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Uncover the Hidden Side: Assess Undesirable Traits of your Employees

The assessment has the capacity to identify individuals who have core personality features that are aversive in nature. These people are well integrated in the society yet their aversive personality characteristics have the potential to compromise safety of customers, as such individuals have a tendency to engage in antisocial acts.  

Use this test for:

The assessment is designed to be used as a hiring/screening tool to help bank management gain access to otherwise hidden information about prospective bank staff. Bank staff has sensitive customer information involving money, personal identification information of customers that needs to be kept confidential. Thus, hiring staff with aversive personality traits can have implications for the banks in particular. The assessment will help banks improve the quality of hires, thus ensuring customer safety.


Top Customers

Looking for a customized test?

Are you looking for a customized 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.


Test Details:

No. of Items

80

Test Duration

30 minutes

Test Language

English

Reliability

0.865

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


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 write to us and we would be glad to assist.

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

  • Banking & finance
  • Insurance
  • Retail

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