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Generic Tests>Behavioral>Mettl Digital Readiness Assessment

Digital Readiness Assessment to Gauge the Digital Readiness of Your Workforce

The digital readiness assessment is a structured digital readiness test to measure employees’ key digital abilities, intrapersonal  as well as interpersonal skills and potential for change management and innovation. The test is based on a digital readiness model developed by subject matter experts.

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Inside This Assessment

Mercer | Mettl’s digital readiness assessment helps you understand if your employees possess suitable behavioral competencies and cognitive skills to adapt to and manage digital transformation processes. The purpose of this digital transformation readiness assessment is to test the abilities that vouch for an employee’s preparedness and level of readiness for thriving in a changing digital culture of the organization.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Digital Readiness Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Intrapersonal
Business
Mental Agility
Interpersonal

Competencies:

Openness to Learning

Tendency to learn new skills by being open to new ideas and keeping oneself up-to-date with relevant knowledge

Resilience

Orientation to face challenges or adversity positively and manage one's emotions in a positive and effective manner.

Customize This Test

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.

Add your own questions to the test

Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Advantage

The Mercer | Mettl Edge

  • Industry Leading 24/7 Support
  • State of the art examination platform
  • Inbuilt Cutting Edge AI-Driven Proctoring
  • Simulators designed by developers
  • Tests Tailored to Your business needs
  • Support for 20+ Languages in 80+ Countries Globally

Simple Setup in 4 Steps

Step 1: Add test

Add this test your tests

Step 2: Share link

Share test link from your tests

Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

Our Customers Vouch for Our Quality and Service

Sonal Kapur Sinha
Dinesh Jagnani
Mayank Jain
Arpan Anand
Sanjeev Phatak
Gede Agus Putrawirawan
Mercia Prince

The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.

...read more

Sonal Kapur Sinha

Sonal Kapur Sinha

Head HR, Modern Foods

Download Case Study

The quality of the recruitment increased, because previously we were not having any assessment. The quality of assessments and the quality of reports are very well catering to our requirements. The reports are very expansive, and it gives more light

...read more

Dinesh Jagnani

Dinesh Jagnani

Deputy Manager, Talent Management

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We had an extremely pleasant experience working with Mercer | Mettl. Thanks to Mercer | Mettl we were able to ensure contuinity in examination. I dont think we could have offered our exams any other way.

...read more

Mayank Jain

Mayank Jain

Manager, Vidyamandir Classes

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We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client''s problem to seamless integration with our applicant tracking system, Mercer | Mettl''s

...read more

Arpan Anand

Arpan Anand

CHRO, Aditya Infotech Limited (CP PLUS)

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Mercer | Mettl came across as one of the most robust platforms for AI-based proctoring. The team was accommodative, flexible and prompt. Mercer | Mettl''s team never gave ''no'' as an answer. The team was always upfront about the specifications and c

...read more

Sanjeev Phatak

Sanjeev Phatak

Director, Centre For Management Services, AIMA

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Once people have undergone Mercer | Mettl''s assessments, we are not worried about their technical prowess. We believe they can be developed further to contribute to Telkom''s survival in the digital world.

...read more

Gede Agus Putrawirawan

Gede Agus Putrawirawan

Manager - Business Planning and Performance, Telkom Indonesia

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Mercer | Mettl helps us host and proctor all entrance tests for undergraduate, postgraduate and Ph.D. programs. Mercer | Mettl''s team is efficient, thorough, helpful and flexible. We deeply appreciate its support and collaborative spirit.

...read more

Mercia Prince

Mercia Prince

Deputy Director,Office of Admissions, Ashoka University

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Frequently Asked Questions (FAQs)

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.   

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.

We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.

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