Measure HR competencies through Mettl Assessment

Mettl HR Manager Assessment helps you identify a person's leadership qualities necessary to direct the work of others and create a customer oriented culture, where positive attitude prevails. A good HR Manager makes decisions efficiently and in an ethical manner, stays on top of the work in his/her department, motivates employees, relates well to others, lives up to obligations, and works for organizational effectiveness. The Mettl HR Manager Assessment helps you choose people who have the mental ability to handle the complexities of managerial level responsibilities.

Used for: 

  • Recruitment and selection of a right candidate for a human resources managerial profile
  • Identifying the gaps and preparing your first-time managers
  • Talent maximization
  • Identify training and development areas

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Test Details:

Duration : 45 minutes
Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality


Key profiles the test is useful for:

  • HR Manager
  • Talent Acquisition Manager
  • Compensation and Benefit Manager
  • Business Partner-HR
  • Learning & Development- Trainer and Evaluator
  • Generalist-HR Operations
  • OD Manager/ Executive                            


Test description:

The assessment includes 

  1. Mettl Personality Inventory- Assesses the person’s behavioral competencies for leadership
  2. Mettl Critical Thinking Test- Assesses the critical thinking and decision making ability
  3. Mettl Customer Focus Test- Measures the person’s ability to handle customers

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



Leadership Skills

1. Awareness of needs of others

1. Accountability

2. Integrity

2. Customer Centricity

3. Continuous Learning

3. Employee Advocacy

4. Interpersonal Skills

4. Time Management

5. Flexibility/ Adaptability

5. Result Driven


People Management

Business Acumen

1. Managing Diversity

1. Vision

2. Coaching and Mentoring

2. Understanding Business Strategy

3. Conflict Management

3. Planning and Organizing

4. Team Work

4. Problem Solving & Decision Making


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 thenre 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 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 write to us for such a request and we would be glad to work out a solution for you. 

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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