Find the Best Talent for Your Event Management Needs
Behind every successful event is an Event Coordinator with strong organization and interpersonal and communication skills - someone who can thrive in a fast-paced environment. This person is responsible for planning and executing a range of events including promotional, business or social events.
Available on Request
Psychometric, Aptitude
0-2 years
Moderate
Event Coordinator, Event Organizer, Event Associate
English Global, English UAE, English India
Inside This Assessment
Key Profiles the test is useful for:
- Event Coordinator
- Event Organizer
- Event Associate
- Any other Entry Level Event Management Role
Use this test for:
- Recruitment and selection of the right candidate for an Event Management profile
- Identifying gaps and preparing your Event Management Coordinators/Organizers
- Talent maximization
- Identifying areas of training and development
Section Details:
Mettl Personality Profiler | Assesses the candidate's behavioral competencies required for an Event Management role and is based on the Big Five Model of Personality. |
Cognitive Ability | Assess the candidate’s aptitude to see how he/she applies himself/herself in situations for an Event Management role. |
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Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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. Will your assessment score candidates who are applying for jobs appropriately?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How are norms decided for MPP?
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.
7. 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.