Assess and Identify Key Personality Traits of a Candidate

Use Mettl Personality Inventory (Arabic) for recruitment and hiring:

Understanding a candidate’s role and organizational fitment for a certain job in an organization is very crucial for the employers at the time of hiring. But, objectively measuring a candidate’s personality during an interview is one of the most challenging tasks that every organization faces today.  

Mettl Personality Inventory has been specially designed to solve this problem. It carries out an in-depth analysis that enables employers to adjudge candidates’ fitment and removes subjectivity across different level of interviews. By making use of this test, employers can gauge 30 different personality traits of a candidate before deciding to hire him/her.

Benefits of using Mettl Personality Inventory:

  1. You will get a perfect match between the talent you asked for and the talent that you are supplied with.

  2. All the major skills that will help you get a better understanding and holistic picture of a candidate’s knowledge and potential are tested in the assessment.

Top Clients

Key profiles that the test can be useful for:

  • Undergraduate and graduate engineers for IT as well as non-IT roles

  • Entry to mid-level manager roles for handling different operational functions

  • Undergraduates and graduates coming from other disciplines for entry level and business analyst roles


Test description:

The test is comprised of 60 (5 point Likert scale) items based on the Big 5 personality model, covering 5 major factors that are-

  • Extraversion

  • Emotional Stability

  • Conscientiousness

  • Agreeableness and

  • Openness to Experience

The test measures 12 core competencies of a candidate, which are- ethical (integrity), openness to learning, trusting others, responsibility/accountability, stress management, trustworthiness, team player, self-starter, sincere in following others, capable of taking initiative, passionate for work, and stability.

The Mettl Personality Inventory also gives an insight into how the interplay of the Big 5 personality factors determine a candidate's attitudes towards work and people. The analytical insights provided by the test are based on validation and can be used across industries for different verticals. This analysis has proved to be very insightful for many of our clients. The table below provides the details of how the MPI has been standardized in the industry:


Reliability score

Cronbach's alpha .88

Validity score

This score ranges from .86 to .90 for different norm groups

Theoretical basis

The Big 5 Theory of Personality


Test Details:

Number of sections


Number of questions


Test duration     

15 minutes

Test language


NOTE: If required, the test can be offered in other languages as well. Please connect with us at for any such requirement.

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 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 contact 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 contact 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.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

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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