A Project Manager’s role is dynamic because it requires creativity in building a new idea, applying technical knowledge, skills and tools for functionalities and executing the project to fruition. This management assessment is a specialized effort undertaken to create a unique product, service or result.
Mettl’s Project Manager Assessment aims to evaluate and qualify contenders for this specific profile. It addresses some of the key questions that arise while hiring a candidate for such a profile:
Mettl’s Project Manager Assessment fits you best if you are looking to: -
Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
Key profiles the test is useful for:
Duration : 25 minutes
Reliability score : Cronbach's alpha .883
Validity score : This ranges from .84 to .91 for different norm groups
Theoretical basis: The Big 5 Theory of Personality
Language: Arabic (contact if required in other languages)
The assessment includes
With a competency based approach, the assessment measures a person’s potential for managerial and leadership skills and identifies his/her fitment in the pertaining role. The person’s eligibility is measured based on 4 competencies and 19 sub competencies namely-
Our quantitative and validated process analyzes people, detailing everyone’s potential to become a top performer. Using this insight, we provide a practical roadmap that identifies the skills everyone must learn, the attributes they must develop, and the weaknesses they must overcome to achieve business development success.
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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