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What are Psychometric Tests?

Psychometric tests are assessment tools used to objectively measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a persons abilities and personality to a suitable career or role.

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The Top Psychometric Assessment Tools Used in Hiring and Employee Development

Make Better Hiring Decisions Using the Four Types of Psychometric Assessment Tools

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Choose from the Many Types of Psychometric Tests Available in Our Skills Assessment Library or Get Them Customized to Your Requirements

The Top 6 Psychometric Tests Used in Hiring

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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).

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IMPROVED QUALITY OF HIRES

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BETTER EMPLOYEE ENGAGEMENT

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REDUCED ATTRITION

The first psychometric instruments were designed to measure the concept of intelligence, viewed as a combination of different abilities that mental tests could measure. Psychometrics is also dominated by personality testing, and the most used instruments are the Five-Factor Model (The Big 5), Personality and Preference Inventory, MBTI, etc.

Psychometric tests are used to measure individuals behavioral and mental competencies. Competencies are identified and defined, depending on the job role, following which psychometric tests are administered to assess them. Afterward, they are matched to the role requirement.

Psychometric tests are interpreted as a percentile result, indicating that it is compared to a benchmark set for a specific role. Typically, there is no passing score in psychometric testing.

Likert and Semantic Scale are common answering scales used in psychometric testing.

The validity of psychometric tests is defined as the degree to which the test measures what it claims. Validity is determined by the various data points and insights revealed by the research to focus on the relationship between the test and the personality traits it measures.

A psychometric test can only be reliable if it produces similar results under invariable conditions. A reliable test score is precise and consistent during every test. It can also be recreated on multiple occasions.

A standardized psychometric test is implemented and scored in a standard or consistent manner. Standardization also means that the tests development, evaluation, usage, reporting, conditions of administering, scoring procedures and interpretations are consistent and in line with the set standards.

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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 At Work

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

Our Psychometric Tools Come with Industry-leading Reliability and Validity Standards

The Psychometric Assessment Tools are based on Validated Scientific Theories and Practices

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
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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.
8.

Why use Psychometric Tests for hiring?

Psychometric tests for hiring are used to objectively and efficiently screen candidates matching job requirements. Psychometric tests offer predictive insights about a candidate that enable organizations to predict his/her role and cultural fitment. Psychometric test for hiring ensures long-term benefits, both financially and culturally, for organizations by placing candidates in roles where they can flourish, ensuring high retention rates.

9.

How to use Psychometric Tests?

Psychometric tests can be used for the following:

  • Talent Acquisition: Psychometric tests are an excellent tool for shortlisting candidates to match the role and organizational requirements. Psychometric tests can measure a candidates personality traits, behavioral tendencies, aptitude, motivation and dark traits.

  • Learning & Development: Psychometric tests can be used to gauge an employees learning preferences and career orientation to offer them the utmost benefit from L&D programs.
  • Organizational Planning: Psychometric tests are particularly beneficial in planning the organizational future. You can identify people with high-potential and the propensity to lead, allowing them the opportunity to assume more challenging roles in the future.
10.

What do Psychometric Tests Measure?

Psychometric tests measure a persons personality traits, cognitive skills, motivation and interest for a particular job role. Psychometric tests provide an objective and holistic picture of an individuals suitability. For instance, if an organization intends to hire a store manager, psychometric tests can be useful in measuring effective communication skills, customer centricity, basic numerical skills and a pleasant personality.

11.

What is Psychometric Testing?

Psychometric testing is a scientific method often used by organizations to assess an individuals personality traits, behavioral styles, cognitive abilities, motivations and interests. Psychometric testing enables HRs to make effective people decisions regarding workforce management, resulting in a better performing, culturally fit and highly engaged workforce.