation    Competition
•   Growth Needs-

It is self-explanatory and alludes to the individual’s internal expectations and desires constituting what they will obtain from their work. The key motivators here are:

 Power    Advancement    Achievement

The Mettl Motivation Inventory’s in-depth insights and range of business-relevant reports make it suitable for selection of graduate, professional and management positions.



Employee Retention Test to explore the motivators needed to retain the potential employees



Employee Engagement Assessment to uncover the factors driving a healthy engagement at the workplace


Exit Interview

Exit Interview Assessment to discover the elements badly needed at workplace to motivate employees


These days, making predictions has become crucial. People nowadays tend to foresee the climate, sports results, money related information, etc. Well, it is quite similar to the corporate world; running with the same pattern. Talking about business, the two quite significant elements responsible for starting it are ‘Human’ and ‘Capital’.

Leaving aside the ‘capital’ side, Mettl solves the ‘human’ side of the equation. Mettl tools can be leveraged to have a strong and effective impact on each of the aspect of employee life-cycle. This starts with hiring the best fit, culturally and role-wise, to training them and finally transforming them into better leaders.

Let’s take a gander at all the segments where psychometric tools or the behavioral assessments could impact a business

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Principally, developing the business begins with hiring the right people. This is the crucial step in building up a business and so as to succeed, the HR team ought to have a strategic recruitment process using the right kind of tools required for the same.

Leveraging psychometric tools during the recruitment process provide a better overall evaluation of a candidate and ideally secure the best fit for the role. Typically, a behavioral assessment for employment doesn't come in isolation, however, as one segment of a more extensive and coordinated assessment strategy. The people who already use this believe that it gives a more objective diagram of a candidate’s character, qualities, shortcomings and working style.


Basically, when talking about recruitments, psychometric tests contribute to two different areas:

Choosing the correct fit is the fundamental objective of the recruitment process. Based on the job role specific competency framework, organizations use different kinds of Pre-Employment Assessments:

•   Cognitive Assessments

•   Domain Tests

•   Psychometric Tests


Nowadays, evaluating the candidate’s behavior alongside aptitude in the hiring process is preferred more than evaluating just the aptitude. Mettl’s psychometric tools: MPI and MPP which are based on the Big Five Personality Traits aids in:

•   Uncovering the bright traits of candidates

•   Adding a scientific filter to the recruiter’s gut-based decisions

This ensures that the organization has hired candidates worthy of their roles and that they will guarantee the overall productivity and fewer nuances, for they are hired to do what they are good at. For instance, psychometric tests for the sales function assure that the person hired as a sales manager is a strategist, excellent at communication, having mentorship qualities and qualifying other such criteria.

The outcomes this has on an organization are:

•   Employees possess key performance indicators

•   Reduced attrition rates

•   Achieve competitive advantage

•   Overall employees and business growth

The organization culture is a system of shared assumptions, values, and beliefs that regulate how people behave in organisations. It presents the unique social and psychological environment of the company.

As a matter of fact, turnover from a poor culture fit can straightforwardly cost directly up to 50%-60% of an employee’s yearly pay and indirectly to 90% to 200% of the annual compensation.


An the organization needs candidates whose qualities, judgments, outlook, and behaviour fit in with the organizational culture.

The role of psychometric tools in discovering out the cultural fit employees can be seen as:

MPI/MPP - focuses on a person’s strengths, growth opportunities; the positive side of human personality, who’ll fit for long.

MDPI - uncovers the candidates with dark personalities along with the level of risks they accompany with them.

Not only would you be able to test individuals for cultural fit via psychometric tests, you also ensure the absence of bad hires. The other major outcomes it will have on business are:

•   Sense of well-being

•   Enhanced performance

•   Reduced attrition

•   Highly engaged employees


Training & Development

In this dynamic and competitive world, we wake up with something new in the business world every day. It’s undeniable that innovation is one of the reasons which escort to changes in the aims and objectives of the organizations. This kind of situation demands a recalibration of the skills of employees in terms of competencies aligned with the business objectives.

Training employees, in itself, is a complete long process where psychometric tests and tools play a vital role.

1. Identifying Training Needs

2. Pre-Training Assessment

3. Training

4. Post-training Assessment


Basically, when talking about recruitments, psychometric tests contribute to two different areas:

The key first step in the training process is to identify the skill gaps in employees. This includes:

Why to train?

Identify and develop key competencies in employees to achieve business goals.

Who to train?

Picking out the employees who need training based on their competency levels.

What to train for?

Preparing a customized training plan based on skill gaps and training needs.

Apart from physical assessment and development centers (AC/DC) which include activities like sailing, rope climbing, etc., there is a virtual AC/DC setup to identify the 3-W's of training. Getting to know the exact amount of training to the precise employees would become an excellent piece of data to train employees.

360 Degree Feedback Tools are also often used as a method to identify training needs in organizations. They help identify the gaps in the behavioral traits of employees as perceived by other stakeholders.

For an organization, it becomes very much crucial to know if the training program incorporated post understanding the training needs is effective enough.

This talks about if the training had a long-term, lasting impact on employees, whether the training program was powerful enough to help candidates apply their learning effectively and hence increase performance at work.

Psychometric assessments are again involved at each stage of the process.

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Pre-Training Assessment

To measure the current proficiency level of the employees with respect to the desired competencies.

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Post-Training Assessment

To evaluate the effectiveness of training, leveraging the Kirk Patrick 4 level training evaluation model.

With such a detailed process concerning training and development of employees on the desired competencies using psychometric tests, a company can do a lot more in terms of its productivity.

If the employee has been trained well on the skills he wishes to, the chances grow multifold that they’ll stay in the company for long. This leads to reduced attrition and a huge decrement in the investments made to onboard them, which sums up approximately to half of their annual salary.

The outcomes of a better L&D program in an organization, apart from the increased productivity of employees are higher morale and improved business results.


Organizational Planning

Organizational planning means pinpointing the organization’s short and long-term objectives, hence planning and organizing it for what will happen in the years ahead. The business-related decisions require proper justification with data-backed information.

Even the Willis Tower Watson Study measured the utility of psychometric assessments by the organization in succession planning and identifying high potential across different seniority.


Let us move on to the use cases:

Succession planning is a procedure for identifying and developing new pioneers who can substitute the old leaders on the off chance they leave, retire or expire. It builds the accessibility of experienced and competent employees that are already set up to accept these roles as they end up being available.

This would require the assessment of skills, seeking to fill in the gaps between what an organization needs next and the current skill set of employees aligned to business objectives. This may also accompany training and development initiatives, for better leadership development. Psychometric tests track and develop the right set of high potential employees and prepare them for development through structures and the scientific process.

If we move on to the process; it goes like this.


1. Identify
Define key competencies needed to succeed in critical roles & nominate candidates.


2. Assess
Use reliable & valid tools to evaluate candidate readiness on key competencies.


3. Plan
Use customized reports to handpick the right candidates for succession.


4. Act
Develop & track growth of selected candidates for a promising future.

It negates the cost and time behind external recruitment and training, which turns out to be statistically more expensive.

Succession planning aims to address many of the human resource issues such as:

•   Increased turnover rates,

•   Rapid changes in work,

•   Desire for a healthy workplace across different levels.

High potential (HiPo) identification determines the furthest reaches of an employee’s development range. It would be sufficient to say that the more potential they have, the less expensive and speedier it is to develop them.

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It is likewise essential that potential employees are force multipliers, pushing up the performance bar for their co-workers, and obviously for their immediate reports. By their words and activities, they model and preach winning practices that shape high-performing cultures.

Just adding a star performer to a team boosts up the effectiveness of other members by 5-15%.

The ingredients or the general markers of potential include:

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Cognitive tests are designed which measure the intelligence or brain-based skills required to carry tasks to completion.

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Social Skills

MPI/MPP evaluates solid cooperative relationships with co-workers, be it colleagues or boss which can easily be measured by.

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MPI/MPP evaluates solid cooperative relationships with co-workers, be it colleagues or boss which can easily be measured by.

Although identifying high potential employees isn’t an easy task, for not many employees are highly able, socially skilled and driven. The use of scientific and data-backed tools end up with a stronger portion of talented employees that contribute significantly to the organization.

This has a tremendous impact on business and is the key to higher levels of ROI.

con    Conclusion

It’s great that you made so far. You’ve got to understand the science behind psychometric tests and that they are the appreciable ways to decode human personality and behavior. Depending upon the bright side, dark side, cognitive abilities, and some X-factors, the intended behavior could differ from human personality.

Then, there are valid and reliable tools based on the same science to measure the precise personality and behavior of people at workplaces. You’ve also got to understand how psychometric tools and their results about individuals could impact business outcomes, be it recruitment, training and planning to make better leaders.


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Mettl is one of the largest and fastest growing online talent measurement solution providers globally that has been at the forefront of online assessment technology since its inception in 2010. We enable organizations to build winning teams by taking credible people's decisions across two key areas: Acquisition and Development.