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Generic Tests>Cognitive>Mettl Personality Profiler and General Mental Abilities

Use the Personality Profiler Test and Mental Ability Test to Assess Key Personality Traits Behavioral Outcomes and Mental Aptitude Skills of Candidates

A personality profiler test is an evidence-based tool that enables organizations to perform a holistic personality assessment of candidates in various job roles. The tool comprehensively measures competencies such as drive, adaptability, trustworthiness, etc. A mental ability test is a test that assesses a candidate's ability to comprehend complex ideas, solve problems, and apply learned skills through questions based on abstract reasoning, numeric reasoning, and verbal reasoning. 

Inside this Personality Profiler and General Mental Ability Test

The Personality Profiler test comprehensively reviews a candidate's underlying personality traits and work style preferences. It is a powerful tool for understanding what behaviors they are likely to display according to their preferences and predispositions. 
The test is based on the Five-Factor Model, which identifies five key areas as the building blocks of a robust personality profiler. 
The “Big Five” personality traits listed below help predict important job-related outcomes such as professional performance, potential, trainability and subsequent job satisfaction. 

The Personality Profiler test comprehensively reviews a candidate's underlying personality traits and work style preferences. It is a powerful tool for understanding what behaviors they are likely to display according to their preferences and predispositions. 

The test is based on the Five-Factor Model, which identifies five key areas as the building blocks of a robust personality profiler. 

The “Big Five” personality traits listed below help predict important job-related outcomes such as professional performance, potential, trainability and subsequent job satisfaction. 

1. Extraversion (outgoing/energetic vs. solitary/reserved) 

2. Openness to experience (inventive/curious vs. consistent/cautious) 

3. Emotional stability (secure/confident vs. sensitive/nervous) 

4. Agreeableness (friendly/compassionate vs. cold/unkind) 

5. Conscientiousness (efficient/organized vs. easy-going/careless) 

Our specialized team of psychometricians and subject matter experts is a part of SIOP (Society for Industrial and Organizational Psychology). They have developed 26 scales based on the Five-Factor Model. These scales are mapped to specific performance models or behavioral competencies frameworks necessary to thrive in a particular job role/industry. The process helps: 

  • Identify candidates displaying the most desirable personalities
  • Analyze candidates for culture-fitment 
  • Gain key inputs for vital HR decisions like learning and development, high-potential identification and succession planning. 
  • Improve the quality of recruitment 
  • Boost employee engagement 
  • Reduce attrition 

General mental ability refers to a candidate's ability to comprehend and interpret verbal information, perceive and process numbers and information in tabular/ graphical format, think laterally, and make logical connections between different concepts. This mental aptitude test analyzes candidates' reasoning and interpretation skills to determine their cognitive strengths and weaknesses. This online mental ability test has been designed to assess the candidate's ability to solve novel problems by applying learnings and connecting different information points to grasp a bigger picture, detecting patterns and relationships, and solving complex problems through innovative solutions. This test also intends to assess the ability to work with the information presented in a number-based format to make essential business decisions and analyze its impact. Moreover, this mental ability test also assesses the candidate's ability to understand the concepts embedded in written material and deduce crucial information to recognize relationships among words and concepts.

Overview 


Understanding employee personality is crucial for ensuring operational success. This way, employers can gain a better understanding of their workforce. Decoding employee personalities enables managers to leverage their workforce's strengths and boost productivity. 
Most importantly, it helps employers understand the underlying traits of candidates that may affect their performance at work. This may include how they perceive certain situations and what would be their potential response. Gaining such insights beforehand can make things easier for employers. So, how would employers go about uncovering these attributes in their prospective employees? The personality profiler test is an effective way to gauge these traits. 
General mental ability suggests individuals' overall level at which they learn, understand and parse pieces of information and solve complex problems. Cognitive ability and mental agility are prerequisites for career success. Having cross-functional teams with employees who demonstrate the highest levels of intelligence and critical thinking is critical in ensuring business success in the fiercely competitive modern business landscape. It is incontestable that these high-potential performers will successfully climb up the corporate ladder. The reason is that their ability to find solutions proactively to problems faster than their peers is what makes them distinctive from their counterparts. Every organization pursues talented professionals with strong mental aptitude and adopts new hiring approaches to find these highly coveted talents.
 

Personality Profiler and Mental Ability Assessment Competency Framework

Get a detailed look inside the test

Personality Profiler and Mental Ability Test Competencies Under Scanner

Verbal Reasoning
Personal
Abstract Reasoning
Excellence
Leadership
Interpersonal
Numerical Reasoning

This verbal reasoning test is a tool to assess a job candidate’s ability to grasp complex verbal information and apply reasoning skills to draw logical conclusions.

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The Mercer | Mettl Personality Profiler and General Mental Abilities Assessment Advantage

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Frequently Asked Questions (FAQs)

Yes, we can do so selectively. Please write to us for such a request, and we would be glad to assist. 

In a general mental ability test, the following are the type of questions based on specific sections:

  • Abstract Reasoning: Matrix-based questions involving shapes, symbols, numbers  
  • Numeric Reasoning: Tables, Graphs, Percentage, Averages, Ratios  
  • Verbal Reasoning: Para Jumbles, Reading Comprehension  

Mental aptitude tests provide an excellent way for recruiters to gauge their problem-solving and mental aptitude. Therefore, a well-defined plan is a must-have for candidates aspiring to emerge victorious in these tests. Given below are some handy tips to consider:

Refine your skills

This mental agility test will include questions based on numeric, verbal, abstract reasoning, etc. It would be best if candidates brushed up on all their basic skills. They can touch all the basics by emphasizing reading and vocabulary building sessions and arithmetic and reasoning skills.

Save time whenever possible

The general mental ability test will comprise various questions candidates should complete within a specified time limit. Hence, they must not dwell unnecessarily on answers they are unsure of and instead move on to the next problem. If time allows, they can return to the questions left unattended after answering all the remaining questions.

Understanding the strengths and areas of improvement

A candidate's awareness of strengths and vulnerabilities goes a long way in helping them improve their chances of success. By working on individual strengths and weak points, candidates can uncover critical insights about their approach to preparation.

Practicing has no substitutes

Aspirants can plan and practice many sample tests to get accustomed to solving related questions. This exercise will be instrumental in helping them improve their performance in the actual test. Moreover, it also helps build a good pace that would help improve their odds of performing better than earlier.  

A personality profiler test is a tool to uncover some underlying aspects of human personality. It refers to assessments designed to measure the characteristic patterns of traits that individuals express across different situations.

Candidates who are set to appear for a personality test should remember that it is a subjective assessment of one's personality. Therefore, instead of focusing on the right and wrong answers, emphasis should be on performing to the best of one's ability, come what may. In addition, here are some quick tips to consider: 

  • Try to be honest about your responses 

Personality tests usually include ratings-based questions that seek responses on a scale. Your answers should reflect how you feel while rating yourself on a scale of one to five, which should align with how strongly you relate to a particular statement. 

  • Read through the job description carefully 

Personality profile assessments determine if someone is suitable for a particular position. Recognizing this fact, you must work on qualities the employer is looking for in a specific role as you take the test. 

  • Have diverse opinions 

Your honest views about what you think of a particular statement are crucial, but make it a point not to keep all your answers inclined on one extreme. This is because employers tend to perceive it as a lack of variety of opinions. 

  • Practice test sessions are always helpful 

A well-structured preparation always comes in handy in streamlining the test preparation. Moreover, several available personality tests can be helpful for practicing online. 

  • Time management is the key 

Understand the instructions thoroughly and read each question repeatedly before selecting your answer. Then, allocate your time efficiently and never rush to solutions without giving yourself ample time to self-introspect. 

  • Expect questions that concentrate on character 

Employee personality profile tests may also include questions that focus on integrity and honesty. In addition, employers will express their interest in what candidates value the most when faced with ethical challenges at work. Hence, you should expect questions ranging from personality traits to character-based questions. 

Asking questions that elicit the most insightful responses from respondents is crucial in developing a psychometric profile test. Listed below are some of the common personality test questions to utilize when forming personality questionnaires: 

  • What words would your connections use to describe you? 
  • Who is your role model? 
  • What, according to you, are your most outstanding achievements? 
  • What is the most usual question you are often asked? 
  • How do you overcome failures in life? 
  • How do you deal with stress? 
  • How do you spend your free time? 
  • Which is the most prevalent issue society is currently tackling? 
  • When attending events, do you meet new people or stick around with the people you already know? 
  • How do you approach a long-term project? 

Personality tests are not aimed at passing or failing someone. Instead, the test intends to distinguish an individual's strengths and areas of improvement, among other aspects of personality. How candidates perform is matched against the role requirements, thus enabling employers to identify the best talent for the job.

Employers are seeking candidates with personality traits that match the position requirements. For example, technical roles require a prudent and detail-oriented approach to work, a work-safety attitude, and the ability to handle pressure at work. Contrarily, sales roles require a competitive streak, performance-oriented motivation, and the ability to close sales deals.  

Past research suggests that the Big Five-Factor Model is one of the most widely recognized personality assessment tools. It enables recruiters to understand a person's attitude and behavior and assists in making informed hiring decisions.

Understanding the work personality profile of candidates through personality assessments is a process that can be conducted in many ways. For example, it can be through online tests, paper-and-pencil-based evaluations, structured interviews, and projective techniques. The insights gained from these methods can help hire quality talent and conduct organizational development programs.

A psychometric profile is a questionnaire to underscore the most relevant aspects of an individual's character. It helps provide a detailed understanding of candidates' personalities to match them to an appropriate role.

A personality profiler test based on the Big Five-Factor Model is hands down one of the most viable alternatives for unveiling a candidate's real work personality. 

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