Discover yourself and plan your career at any stage!

Finding the right career is the most crucial for one’s life. According to research the individual who enjoy work, experience more work and life satisfaction, while those that dislike work experience less meaning, less happiness and lower levels of well-being. Nowadays, we have more than 8000 careers option available which gives us more choices but with more questions and more confusion.

Mettl's Career and Personality Profiler Types is an assessment which aims in investigating what works for you, then looking for and recognizing work that could satisfy you. This assessment can be used for variety of purpose like discovering careers and occupations most suitable for your personality, self-understanding and developments, education and curriculum development, career development and exploration, organization development and academic counseling.


Top Clients


This Assessment can be used for:

  • 11-12th Grade Students
  • College/University Students
  • Working Professionals
  • Anybody who wants to gauge deeper into one's personality and natural working style

 

Test Details:

Number of Sections

1

Number of Questions

60

Test Duration

15 minutes

Test Language

Arabic

NOTE: If required, the test can be provided in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

 

Test descriptions :

The test consists of 60 (5 point Likert scale) items across the Big 5 personality factors – Extraversion, Agreeableness, Conscientiousness, Emotional Stability and Openness to Experience.

The report includes a title for a person's particular personality type, a short description, top strengths, the ideal culture/environment fit, how a person contributes in a team, challenges blind points, steps to overcome challenges, popular occupations suitable for the personality and some famous personalities that share your type.

In addition to that, this test also identifies certain insights by combining the main traits, two at a time. The insights include a person's interaction style, preferred work style, psychological well-being, professional interests, character, anger management, and attitude towards work, level of impulse control, learning patterns, and behavior under pressure. This part of the analysis is very insightful and has been widely appreciated by clients. The report's analytical insights are based on validation with exhaustive data from across industries.


Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please contact us and we would be glad to assist.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please contact 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 are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

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 decisive predictor of a particular type of behavior or attitude. 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. This should be preferably done under supervision of qualified professionals only.


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

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

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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