Financial Management Exam to Test Financial Management Skills
Financial management test assesses key financial management skills and finance manager competencies. It helps hire financial managers who are the perfect fit for your organization and possess all the qualities that you are looking for.
Ready to Use
Psychometric,Aptitude
2-3 years
Moderate
50 Minutes
111 Questions
Finance Manager, Financial Controller, Senior Finance Manager
English UAE, Mexico Spanish, English Indonesia, English Global, English India, Spanish, Indonesian
Inside This Assessment
Mercer | Mettl’s Financial Management Test enables a structured evaluation of financial management. It helps assess the most relevant and in-demand financial management skills today. For example, it helps hire financial managers by assessing finance manager competencies such as:
Key profiles the test is useful for:
- Finance Manager
- Chief Financial Officer
- Financial Controller
- Financial Accounting Manager
- Senior Finance Manager
- MBA in Finance with 2-3 years of experience
Finance Manager Competency Framework
Get a detailed look inside the test
Competencies Under Scanner
Basic Competencies
Project Management
Business Awareness
Change Management
Leadership-Skills
Competencies:
Demonstrating a tendency to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.
Demonstrating resilience in the face of challenges or adversity, and being able to manage one's emotions in a positive and effective manner.
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.
Competencies:
Demonstrating an ability to establish a systematic course of action for self and others to ensure accomplishment of the objectives within the scheduled timeline. Tendency to set priorities considering their urgency and importance.
Demonstrating an ability to identify, assess and manage risk while striving to attain objectives.
Competencies:
Demonstrating an ability to identify possibilities and new opportunities for the organization by gaining a strong and quick understanding of the business, customer competition, and industry.
Demonstrating an ability to manage internal and external stakeholders. Tendency to align the organization to the requirements and expectations of the stakeholders.
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure safety, compliance and efficiency in the workplace.
Demonstrating an ability to change and innovate to sure the organization stays relevant and current with changing times.
Competencies:
The ability to support and promote an environment that holds opportunities for all, regardless of race, gender, culture, and age.
Demonstrating an ability to identify and resolve problems by gathering relevant information by consulting people and working towards identifying the best possible solution.
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating an ability to lead a group of people by consistently motivating and inspiring them, and assisting them wherever necessary.
Demonstrating an ability to develop cooperation and teamwork while working in a group, working toward solutions which generally benefit everybody involved.
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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 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?
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. 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.
5. 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.
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.
