Identify Candidates With Project Management Skills - Online Psychometric Test For Project Management

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. 

A Project Manager leads and manages the project development team, enabling the team members to successfully deliver specific projects. The Project Managers perform a variety of responsibilities, such as planning and monitoring project progress, 

The project manager's primary roles and responsibilities include planning and monitoring the projects' progress, undertaking quantitative risk analysis for projects, addressing conflicts, ensuring quality control, customer success, and developing the budget. Thus, assessing project management skills is critically important while hiring project managers.

About the project manager assessment test

The project manager test evaluates a candidate's ability to plan and implement end-to-end project execution. The pre-employment screening test enables employers to recruit candidates who are supposed to manage a project and their team's work and take ownership of their work. The test requires candidates to answer project manager test questions about the fundamentals and core topics within the project management discipline and aptitude to put ideas into action. 

Project managers should be good at making logical deductions, interpreting numerical information, and solving problems.  A project manager assessment is used to evaluate an individual's ability to ideate, plan, implement, track, supervise, and take ownership of the team's work to achieve meaningful results.

The project manager assessment test enables HR staff and hiring managers to identify and recruit skilled candidates by gauging their professional skills and job readiness. The test has been designed and validated by subject matter experts as per the industry standards, enabling employers to assess candidates' project management skills. 

The process of recruiting competent candidates will be done through project management skills tests, which are fully customizable and come with comprehensive analytical reports of each test-taker. The test scores are used to measure project management skills and aptitude by eliminating the recruitment process's hassles.

Why should you use Mercer | Mettl's psychometric test for project managers?

The project manager psychometric assessment is aimed at assessing the suitability of candidates for project management positions. The test assesses the candidate's project management skills, including business acumen, supervisory practices, knowledge of project management, scheduling, and strategizing concepts.

Mettl’s project manager assessment is one such tool that has been created for the expert purpose of evaluating and qualifying contenders for this specific profile. Mettl’s assessment helps to address critical questions such as:

• Does the candidate have the necessary skills to spearhead a team to achieve the desired results successfully?
• 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 highly stressful conditions?
• Does the potential candidate have the necessary communication skills required for tactfully convincing customers/clients and one’s 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 targets?

Use this test for :

Mettl’s project manager assessment fits you best if you are looking to:-

Hire a project manager. Mettl’s assessment has been built on thorough market research that has helped derive both the essential skill set and the specialized qualities required for a potential candidate. Hence, any candidate recommended through this assessment is bound to be well-versed in the group and team dynamics accompanied by an adequate business acumen level.

Accomplish a productive recruitment process in less time with little effort. Keeping in view the enormity of recruitments that our clients do, the assessment has been configured so that multiple candidate reports can be generated once the test has been attempted. The assessments also have the advantage of being attempted from any device that can facilitate a basic internet connection.

Follow a reliable and easy system of shortlisting eligible candidates from a pool/pipeline. Mettl’s Assessments are accompanied by an extensive and highly reliable benchmarking procedure consistent with the industry’s standards and the respective client’s organizational standards. This creates a common field of reference and increases the credibility of the entire testing procedure.

Spot gaps in the competency level of the existing employees. Along with its utility as a reliable tool in recruitments, Mettl Project Manager Assessment also helps identify gaps that indicate scope for training among the pre-existing lot of employees in the given designation. 
 
Key profiles the test is useful for: 

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

Test Details: 

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

Section Details:

Test descriptions: 

With a competency-based approach to measuring the person’s potential, the assessment measures a person's managerial and leadership skills and identifies his/her fitment in the pertaining role. The person’s eligibility is calculated based on four competencies and nineteen sub-competencies, namely-

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

Our quantitative and validated process analyzes your people, detailing each individual’s potential to become a top performer. Using this insight, we provide a practical roadmap that identifies the skills each individual 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 to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of tool development. The following are some of the steps taken:

• The item format of the assessment – the ‘semantic differential’ format – was deliberately selected to make it hard for candidates to guess the appropriate response and ‘fake’ to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and choose between two equally ‘desirable’ statements.
• Before beginning the assessment, the candidates are provided with information on the assessment format. They are told to respond to the items according to their first reactions and not 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 might be considered invalid if they distort their responses in dishonest ways.
• The tool identifies specific patterns of responding and indicates in the report if the candidate has attempted to respond to the assessment in an appropriate or 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 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, considering your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us with 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 various behaviors’ norms. Additionally, the norms are being re-calculated periodically based on new data collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms applicable to your organization through a validation exercise. Please write to us for further details.

What if the psychometric assessments' reports differ from the person's actual behavior, attitude, or aptitude?

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.

What are the stages of project management?

Listed below are the crucial stages of project management:

• Initiation
• Planning
• Execution
• Tracking
• Closure

What are the three critical skills a project manager needs to succeed?

• Interpersonal Communication Skills
• Negotiation Skills for Conflict Resolution
• Building Team Commitment 

What is project management assessment?

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. 

What skills do project managers need?

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

How does project manager competency assessment relate to organizational project management capability?

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.

How to prepare for a project manager interview?

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?

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