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Use the Personality Profiler and Critical Thinking Test to Assess Key Personality Traits Behavioral Outcomes and problem-solving and decision-making 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 critical thinking test helps assess the candidate's ability to think critically, solve complex problems and make appropriate decisions. Critical reasoning test enables you to select candidates who can recognize problems and solve them efficiently by critically analyzing the given information.

Inside this Career Personality Profiler and Critical Thinking 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

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 

Critical thinking is defined as the ability of an individual to achieve the desired outcome by thinking rationally and critically. It requires a candidate to collect the necessary information needed from relevant and diverse sources, render accurate judgment based on the evidence, identify the assumptions made and draw conclusions to reach a decision. Critical thinking is an essential competency in a world full of ambiguity and change. Good critical thinking skills help in interpreting complex information, which then facilitates decision-making. Mercer| Mettl's critical thinking test is specially designed to test the critical thinking ability of a candidate.


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. 

The critical thinking assessment consists of a situation outlining the question's premise, followed by four statements on either assumptions, arguments or conclusions. A candidate must identify which of the statements following the premise are assumptions made, which of the arguments are strong or weak and which conclusions are valid. Designed by subject matter experts, Mercer| Mettl's critical thinking test contains 21 questions to be completed in 30 minutes. Moreover, the skills of the candidate are evaluated on three levels - easy, medium and difficult. 

The test is developed as per the guidelines prescribed by Standards for Educational and Psychological Testing developed jointly by the American Educational Research Association, American Psychological Association, and National Council on Measurement in Education (1999), EFPA test review model, Uniform Guidelines on Employee Selection Procedures (EEOC, 1978), the Society for Industrial and Organizational Psychology's Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003).

Applications of a critical thinking test
The test can be used for the following purposes:

  • Recruitment: Identify the suitable hires for your organization by using this test.
  • Learning and Development: Understand the current proficiency level of an employee; train and develop employees effectively.
  • Identification of High Potential: Have a healthy pipeline of future leaders.
  • Succession Planning: Fast-track high potential to retain them.

Personality Profiler and Critical Thinking Assessment Competency Framework

Get a detailed look inside the test

Personality Profiler and Critical Thinking Test Competencies Under Scanner

Critical Thinking





This critical thinking test has been designed to assess the candidate's skills in critical thinking through questions that assess candidates in these areas - recognizing assumptions, evaluating arguments, and drawing conclusions.


Ethical propensity

This refers to a tendency to be honest and ethical in all kinds of transactions with internal and external stakeholders to earn their trust and be considered a trusted partner by others.

Initiative taking

It refers to an eagerness to work on tasks without being told and modifying one's knowledge based on recent trends.


It refers to a tendency to adjust and adapt oneself to change and not get bogged down if situations are dynamic and evolving.



It refers to building professional networks and personal relationships within and outside the company to gather information and resources, ensuring individual and organizational success.

Negotiation and influence

This refers to the ability to convince others and compromise to achieve results effectively.


t refers to working with each other and ensuring people are treated with respect and sensitivity regardless of individual differences to accomplish shared objectives.


Service orientation

This refers to providing excellent service to internal and external customers and raising the service bar.

Result orientation

This refers to a strong will to accomplish what one sets out to do, channeling one's energy and resources to finish what one started.


Leading by example

It refers to the ability to lead a group of people by consistently encouraging them and working towards solutions which benefit everybody involved.

Strategic orientation

It refers to demonstrating an ability to consider the short- and long-term implications of one's actions and decisions in the organization.


It refers to the ability to innovate, ensuring that the organization remains relevant and current with changing times.

Customize This Career Personality Profiler and Critical Thinking Assessment

Flexible customization options to suit your needs

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The Mercer | Mettl Personality Profiler and Critical Thinking Assessment Advantage

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Frequently Asked Questions (FAQs)

Critical Thinking is said to be one of the key skills of the future. It helps candidates think critically and solve complex problems and take appropriate decisions. It helps candidates make clear and rational judgements by evaluating and synthesizing information.

Thought-provoking questions that focus a candidate to critically think about problems or aspects of decision making can be used. Offering the candidates with riddles also help in testing Critical Thinking skills during interviews. Please write to us for such a request and we would be glad to work out a solution for you.

A Personality Profiling Test helps understand and measure the various aspects of an individual’s personality. 

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? 

No. Personality tests are qualitative. They are not quantitative tests that have pass-and-fail metrics. A Personality Profiler Test recognizes the aptitude, strengths, areas needing improvement, and other aspects of an individual’s personality. 

Employers look for candidates with personality traits matching the job role requirements. The Personality Profiler Test can assist recruiters in identifying a candidate's potential and understanding their traits to leverage their strengths and boost productivity. 

While employers can select from numerous Personality Profiling Tests based on specific requirements, many experts suggest the Big Five-Factor Model. This Personality Profiler Test measures candidates against five vital aspects of personality, measures them on a spectrum, and aids recruiters in making an informed hiring decision. 

One can conduct a Personality Test with Mercer | Mettl’s scientifically backed Personality Assessment for informed hiring and organizational development.  

Psychometric profiling is understanding an individual's behavioral style, personality, and reasoning skills using a data-directed, objective, and structured approach. 

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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