Identify key personality traits of candidates with Mercer Mettls job personality test
Mercer|Mettl's job personality test is an essential assessment tool to assess the candidates' personality traits. It is a tool that reveals underlying traits and characteristics that are hard to be gleaned from traditional recruitment methods, including CVs and interviews.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s job personality test offers a comprehensive review of candidates’ underlying personality traits and workstyle preferences. It is a powerful tool to understand what behaviors they are likely to display as a result of their preferences and predispositions.
The test is based on the Five Factor Model that identifies five key areas as the building blocks of a robust career 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)
Mercer | Mettl’s team of psychometricians and subject matter experts are 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 necessary to thrive in a 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
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Inventory Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Business acumen
Test the business acumen of candidates using this operations manager test. Assess core competencies for operations management recruitment like vision, customer centricity and service orientation.
People Management
Measure key skills required for operations manager roles using this structured operations manager test. It helps test conflict management abilities, coaching and mentoring skills and teamwork.
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Ethical propensity
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
2. Is it possible to map an organization's competency framework to your assessments?
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.
3. 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.
4. 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 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.
5. 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.
6. 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.