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.
Ready to Use
Psychometric
All Levels
Moderate
English Global, English India, Spanish, Portuguese, Arabic
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
Inventory Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Trustworthiness
Emotion regulation
Drive
Team work
Relationship
Task/Delivery
Customer service
Adaptive
Competencies:
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.
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.
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.
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.
Competencies:
Demonstrating ability to think positively, high self-belief and avoids self-criticism
Demonstrating use of active coping strategies in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Competencies:
Demonstrating a strong will to achieve excellence in what one sets out to do. Focusing one's energy and resources to finish what one has started and successfully achieve goals.
Demonstrating a tendency to internalize a learning mindset and constantly seek opportunities to learn. Tendency to reflect on past experiences to learn from self mistakes and constantly seek feedback from others.
Demonstrating a tendency to take the initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks that goes beyond job requirement in order to achieve organizational objectives.
Competencies:
Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.
Demonstrating an ability to be aware and sensitive to differences among individuals as a result of their gender, race, ethnicity, country of origin, cultural background, language, sexual orientation, etc. ability to work effectively in an environment consisting of diverse individuals from varying backgrounds and cultures
Competencies:
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating ability to interact positively and get along well with others. Set of positive social skills necessary to get along well with others and function constructively in groups
Competencies:
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure safety, compliance and efficiency in the workplace.
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
The ability to establish a systematic course of action for self and others to ensure accomplishment of the objectives within the scheduled timeline. The tendency to set priorities considering their urgency and importance.
Competencies:
Demonstrating an ability to ensure excellent service to internal as well as external customers and constantly raising the bar of the service experience that customers enjoy.
Demonstrating an ability to consistently focus on the quality of each and every deliverable by ensuring consistency and adherence to high standards as well as paying close attention to all the details involved.
Competencies:
Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.
Demonstrating an ability of novel and innovative thinking in approach to job responsibilities and to improve processes, methods, systems, or services.
Customize This Test
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
2. Can you map an organization's competency framework to your assessments?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. How do we determine the thresholds for the proficiency levels for a norm group?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
4. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
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.
