The Mettl Personality Profiler is a scientifically developed tool that can be used as an independent measure of the person's likelihood to act in a specific way on key job-related competencies. It can also be used in a combination with other tools to give a more comprehensive understanding of the candidate's pre-dispositions, aptitude and behavioral manifestation in a working environment.
This test aims to understand the behavior of an individual's preferences and predispositions which is based on the Big 5 model of personality. This tool measures 26 personality traits and cluster of these traits gives information about an individual's performance on various competencies.
The tool is helpful for measuring behaviors required to be efficient at work. While it can be utilized as a screening tool, it can likewise also be utilized as a key contributor to basic HR choices, for example, advancement, high potential identification, identification of training and development needs of individual employees and so forth.
Undergraduate and graduate engineers both for IT and non IT role
Undergraduates and graduates of other disciplines for business analyst and other entry level
Entry to mid-level managers for various operational roles
Interview alone could be objectively difficult to measure organizational and role fitment of a new employee in a workplace. MPP gives you a remedy for such an issue. The test's in-depth analysis empowers you to decree this fitment and evacuate subjectivity across other candidates. Through this test, you can assess a person on several job-related behaviors before you decide to hire him/her.
The Big Five Model Of Personality
The assessment consists of 86 item pairs (statements) presented in a “semantic differential” format, where one selects the statement that best reflects who they are, on a scale. These item pairs cover the Big 5 Personality Factors:
The assessment measures innate personality traits and is present in form of accessible and competency-based report for the use of an organization. These reports display a candidate’s score on various sub-competencies, which cover the critical domains of performance: Self (personal), People (relationships), Business (results) and Thought (vision).
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:
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.
Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
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.
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 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.
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, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.
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Related TagsBehavioural/Psychometric Tests