Learning Agility Assessments: Assess The Learning Ability Of Your Candidates

Identify and Develop High Potentials with Mettl Test for Learning Agility

When presented with the opportunity to learn, not all individuals learn the same lessons nor are able to apply that learning in situations where it would be beneficial. One individual difference that can help explain differences in the individual is an individual’s learning agility.

Learning agility refers to a person’s ability and orientation to learn new things. The two major components of learning agility are:

  • Ability to learn: ability to learn quickly by identifying patterns, logical rules, and trends in new data.
  • Orientation to learn: essential behavioral competencies which will predispose the respondent to learn new things faster than others.

Candidates high on learning agility will be able to perform well on the job due to the constant addition of new skills and knowledge. High learning agility also enables an employee to make a smooth transition between different roles as per the role/company requirement.


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The key profiles the test can be used for are:

  • Entry level profiles across industries
  • Mid managerial profiles across industries
  • R&D profiles across industries

 

Test Details:

Number of Tests

3

Number of questions

123

Test Duration

55 Mins

Section Details:

Mettl Personality Profiler

Assesses the candidate's behavioral competencies required for a leadership role and is based on Big Five Model of Personality.

Learning Preference Inventory

Assess the candidate preferred learning approach in a learning situation.

Abstract Reasoning

Assesses candidates on the ability to identify logic out of patterns and structure information to solve problems.

Language - English (The test can also be provided in other languages. If required, please connect with us over contact@mettl.com)


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.

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

We have an exhaustive list of satisfied clients. 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 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 the actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under the 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.



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