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Core Corporate Functions>Leadership/Management>Mettl Project Manager Assessment

Project manager test to assess & hire the top managerial talent

Project manager test enables hiring managers and recruiting teams to assess and recruit skilled professionals for project management roles. This project manager assessment has been specially crafted to gauge candidates' ability to manage people, clients, quality and deliveries.

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Inside This Assessment

Project Management is a specialized effort undertaken to create a unique product, service, or result. It necessitates the proper application of knowledge, skills, tools, and techniques to meet projected requirements. Hence, a Project Manager, other than being technically qualified to assume such responsibility, should also be adept in planning and executing a project to fruition. You can test that adeptness with the help of Mercer | Mettl’s Project Manager Test

Developed by subject matter experts, this Project Management Assessment evaluates a candidate's ability to plan and implement end-to-end project execution. The test requires candidates to answer questions about the fundamentals and core topics within the project management discipline.

Using this project management skills assessment, HR personnel and organizations can gauge an individual's ability to ideate, plan, implement, track, supervise, and take ownership of the team's work to achieve meaningful results. It also helps identify key professional skills and job readiness.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Psychometric Competency Framework

Get a detailed look inside the test

Competency Under Scanner

People Management

Delivery Management

Quality Management

Client Management

Competencies:

Understanding diversity

The tendency to be warm and respectful while working with people from diverse backgrounds. It involves being understanding, open-minded and tolerant of the views of others and being comfortable working with people having different perspectives.

Coaching and Mentoring

The ability to contribute in developing team members’ ability by providing feedback and suggestions, coaching, mentoring, training and using learning and development approaches.

Conflict Management

The ability to be attuned to one's and others' emotions and being capable of understanding and listening to other people's problems and helping out people with their conflicts.

Performance Monitoring and Feedback

The ability to systematically and consistently monitor performance of team members and subordinates, speaking one’s mind genuinely and rewarding and recognizing good performance openly and flagging out underperformance for corrective action.

Delegation of Tasks

The ability to be cooperative and accommodating, being capable of effectively delegating tasks to team members by keeping their needs, skills and interests in mind.

Competencies:

Result Orientation

The ability to be responsible and active at work to ensure desired results and high quality of work. Utilizing available resources in the most profitable way and setting challenging goals for oneself and others.

Risk Management

The ability to deal with uncertain and high risk situations by carefully analysing the available information and being calm and meticulous.

Capable of Working in a Global Environment

The ability to foster an inclusive workplace where individual differences are respected and valued.

Responsible/ Accountable

The ability to be methodical, responsible and organized when carrying out tasks. Holding self and others accountable for high quality and cost-effective results. Having a strong sense of duty and complying with established systems and rules.

Adaptability

The ability to be open to changes taking place in the organization and being comfortable working with and trying out new activities and experiences.

Integrity/ Honesty

The tendency to adhere moral and ethical imperatives to fulfil obligations so much that the focus on results is also driven by a sense of duty.

Ability to Handle Pressure

The ability to function effectively when under pressure and maintaining self control in the face of adverse circumstances.

Competencies:

Detail Orientation/ Quality Management/ Control

The ability to work and to deal with information methodically and systematically, by focusing one's attention on minute details of a problem.

Process Orientation

The ability to be driven by a sense of duty and commitment to one’s work leading to awareness of the processes and systems governing the organization.

Competencies:

Relationship Building

The tendency to build positive and healthy relationship with peers, seniors and juniors.

Problem Solving

The ability to be organized and methodical. The tendency to think through the problems rationally and cautiously in order to reach a desired solution.

Customer Service Orientation

The ability to effectively deal with customer queries, requests and complaints, identifying potential clients and providing quality service to current clients, and understanding and delivering according to a client's expectations and requirements.

Managing Stakeholders

The ability to build close associations with people within one's own and client organization by demonstrating fairness in transactions and a positive outlook towards people.

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Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

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.   

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.

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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.

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 behavior type. 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 the person's actual behavior, 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. Our consultants would be happy to assist you.

Listed below are the crucial stages of project management:
 
 Initiation
 Planning
 Execution
 Tracking
 Closure

Interpersonal Communication Skills
 Negotiation Skills for Conflict Resolution
 Building Team Commitment 

Evaluating management skills is an essential part of recruiting project managers. A project management assessment is administered to measure core competencies, assess project management, analytical, and communication skills of candidates. 

Given below are essential skills every project manager needs:
 
 Leadership
 Communication
 Cost Management
 Risk Management
 Critical Thinking
 Negotiation Skills
 Quality Management
 Patience
 Technology Skills
 Scheduling Skills

Project manager competency assessments enable organizations to address skill gaps in the project management process and provide impetus to an enterprise's learning and professional development efforts.

Given below are some commonly asked questions that interviewers ask during an interview:
 
 What is the most critical responsibility of a project manager?
 Have you ever faced a situation when you failed to meet the deadline or budget?
 How do you collaborate with project sponsors?
 Can you tell us more about your recent successful projects?
 What type of project management tools do you use?
 What methodology do you adopt in your project management?
 What is the best way to tackle "scope creep"?
 How do you deal with team conflicts?
 How do you deal with underperformers?
 What escalation paths do you choose?