Identify and Develop High Potential

What is Learning Agility?

It is the competency of an individual to learn from one's experiences, adapt accordingly and apply that learning to perform effectively in a new workplace. This competency is seen mostly in leaders.

The Mettl Learning Agility Assessment aids in identifying agile learners, who can be best at leading an organization successfully. Agile learners are naturally self-reflective and have a high potential to learn. They tend to push past limits, effectively react to new conditions and objectively assess their encounters. This assessment broadly measures 4 dimensions, further mapped to 20 competencies.


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Use this test for:

  • Generating a talent pool for placement of high potential (including early career, emerging talent), key job assignments, succession plans, and to support their development and coaching
  • Better hiring decisions for roles where learning agility is a prerequisite
  • Identifying incumbent employees who are probably going to prevail in global assignments
  • Adjunction to team building exercises

 

Key profiles the test is useful for:

  • All CXO level roles
  • President/ Vice President/ Director
  • Mid-management level roles
  • Profiles involving quick and effective strategic thinking

 

Test Details:

  • Number of sections: 4
  • Number of items: 139
  • Test duration: 80 minutes

 

Theoretical basis: 

The Big 5 Theory of Personality

 

Test description :

  • Mettl Personality Profiler - Assesses the person's behavioral competencies for leadership
  • Mettl Test for Cognitive Abilities - Assesses the Critical Thinking and Abstract Reasoning

 Mettl Learning Agility Assessment primarily measures 4 major agilities, further mapped to 5 competencies each.

  • Mental Agility: Ability to handle complex tasks, which aids in effective decision making and strategic thinking. It measures critical thinking, strategic orientation, openness to learning, dealing with ambiguity, and interpersonal savvy.
  • People Agility: Ability to manage diversity of people, communicate effectively while adapting to their diverse backgrounds. It measures diversity management, team building, conflict management, and political savvy.
  • Change Agility: Ability to adapt to changing situations, and behave dynamically in a dynamic environment. It measures creativity, innovation management, external awareness, flexibility, and vision.
  • Results Agility: Ability to rapidly learn from new experiences, and deliver high-quality results in the first-time situations. It measures accountability, problem-solving, drive for results, self-confidence, and confidence in others.

Answer to common queries:

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:

  1. 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.
  2. 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.
  3. 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.   

Can we determine the appropriate levels of behaviors required for a specific job role in an organization?

Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role.  Please write to us and we would be glad to assist.

Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?

We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

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.

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 have  norms been decided for MPP?

The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

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, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.


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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