Hire top performers with pre-employment Operations Manager Assessment
The Operations Management Skills Test by Mercer | Mettl is a comprehensive assessment tool that recruiters can use to evaluate candidates and their ability to manage the organization’s operations. The assessment can determine core competencies like business acumen, leadership skills, self-effectiveness, and people management skills of candidates.
Ready to use
Psychometric,Aptitude
1-3 years
Moderate
60 minutes
114 questions
Operations manager, supply chain manager, operations director
English Global, English India, Spanish
Inside this Operations Manager Test
An operations manager is crucial in ensuring an organization functions smoothly. That is why recruiters need to be able to screen candidates for the job profile effectively so they can identify and hire the appropriate talent. Utilizing an Operations Manager Skills Test as a screening tool can prove to be highly effective, as these tests can successfully assess the ability of candidates to handle complex situations properly, manage teams, coordinate operations, and make effective decisions.
The Operations Manager Test by Mercer | Mettl is a psychometric test curated by subject matter experts that helps recruiters effectively measure the core competencies of candidates necessary to thrive as an operations manager. The Operations Manager Skills Test focuses on the diverse requirements of the position and is divided into several sections, each designed to evaluate various subskills for the job. These subskills include mentoring abilities, conflict management skills, integrity, willingness to learn, accountability, time management, organizational understanding, and more.
Overview
Competent operations managers can become influential leaders of an organization and help scale overall business potential. With the right skills, an operations manager can implement impactful strategies and give actionable directives that generate positive results. Operations managers have numerous responsibilities, including defining strategic objectives, planning resources, monitoring performance, managing specific projects, developing strategies, monitoring compliance, and more. Ideally, professionals working as operations managers should possess strong leadership skills, communication skills, problem-solving, decision-making, analytical and strategic thinking, organizational understanding, and much more. Determining whether candidates possess all these skills can get quite challenging for recruiters. Using an Operations Manager Test for screening potential hires can help recruiters identify top talent for open operations manager positions within the organization.
The Operations Manager Test by Mercer | Mettl is a scientifically backed psychometric assessment recruiters can use to effectively screen candidates for operations manager posts. The Operations Manager Skills Test is designed to help identify the right talent with all the necessary skills to drive the organization's success. The test can determine which candidates can quickly identify potential problems, develop practical solutions, motivate teams, and ensure that the organization functions smoothly.
SKILL LIBRARY
Operations Manager Test competency framework
Get a detailed look inside the test
Operations Manager Test competencies under scanner
People management
Self-effectiveness
Leadership skills
Business acumen
Competencies:
The Operations Manager Test analyzes candidates' tendency to be warm and respectful, even when working with people from diverse backgrounds. This subskill requires candidates to be understanding, tolerant, and open-minded about others' views and comfortable working with people with different perspectives.
Candidates must also be able to systematically monitor their team members' and subordinates' performance. They should be able to speak their minds genuinely, reward and recognize good performance openly, and flag underperformance for corrective action.
The Operations Manager Assessment section checks candidates' cooperative and accommodating abilities. It also assesses their capability to effectively delegate tasks to team members based on the needs, skills, and interests of specific team members.
Candidates should also be able to contribute to the development of their team members. They should be able to provide their team with mentoring, coaching, feedback, suggestions, and training using different learning and development approaches.
The Operations Manager Skills Test also measures candidates' ability to be tuned to their own and others' emotions. It also checks whether candidates can understand and listen to different people's problems and help them with conflicts.
Competencies:
Candidates should be able to demonstrate their honesty and ethics in all transactions, whether with internal or external stakeholders and earn their trust.
Candidates should demonstrate their ability to adjust and adapt to change without getting bogged down in dynamic situations.
This section of the Operations Manager Skills Test requires candidates to demonstrate their ability to learn new skills and modify their knowledge when exposed to new information.
The Operations Manager Test also evaluates candidates' ability to take initiative and seek responsibility. Candidates must demonstrate their eagerness to work on tasks, identify problems, and solve problems of their own volition.
The test also evaluates candidates' resilience in the face of challenges or adversity and checks whether candidates can manage their emotions positively and effectively.
Competencies:
In the Operations Manager Skills Test, candidates must also demonstrate their ability to take responsibility for their actions or decisions and follow through on commitments without blaming someone else in case of failure.
The test also evaluates the candidates' ability to help other employees and ensure they are treated right in the organization.
Candidates should also show they can set priorities, goals, and timetables to manage their time effectively.
The test evaluates candidates’ will to achieve their goals, focusing their energy and resources to finish what they started.
The test assesses candidates' ability to coordinate personal insights and others’ knowledge into practical actions and their ability to use interpersonal skills to interact with others.
The test evaluates candidates' ability to establish systematic courses of action for themselves and others to accomplish set goals within stipulated timelines. Candidates should be able to consider the urgency and importance of tasks to set priorities properly.
Competencies:
This section of the Operations Manager Assessment evaluates candidates' ability to develop a vision and lead their team to achieve that vision.
The test assesses the candidates' understanding of the organization and its line of business, the competitive landscape, and their ability to position the organization's USPs to win over customers.
The Operations Manager Skills Test evaluates the candidates' tendency to ensure that all customer requirements are fulfilled on time, thus improving customer satisfaction and delight.
Candidates should showcase their ability to ensure that internal and external customers consistently receive excellent service, which helps raise the bar for customer service experience.
Candidates should demonstrate a proper understanding of the organization’s business and the interdependencies among its various lines of business.
The test also evaluates candidates' ability to use rational thinking to critically assess given information, draw inferences, identify assumptions, and evaluate arguments successfully.
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Flexible customization options to suit your needs
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The Mercer | Mettl Operations Manager Assessment advantage
Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
4. Can you map an organization's competency framework to your assessments?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
5. How do we determine the thresholds for the proficiency levels for a norm group?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
6. How are norms decided for MPP?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
