Online Test For Hiring Managers In Finance - Identify The Right Hire For Your Organization

Assess Managerial Skills Of A Financial Manager !

Mettl’s Finance Manager Assessment measures the efficacy of Finance Managers towards financial control, budget and resource allocation, and reducing cost to maximize working capital for business growth. The proficiency of a candidate is measured on key competencies such as accountability, strategic thinking, decision making, process orientation, managing resources and prioritizing tasks, managing risks, managing stakeholders, change management and leadership skills.

This test will help you in selecting the right candidate for a finance managerial profile and will also enable you in identifying gaps and preparing your first-time managers. This assessment will also highlight the areas where they require training which will improve the efficacy of your L&D efforts.

Top Clients

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


Test Details: 


35 minutes

Reliability score(i)

Cronbach's alpha .85, Split half method .87

Validity score(i)

This ranges from .84 to .89 for different norm groups

Theoretical basis

The Big 5 Theory of Personality


English and Spanish (please contact if you want us to support other languages)

Test descriptions : 

The assessments includes:

  1. Mettl Personality Inventory- Assesses the person’s behavioral competencies for leadership.
  2. Mettl Test for Abstract Reasoning- Measures the person’s analytical skills and logical thinking aptitude.

With a competency based approach to measuring the potential, this assessment measures three major competencies critical to metrics effectiveness in a retail organization:

         Business Awareness                                              Leadership Skills

  1. External Awareness                                            1. Taking Initiative
  2. Managing stakeholders                                       2. Leading People
  3. Process Orientation                                             3. Strategic Thinking                                                                                                              

Answer to common queries:

1. What if a person takes a test in a socially desirable manner or manipulates the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

2. 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 contact us and we would be glad to assist. Please write to us and we would be glad to assist.

3. Is it possible to map an organization’s competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please contact us for such a request and we would be glad to work out a solution for you. Please write to us and we would be glad to assist.

4.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.

5. 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.

6. What if the reports generated for the psychometric assessments differ from the actual behaviour, attitude or aptitude of the person?

Human behaviour is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behaviour or attitude. 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 behaviour of the person, always refer to the other environmental, physical and psychological factors driving that behaviour. This should be preferably done under supervision of qualified professionals only.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

You get their tests report

Note You will be charged only at step 3. i.e. only when candidate start the test.

Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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