Hire Safety Conscious Candidates - Industrial Safety Assessments

Used for Recruitment and Selection:

Companies globally conduct safety training programs year after year, as their utmost priority is to keep employees safe in workplaces. It is also to keep employees informed about occupational safety and the rules related to that, to avoid accidents at work, which cause unnecessary human misery and a loss of billions of dollars. Accidents are caused by unsafe work behavior, which is often unintentional - unsafe work behavior, which frequently results from a simple lack of awareness.

 Mettl Assessment for Safety Conscious Behavior has been created to identify safety conscious candidates. It also helps in finding ways to focus and improve safety training and various components needed to mitigate or prevent accidents at workplaces.


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Use this test for:

Mettl Assessment for Safety Conscious Behavior find its best use case to: -

  • Hire an employee with safety conscious attitude. Mettl’s assessment has been built on thorough market research that has helped derive both the basic skill set as well as specialized qualities required for a potential candidate.
  • Accomplish a productive recruitment process in less time with little effort. Keeping in view the extensive recruitments conducted by our clients, the assessment has been configured in such a way, that multiple candidate reports can be generated once the test has been attempted.
  • Follow a reliable and easy system of short listing eligible candidates from a pool/pipeline. Mettl’s assessments are accompanied with an extensive and highly reliable benchmarking procedure that is consistent with the industries’ standards as well as the respective client’s organizational standards.
  • Spot gaps in the competency level of the existing employees. Along with its utility as a reliable tool in recruitments, Mettl Safety Assessment also helps to identify gaps that indicate scope for training among the pre-existing employees.

 

Key profiles the test is useful for:

  • Production house employee
  • Manufacturing house employee

Language - English (The test can also be provided in other languages. If required, please connect with us over contact@mettl.com)


Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes 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.

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.

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.

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.

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.

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

Human behavior 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 behavior 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 behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

You get their tests report


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



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