Take your hiring decisions to next level through a structured behavioral interview.

Used for recruitment and selection

Mettl Personality Inventory- Interview Guide is an off-the shelf solution that gives hiring managers an access to the Mettl Personality Inventory to structure their interviews, and make a hiring decision using a combination of the assessment and interview results. It is designed for use in:

  • Selection interviews
  • Panel interviews

Benefits

  • A 6-7 minutes quick measure of general employability
  • Line Managers can access psychometric data
  • Reduces interview preparation time
  • Better prediction of performance by focusing on most relevant competencies
  • Improves interview objectivity
  • In-depth exploration of individual's motives and talents
  • Easy and standardized recording of interview information

Top Clients


Test Details

Duration : 15 minutes
Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality

Report

Questions and follow-up probes are provided across the general competencies based on Mettl Personality Inventory.

For each competency, 2 interview questions, followed by relevant probing questions (different for all the proficiency levels) are generated.

An attached User Guide provides advice on best interview practice.

The test is especially useful in hiring for the following profiles:

  • Undergraduate and graduate engineers both for IT and non IT roles
  • Undergraduates and graduates of other disciplines for business analyst and other entry level roles
  • Entry to mid level managers for various roles

Test description

The test consists of 60 (5 point Likert scale) items across the Big 5 personality factors-

  • Extraversion
  • Agreeableness
  • Conscientiousness
  • Emotional Stability and
  • Openness to Experience.

The 12 core competencies being measured are- ethical (integrity), trustworthy, trusting others, passionate for work, responsible/ accountable, team player, sincere in following others, open to learning, capable of taking initiative, stress management, self-starter, and stability.

We all know that no behavioral trait acts in isolation. Mettl Personality Inventory also gives an insight into the behavioral implication of congruence of 2 personality factors to determine each behavior pattern- a person's interaction style, preferred work style, psychological well-being, professional interests, character, anger management, and attitude towards work, level of impulse control, learning patterns, and behavior under pressure. This analysis is very insightful and has been widely appreciated by clients. The analytical insights are based on validation for different verticals across industries.


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.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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