Entrepreneur Assessment to Evaluate Entrepreneurial Competencies of Candidates
Entrepreneur test is a tool to identify the crucial entrepreneurial characteristics and skills one needs before venturing into an entrepreneurial journey. The entrepreneur assessment analyzes vital behavioral competencies and cognitive skills required to excel as an entrepreneur.
Availability
Ready to Use
Test Type
Psychometric,Aptitude
Experience Level
0-2 years
Difficulty Level
Moderate
Test Duration
50 Minutes
Total Questions
107 Questions
Relevant Job Roles
Business Partner-HR
Scores Reported
English
Inside This Assessment
An entrepreneur and startup founder is an individual who has passion for an idea that he/she turns into a business. Startup founders bring a unique product/ service to the market through which they make an impact in the world. One needs to be confident about one's abilities and ideas to outperform the challenges in the market. To outshine as an entrepreneur in today’s market is very challenging since everybody today wants to create and build something of their own. An entrepreneur and startup founder is a self driven individual with a strong commercial acumen, who knows how to leverage the power of strategic partnering and collaboration to drive growth.
An entrepreneur and a startup founder is supposed to be a visionary and a risk taker. He/she should be a problem-solver who has the ability to understand the pulse of the market. In order to be a successful entrepreneur, one needs to possess these qualities. He/she should have the ability to use rational thinking to critically assess any situation to identify opportunities.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Entrepreneurs Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Risk Taking
Demonstrating an ability to deal with uncertain and high risk situations by carefully analysing the available information.
Initiative Taking
Demonstrating an ability to take the initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Networking
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.
Influence
Demonstrating an ability to convince others of one's points of view and ideas.
Achievement Orientation
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Self Confidence
Demonstrating an ability to direct the actions of others and take a stand for what one feels is right. The ability to develop and maintain inner strength based on desire to take up challenges and succeed.
Stress Management
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Dealing with Ambiguity
Demonstrating an ability to be comfortable in novel or unknown situations and demonstrating the ability to manage one's work even without having all the necessary details.
Creative Thinking
Demonstrating an ability to change and innovate to ensure the organization stays relevant and current with changing times.
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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. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
3. Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
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.
4. 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.
5. 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.
6. How have norms been decided for MPP?
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.
7. 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.
