High Potential Test to Identify and Develop High Potential Employees
High potential test for an insightful and streamlined high potential assessment of your employees and potential hires. Developed by subject matter experts, this test comprises of the most effective high potential assessment tools for L&D and succession planning.
Availability
Ready to use
Test Type
Psychometric,Aptitude
Test Duration
85 minutes
Total Questions
130
Relevant Job Roles
Mid-management level roles, First-time manager roles
Scores Reported
English
Inside This Assessment
This high potential test will help identify high potential employees who can be groomed to fill in critical positions in an organization. The high potential assessment report summarizes strengths and areas of development for each respondent that will help them improve their effectiveness in their present roles and prepare them for their future career growth.
Use this test to:
- Identify and groom internal high potential talent
- Strengthen internal talent pipelines to fill in critical roles
Test Description:
Mettl High Potential Assessment consists of battery of psychometric tools which include the Mettl Personality Profiler (MPP), Mettl Test for Abstract Reasoning (MTAR) and Mettl Test for Critical Thinking (MTCT).
- The Mettl Personality Profiler (MPP) is developed in the context of the Five-Factor Model. The FFM (Five-Factor Model) specifies that people can be described based on their standing on the five broad personality traits. Mettl scientists went beyond the well-established model of the broad “Big Five” personality factors and developed 26 ‘scales’ or narrower facet-like constructs, which form the building blocks of our assessment. These scales span a wide domain of personality and will be mapped to companies’ or job roles’ specific performance models or behavioural competencies to obtain the optimal prediction of job success.
- The Mettl Test for Abstract Reasoning (MTAR) is a nonverbal assessment designed to measure an individual’s ability to make meaning out of ambiguity and manage new information and solve novel problems. MTAR is free from any form of cultural bias and does not depend on language skills. The Mettl Test for Abstract Reasoning measures inductive (rather than deductive) reasoning. That is, it requires respondents to look for patterns in information and then generalize those patterns to a new place in a sequence.
- The Mettl Test for Critical Thinking (MTCT) measures the critical thinking ability of the test takers. This test requires applications of analytical reasoning in a verbal context. This test is used in hiring for critical roles at all job levels, individual contributor to mid and senior management roles across all industries. MTCT is free from cultural biases and adverse impact on a specific demographic group.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
High Potential Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Strategic Thinking
Demonstrating an ability to think long term and take a broader perspective while setting priorities and the way forward. It also involves being able to understand dynamic internal and external environment and its impact on the organizational goals.
Critical Decision Making
Demonstrating an ability to solve problems and make critical decisions after considering all available data and draw valid conclusions based on evidence and logical relationship.
Customize This Test
Flexible customization options to suit your needs
Set difficulty level of test
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Combine multiple skills into one test
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add your own questions to the test
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Request a tailor-made test
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
Our Customers Vouch for Our Quality and Service
The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to i
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Sweta Mishra
Director HR, IVP
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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
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
Organization Development Manager, Averda
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Mercer | Mettl''s solutions brought various unprecedented insights into our technical hiring process. It was complemented by reduced friction and enhanced ease and agility. With one of the most advanced and extensive lists of questions and world-cla
...read more
Shirish Awasthi
Talent Acquisition, Coforge Ltd.
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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
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
Head, Learning and Development, SRL Diagnostics
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When you have an assessment platform such as Mercer | Mettl, you have done your homework. You know the candidate is good enough. So you are saving time.
...read more
Varun Berry
Managing Partner, Operations, Chordify & CEO, Intulog
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
3. Is it possible to map an organization's competency framework to your assessments?
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.
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 have norms been decided for MPP?
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.
6. 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 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.
