Career guidance test to identify the best career a student can venture into
Career guidance test helps assess candidates' potential based on their personality, interest and aptitude. This career counseling assessment can suggest the best career option for a person to excel in, thus providing a suitable career match for the candidate.
Availability
Ready to Use
Test Type
Psychometric,Aptitude
Experience Level
0-2 years
Difficulty Level
Moderate
Test Duration
70 Minutes
Total Questions
167 Questions
Relevant Job Roles
Fresher Engineers (Tier II and tier III colleges), College Graduates/Undergraduate trainees
Scores Reported
English
Inside This Assessment
A person's suitability for a career depends not only on one’s interest or aptitude in a particular area. However, success in a stream or career is a function of congruence of an individual's interest, personality and aptitude. Once candidates know their potential, it will be easy to choose the right career path. Mercer| Mettl's career guidance test is a career guidance tool that helps students align their choices, preferences, personality, et cetera with different career options.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Career Suggestor Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Ethical Propensity
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.
Stress Management
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Learning Agility
Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.
Initiative Taking
Demonstrating an ability to take the initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Collaboration
Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.
Networking
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Process Orientation
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Result Orientation
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Planning
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Service Orientation
Demonstrating an ability to ensure excellent service to internal as well as external customers and constantly raising the bar of the service experience that customers enjoy.
Quality Focus
Demonstrating an ability to consistently focus on the quality of each and every deliverable by ensuring consistency and adherence to high standards as well as paying close attention to all the details involved.
Flexibility
Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.
Customize This Test
Flexible customization options to suit your needs
Set difficulty level of test
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Combine multiple skills into one test
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
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Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
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The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to i
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Sweta Mishra
Director HR, IVP
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The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete
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Organization Development Manager, Averda
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We had an extremely pleasant experience working with Mercer | Mettl. Thanks to Mercer | Mettl we were able to ensure contuinity in examination. I dont think we could have offered our exams any other way.
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Manager, Vidyamandir Classes
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Mercer | Mettl was a perfect fit for our fellowship examination as the platform was streamlined with our needs seamlessly. It met the requirement of providing a secure space to the test-takers, giving us the option to use browsing tolerance. It provi
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National Fellowship Director, Howard University
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Mercer | Mettl helps us host and proctor all entrance tests for undergraduate, postgraduate and Ph.D. programs. Mercer | Mettl''s team is efficient, thorough, helpful and flexible. We deeply appreciate its support and collaborative spirit.
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Director, PIP, Universitas Padjadjaran, INDONESIA
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M.A., M.Ed. Senior Manager, Federal Programs
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
2. Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
3. 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.
4. 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 definitive predictor of a particular type of behavior. 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. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
5. 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.
6. 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.
