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:
Are you looking for a customised 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 |
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Performance Management System |
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Interpersonal Relationships |
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Work Processes and Resources |
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Career Opportunities |
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Role |
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Immediate Supervisor/Manager |
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Work Pressure |
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Work/Life Balance |
Personal Factors |
Location |
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Career Goals |
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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.
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.
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Relevant for Industries
Related Tags
Employee Lifecycle