Online Psychometric Assessment for Project Manager - Pick the Right Skill and Cultural Fit.

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:

  • Does the candidate have the necessary skills to spearhead a team and successfully work together to achieve the desired results?
  • Is the candidate capable of successfully carrying out a project within a stipulated period while ensuring optimum quality?
  • Would the potential candidate have the necessary temperament to deal with group conflicts and other such highly stressful conditions?
  • Does the potential candidate have the necessary communication skills required for tactfully convincing customers/clients as well as his/her own team?
  • Is the candidate capable of following a set of guidelines and complying with a string of commands?
  • Is the candidate capable of working in coordination with a larger unit while keeping in tandem with one’s own targets?

Used for:

Mettl’s Project Manager Assessment fits you best if you are looking to: -

  • Hire an Efficient Leader: Mettl's Assessment is based on exhaustive statistical surveys that have inferred both the essential range of abilities and additionally the qualities required for a potential manager. Thus, any applicant who is recommended through this assessment will undoubtedly be well versed in group and team dynamics accompanied by a good level of business acumen.
  • Accomplish a productive recruitment process in less time with little effort: Keeping in mind the long list of enlistments that our customers have, the evaluation has been arranged in such a manner that numerous reports can be produced at once after the test has been attempted. The evaluation likewise has the benefit of being taken from any gadget that facilitates a basic internet connection.
  • Follow a reliable and easy system of short listing eligible candidates from a pool/pipeline:  Mettl's Assessments have a broad and solid benchmarking technique that is reliable with the business norms as well as the respective client’s organizational standards. This makes a typical field of reference as well as builds the reliability of the whole testing methodology.
  • Spot gaps in the competency level of the existing employees: Alongside its utility as a solid instrument in enrollments, Mettl’s Project Manager Assessment identifies the gaps and highlights  the areas for improvement.  

Top Customers

Looking for a customised test?

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: 

  • Project Managers
  • Goal Heads
  • Customer Service Manager
  • Administrative Manager

Test Details: 

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)


Test description: 

The assessment includes

  •  Mettl Personality Inventory- Assesses the person's behavioral competencies and is based on the Big Five Model of Personality.
  • Mettl Customer Focus Test- Measures the person's ability to handle customers through situational judgement questions.

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-

  • Delivery Management (Result Orientation, Risk Management, Capable of working in a global environment, Accountable, Adaptability, Integrity/ Honesty, Ability to handle pressure)
  • Quality Management (Detail Orientation/Quality Management/Control, Process Orientation)
  • Team/ People Management (Delegation of tasks, Team Building, Collaboration/Team Work, Coaching and Mentoring, Performance Monitoring & Feedback, Conflict Management)
  • Client Management (Relationship Building, Problem Solving, Customer Service Orientation, Managing Stakeholders)

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.

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 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.

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

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