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Core Corporate Functions>HR>Mettl Assessment for HR Executives

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.

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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.

SKILL LIBRARY

About

The human resources (HR) department is people-focused, responsible for providing employees with a fair and structured environment. This assessment for HR Executives evaluates the psychometric competencies required for successful HR professionals.

HR Executives Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Cognitive-Ability
Managing Work
Managing People

Competencies:

Analytical Ability

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.

Attention to Detail

Demonstrating thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.

Verbal Ability

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

Numerical Ability

Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.

Customize This Test

Flexible customization options to suit your needs

Set difficulty level of test

Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.

Combine multiple skills into one test

Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.

Add your own questions to the test

Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.

Request a tailor-made test

Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.

The Mercer | Mettl Advantage

The Mercer | Mettl Edge

  • Industry Leading 24/7 Support
  • State of the art examination platform
  • Inbuilt Cutting Edge AI-Driven Proctoring
  • Simulators designed by developers
  • Tests Tailored to Your business needs
  • Support for 20+ Languages in 80+ Countries Globally

Simple Setup in 4 Steps

Step 1: Add test

Add this test your tests

Step 2: Share link

Share test link from your tests

Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

Our Customers Vouch for Our Quality and Service

Sonal Kapur Sinha
Saranya Mukherjee
Dinesh Jagnani
Arpan Anand
Farasat Khan
Lisa Guinovart
Ike Marieta
Chelsey Jones

The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.

...read more

Sonal Kapur Sinha

Sonal Kapur Sinha

Head HR, Modern Foods

Download Case Study

Mercer | Mettl''s platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from

...read more

Saranya Mukherjee

Saranya Mukherjee

Lead, Early Career Development Campus & Employer Branding

Download Case Study

The quality of the recruitment increased, because previously we were not having any assessment. The quality of assessments and the quality of reports are very well catering to our requirements. The reports are very expansive, and it gives more light

...read more

Dinesh Jagnani

Dinesh Jagnani

Deputy Manager, Talent Management

Download Case Study

We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client''s problem to seamless integration with our applicant tracking system, Mercer | Mettl''s

...read more

Arpan Anand

Arpan Anand

CHRO, Aditya Infotech Limited (CP PLUS)

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Mercer | Mettl''s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We lo

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Farasat Khan

Farasat Khan

Head, Learning and Development, SRL Diagnostics

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We are considering shifting our mid-term and entrance exams completely to the online mode. Mercer | Mettl''s customer service is top-notch, very responsive, and helpful in answering queries. We are delighted with the service provided.

...read more

Lisa Guinovart

Lisa Guinovart

Assoc. Director, The Assessment Center, Miami Dade College

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Mercer | Mettl assured us of the quality and consumer service that other platforms were not offering. Security, integrity and technology were unmatched, easy to explain and understand.

...read more

Ike Marieta

Ike Marieta

Director, PIP, Universitas Padjadjaran, INDONESIA

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Whether onboarding, sales, or customer service representation, we were guided thoroughly and nowhere did we feel lost. It made the whole experience extremely positive.

...read more

Chelsey Jones

Chelsey Jones

M.A., M.Ed. Senior Manager, Federal Programs

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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.

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