Financial Management Exam to Test Financial Management Skills
Financial management test assesses key financial management skills and finance manager competencies. It helps hire financial managers who are the perfect fit for your organization and possess all the qualities that you are looking for.
Availability
Ready to Use
Test Type
Psychometric,Aptitude
Experience Level
2-3 years
Difficulty Level
Moderate
Test Duration
50 Minutes
Total Questions
111 Questions
Relevant Job Roles
Finance Manager, Financial Controller, Senior Finance Manager
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s Financial Management Test enables a structured evaluation of financial management. It helps assess the most relevant and in-demand financial management skills today. For example, it helps hire financial managers by assessing finance manager competencies such as:
Key profiles the test is useful for:
- Finance Manager
- Chief Financial Officer
- Financial Controller
- Financial Accounting Manager
- Senior Finance Manager
- MBA in Finance with 2-3 years of experience
SKILL LIBRARY
About
Financial management requires proficiency in financial principles, numeric reasoning, etc. This financial management test measures a candidate's proficiency in strategic thinking, decision making, process orientation, managing risks, stakeholders, etc.
Finance Manager Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Integrity
Demonstrating a tendency to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.
Resilience/Emotional Stability
Demonstrating resilience in the face of challenges or adversity, and being able to manage one's emotions in a positive and effective manner.
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
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The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to i
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Frequently Asked Questions (FAQs)
1. 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:
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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
