To build a startup from ground up is a challenging task and it becomes more challenging when one does not have the right team to do it with. The success or failure of a young company is not just dependent on the product/ service they are selling, it also depends on the kind of people they have in their founding team. It is vitally important to have the right founding team as it sets the ethos of the company. Given the ambiguous, challenging and complex working environment in a startup, especially in the early days, it is crucial to have the right people for long term success.
A member of the founder's team should have numerous qualities that would make him/her a perfect fit for your company/startup. He/she should be a self-starter and a strong team player who can strategically partner with you to take your startup to great heights. The members should have strong vision and ambition to explore the market opportunities to carve out a space for your startup's product/ service.
The people in your founder's team should be capability builders who can drive growth as well as innovatively solve problems. The key capabilities like validating the problem statement, finding the target audience and analyzing what the business needs, should be in place. The members should be agile and have the capacity to multitask.
Why should you use Mercer | Mettl's assessment?
The Mettl Assessment for Start-up Founder's Team is specially crafted to identify critical competencies that one is expected to possess for such a purpose. The assessment aims to capture whether a candidate has the intrapreneurial spirit and mind-set to navigate through the challenges of the market.
Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
NOTE: If required, the test can be offered in other languages as well. Please connect with us at firstname.lastname@example.org for any such requirement.
|Mettl Personality Profiler||Assesses the candidate's behavioral competencies required for an Intrapreneur and is based on Big Five Model of Personality.|
|Cognitive Ability||Assesses the person’s ability to analyze information and data so that he/she can draw suitable conclusions and take the right decisions as an Intrapreneur/ start-up founding team member. It also evaluates whether a candidate can render accurate judgement based on evidence to grasp the big picture, think clearly and effectively solve complex problems.|
Key profiles the test is useful for:
Anyone looking for a business partner / member for his/her founding team can take the test for evaluation of intrapreneurial capabilities. This test can also be used by senior personnel who are looking for young and promising candidates to kick-start their venture. Individuals can also use the test for self evaluation.
You can use this assessment for:
A Handpicked Selection of Our Best Assessments for Hiring an Intrapreneur/Start-up Founding Team
Mercer | Mettl offers a plethora of assessments to evaluate the critical skills of the candidates.
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.
Add this test to your tests
Share test link from your tests
Candidate take the tests
You get their tests report
Note You will be charged only at step 3. i.e. only when candidate start the test.
Relevant for Industries