Identify and understand the reasons for employee exit and increase organizational effectiveness using Mettl

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

One of the key performance metrics for Human Resources is to keep attrition to a minimum and increase organizational effectiveness. An understanding of why your employees are leaving your organization provides you an insight into how your organization functions at every level. Gaining insight from the various reporting groups and divisions through exit interviews reveals where your company is thriving and where it is struggling.

Mettl Exit Interview Assessment is a standardized test from Mettl's Psychometric Inventory which 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: Our online assessment platform is accessible from anywhere, anytime, and provides real-time tics. The exit data is actionable with detailed recommendations for increasing organizational effectiveness.
  • 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, filtered data and download capability are also provided periodically as desired.
  • 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.
  • 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.
  • Customization: Questions and findings can be compiled to meet your specific demographic and organizational reporting needs.
  • Red Flag Alerts: Our assessments and technology enable monitoring of unethical or illegal activity.
  • Easy to Use: No expensive software purchases, licensing, training, or long-term contracts to sign.

Top Clients


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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