Hire a Right Financial Auditor for your Organization

Maintaining a company’s financial statements in compliance with accounting principles is a tedious but important task – one which is entrusted to Financial Auditors. A financial auditor reviews the company's financial records and processes to ensure that they present a truthful picture of the company’s position. They gather information from a company's financial statements - cash flow statements, income statements, balance sheets, tax returns etc., review it, and ensure that the business complies with all relevant laws and regulations.

Mettl Financial Auditor Assessment aids in providing an accurate insight of how the candidate is likely to behave at work, which in turn can serve as a reliable predictor of his/ her performance. The candidate should have an eye for attention to details for reviewing financial statements, data, and reports. He/ she should be good in numerical reasoning and data interpretation skills and should have an excellent ability to find discrepancies and take corrective actions accordingly.


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Key profiles the test is useful for:

  • Finance Auditor
  • Financial Analyst
  • Internal Auditor

 

Test Details:

Number of sections

3

Number of questions

131

Test Duration

55 Minutes

Language - English (The test can also be provided in other languages. If required, please connect with us over contact@mettl.com).

Section Details:

Mettl Personality Profiler

Assesses the candidate's behavioral competencies required for the role of Financial Auditor and is based on Big Five Model of Personality.

Attention to Detail

The ability of a person to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.

Cognitive Ability

Assesses the candidate's following competencies:

Numerical Ability - The ability of a person to perceive and process numbers and related symbols to perform basic arithmetic operations.

Data Analysis - The ability of a person to structure observations that are obtained by different data sources.

Abstract Reasoning - The ability of a person to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.

Analytical Ability - The ability of a person to analyse and perceive the given information from different perspectives by breaking it down into manageable components and structuring the information in a logical order.


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 the tool development.  The following are some of the steps taken:

  1. 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.

  2. 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.

  3. 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.   

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 very 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, 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.

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 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.

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 definitive predictor of a particular type of behavior. 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. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.


How it works:

step 1
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Add this test to your tests

step 2
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Share test link from your tests

step 3
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Candidate take the tests

step 4
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You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.



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