Assess the Motivation Level of a Candidate to Excel in a Role

Used for Recruitment/Selection and Development

The more propelled and connected you are with your workforce, the more noteworthy your association's potential for success. For success, motivation is found to be a key feature which drives a person to perform effectively and excel at work. To understand a candidate's’ motivation, Mettl provides you with a comprehensive inventory which measures motivation on 8 key motivators under 3 major needs- sustainability needs (money, security), relatability needs (recognition, affiliation, competition), and growth needs (power, advancement, achievement). 


  • Identifies and manages an individual's strongest motivators
  • Identifies the most suited candidate for a given role, based on his/her motivation level
  • Improves employee motivation and engagement
  • Redeploys talent across the business, based on the strongest motivators
  • Creates winning project teams
  • A 5 minutes quick measure of the motivators for the individual
  • Helps understand the link between individual motivation and employee engagement

Use across the employee lifecycle

The Mettl Motivation Inventory's in-depth insight and range of business-relevant reports make it suitable for:

  • Selection of graduate, professional and management positions
  • Onboarding and deployment of new employees
  • Training and development
  • Team building
  • Employee progression

Top Customers

Looking for a customised test?

Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.

Test Details:

Duration: 15 minutes
Reliability score: Cronbach's alpha .88
Validity score: This ranges from .86 to .90 for different norm groups
Theoretical basis: The Big 5 Theory of Personality

Test description:

The test consists of 40 items that are a mixture of statements with a 5-point Likert scale and situational judgement questions that assess 3 major needs as identified by Alderfer's ERG Theory, that drives an individual's motivation at work. They are: 

  • Sustainability needs
  1.  Money and Incentives
  2. Security and Stability
  • Relatability needs
  1. Recognition and Appreciation
  2. Affiliation and Social Contact
  3. Competition and Challenge
  • Growth needs
  1. Power
  2. Advancement
  3. Achievement

Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

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.

How are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

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 decisive predictor of a particular type of behavior or attitude. 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. This should be preferably done under supervision of qualified professionals only.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

You get their tests report

Note You will be charged only at step 3. i.e. only when candidate start the test.

Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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