Cruise Crew Assessment to Evaluate Candidates' Personality Traits and Attributes
Cruise crew assessment helps hire the right talent by assessig a candidate's competencies against the set of skills needed for the said role. It helps hire those professionals who are the right fit for the job and possess all the qualities employers desire.
Ready to Use
Psychometric, Aptitude
0-2 years
Moderate
50 Minutes
110 Questions
Cruise Staff, Crew Members, Cruise Attendants
English India, English Global
Inside This Assessment
Cruise Crew is an essential and crucial part of the ship. It is challenging to identify skilled cruise crew professionals who work well to serve others. That is where Mercer| Mettl's cruise crew assessment comes in handy.
SKILL LIBRARY
Cruise Crew Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Crew Coordination Skills
Customer Service Orientation
Safety Management
Competencies:
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to execute and manage task in one's order to priority.
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure safety, compliance and efficiency in the workplace.
Demonstrating an ability to harmonize between people or groups so that they work together properly and efficiently.
Competencies:
Demonstrating an ability to ensure customer requirements are fulfilled in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationships.
Demonstrating an ability to listen, understand, interpret and convey information clearly and timely, during both normal and emergency situations. (with both customers and other crew members).
Demonstrating an ability to be friendly and available for customers and team member to understand their concerns.
Demonstrating an ability to immediately work towards the concerns and requirements of the customer effectively.
Competencies:
Demonstrating an ability to manage one and others in emergency situation by being calm and composed.
Demonstrating an ability to coach and guide customers ensure safety by pioneering standard procedures.
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The Mercer | Mettl Advantage
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Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How have norms been decided for MPP?
The sample used during test development is used to determine norms, which are also recalculated regularly based on new data to ensure relevancy and accuracy in the information they provide about candidates. Further, a simple validation exercise can determine different norms that are more relevant to your organization. Please get in touch with us for more details.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
