Hire the best HR Executive for your organization!
HR psychometric test helps assess and hire candidates for HR profiles. Use these psychometric tools in HR recruitment for a better talent management strategy that ensures a future-ready team that is adept at people management, hiring and other HR functions.
Ready to Use
Psychometric,Aptitude
0-1 years
Moderate
40 Minutes
116 Questions
HR Executive, OD Executive, HR Consultant Freshers
English Global, English India, Spanish
Inside This Assessment
Mercer | Mettl’s HR psychometric test is developed by experienced psychometricians and subject matter experts to help analyze the key skills necessary to succeed in the role of a Human Resource personnel.
HR Executives Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Cognitive-Ability
Managing Work
Managing People
Competencies:
Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Demonstrating thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.
Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Competencies:
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.
Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.
Demonstrating an ability to communicate the need and the rationale for change and ensuring that all stakeholders are comfortable with it.
Demonstrating an ability to set high standards for quality results and display strong will to consistently achieve extraordinary goals.
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 prioritize tasks and shuffle between various tasks to maximize efficiency.
Competencies:
Demonstrating an ability to put across one's thoughts and ideas clearly and succinctly using appropriate forms of communication.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating an ability to ensure excellent service to internal as well as external members and constantly raising the bar of the service experience that they enjoy.
Demonstrating an ability to effectively convince and compromise with others to achieve end results.
Demonstrating an ability to develop cooperation while working in a group, working toward solutions which generally benefit everybody involved.
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
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?
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.
4. Can you map an organization's competency framework to your assessments?
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.
5. How do we determine the thresholds for the proficiency levels for a norm group?
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.
6. How are norms decided for MPP?
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.
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.
