Identify and Understand the Reasons for Employee Exiting the Organization

Used for increasing retention and organizational effectiveness, and decreasing the employee turnover:

Low attrition rate and increase in organizational effectiveness are the key performance metrics for a Human Resource person. In-depth understanding of the cause of attrition provides you an insight into how your organization functions at every level. Gaining insight from the various reporting groups and divisions through exit interviews reveal where your company is thriving and where it is struggling.

Mettl’s Exit Interview Assessment aims to reveal where your organization is thriving and where it is struggling, why employees are leaving and how to reduce turnover with exit interview data and analytics. It provides the following benefits:

  • Saves time: Online assessment platform is accessible anywhere, anytime, and provides real-time data.
  • Comprehensive in scope: The assessment and the report is uniquely designed with extensive quantitative data and can be made available in multiple languages on request.
  • Instant and secure access: The 24/7 online platform displays numerical findings for all data gathered as well as external benchmarks (if desired).  Charting comparisons, filtering data and downloading capability are also provided periodically as desired.
  • Customization: Questions and findings can be compiled to meet your specific demographic and organizational reporting needs.
  • Robust analytics and periodic reports: Further analysis of trends, themes, demographic causes and organizational causes for turnover are included in periodic reports.
  • Benchmarking: Responses from external norms as well as internal benchmarks can be provided, which allow you to compare your turnover findings against your internal findings periodically.
  • Easy to Use: No expensive software purchases, licensing, training, or long-term contracts to sign.
  • Red Flag Alerts: Our assessments and technology enable monitoring of unethical or illegal activity.

Top Customers

Looking for a customized test?

Are you looking for a customized version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.


Test descriptions

The test consists of 24 (5 point Likert scale) questions across 12 factors or parameters and 8 subjective questions -

Organizational Factors

Company Practices/HR Practices

 

Performance Management System

 

Interpersonal Relationships

 

Work Processes and Resources

 

Career Opportunities

 

Role

 

Immediate Supervisor/Manager

 

Work Pressure

 

Work/Life Balance

Personal Factors

Location

 

Career Goals

 

Personal Factors

The assessment has been validated for different verticals across industries. The norm groups are exhaustive and the validation studies reflect the high predictability based on the test scores.

 

Answer to common queries:

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 customize the assessment to the organizational needs?

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 equal 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
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Add this test to your tests

step 2
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Share test link from your tests

step 3
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Candidate take the tests

step 4
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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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