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Industry Specific Roles>Hospitality>Mettl Assessment for Event Coordinators

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.

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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 ProfilerAssesses the candidate's behavioral competencies required for an Event Management role and is based on the Big Five Model of Personality.
Cognitive AbilityAssess the candidate’s aptitude to see how he/she applies himself/herself in situations for an Event Management role.

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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

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Step 2: Share link

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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
Anson Mathews
Dinesh Jagnani
Arpan Anand
Farasat Khan
Mercia Prince
Chelsey Jones

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

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The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete

...read more

Anson Mathews

Anson Mathews

Organization Development Manager, Averda

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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 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

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Arpan Anand

Arpan Anand

CHRO, Aditya Infotech Limited (CP PLUS)

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Mercer | Mettl''s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We lo

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Farasat Khan

Farasat Khan

Head, Learning and Development, SRL Diagnostics

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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.

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Mercia Prince

Mercia Prince

Deputy Director,Office of Admissions, Ashoka University

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Whether onboarding, sales, or customer service representation, we were guided thoroughly and nowhere did we feel lost. It made the whole experience extremely positive.

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Chelsey Jones

Chelsey Jones

M.A., M.Ed. Senior Manager, Federal Programs

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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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