A person's suitability for a career is not dependent on only one’s interest or aptitude in a particular area. However, success in a stream or career is a function of congruence of your interest, personality and aptitude. Once you know your potential, it will be easy to take decisions for choosing the right career path.
Mettl Ideal Career Suggestor Assessment is specially crafted to measure the potential of an individual in terms of Interest, Personality and Aptitude.
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|Mettl Personality Inventory||Assesses the candidate's behavioral competencies and is based on Big Five Model of Personality.|
|Career Interest Profiler||Measures a person's interest level in 36 different occupations or careers.|
|Abstract Reasoning||The ability of a person to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.|
|Verbal Ability||The ability to understand word meanings, word relationships and also interpret detailed information.|
|Spatial Relations||The ability to create a mental image of an object in order to reach a certain conclusion.|
|Analytical Reasoning||The ability of an individual to analyse and perceive the given information from different perspectives.|
|Cognitive Perceptual Speed||The ability to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.|
|Quantitative Aptitude||The ability to perceive and process numbers and related symbols to perform basic arithmetic operations.|
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.
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