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Industry Specific Roles>Aviation & Marine>Psychometric Test for Cruise Crew

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. 

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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.


This Assessment is a part of following Skills Libraries

Cruise Crew Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Crew Coordination Skills

Customer Service Orientation

Safety Management


Planning and Prioritization

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.

Following Work Procedures

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.


Meeting Customer Requirements

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.

Effective Communication

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.


Crisis Management

Demonstrating an ability to manage one and others in emergency situation by being calm and composed.

Ensuring safety

Demonstrating an ability to coach and guide customers ensure safety by pioneering standard procedures.

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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.

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.

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.

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.