Online Test to Assess Managerial Potential: Hire The Right Fit for Your Organization!

Used as a Screening Tool to Hire for Managerial Positions

A Manager needs to be dynamic and enthusiastic to be able to understand the team and its work dynamics. Several clients and employees state that they don’t leave their organization but their manager. Thus, the role of a manager in an employee’s life is very critical. The managers act as a  bridge between the company’s goals and employees and coordinate with the team to optimally achieve those goals.

This test aims to understand an employee’s behavior and his/her managerial traits. Broadly, this test focuses on measuring the candidate's organizational acumen, collaboration skills, leadership skills, people management skills, and management of work.

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Key profiles the test is useful for:

  • Assistant Manager/ Deputy Manager
  • Project Manager/ Program Manager
  • Delivery Manager
  • All mid-level management roles


Test Details:

  • Number of sections : 3
  • Number of items: 114
  • Test duration: 60 minutes


Theoretical basis: 

The Big 5 Theory of Personality


Test description :

The assessment includes

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

With a competency-based approach to measuring managerial potential, this assessment measures five major competencies critical to managerial effectiveness in an organization:

Organizational Acumen Collaboration
1. Understanding Governance and Processes 1. Partnering
2. Change facilitation 2. Teamwork
Leadership Skills People Management
1. Accountability 1. Understanding Diversity
2. Integrity 2. Coaching and mentoring
  3. Conflict Management
Managing One's Work
1. Planning and Organizing
2. Problem solving and decision making
3. Service Orientation

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

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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