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Generic Tests>Behavioral>Emotional Intelligence>Mettl Emotional Intelligence Assessment

EQ Test to assess emotional and social skills

EQ test assesses a person's emotional intelligence (EI) and how it can affect relations and workplaces. It aims to identify key improvement areas for personal development and focus on those strengths that one can leverage to the full potential at work.

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Inside This Assessment

Emotional intelligence (EI) is the ability to observe, identify, differentiate between emotions, and use this information to guide thinking and behavior. It is not an innate trait but is considered an acquired capability that one can develop to achieve outstanding performance at the workplace. Mercer| Mettl's emotional intelligence test aims to determine the level of a person's emotional intelligence and if that person can recognize, understand, manage and control emotions and reactions.


This Assessment is a part of following Skills Libraries

Intelligence Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Managing Others

Managing Emotions




Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.

Conflict Management

Demonstrating an ability to resolve interpersonal differences in a timely manner such that it leads to optimal solutions and healthy relationships with others. It also involves ensuring that everyone is treated with respect and sensitivity despite individual differences.

Team Building

Demonstrating an ability to develop cooperation and teamwork while working in a group while also focusing on team members' professional growth and development.

Influencing/ Negotiating

Demonstrating an ability to effectively convince and negotiate with others to achieve end results.


Demonstrating an ability to build professional networks and partnerships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.

Relationship Skills

Demonstrating an ability to maintain positive relationships with others to accomplish common goals and objectives.


Stress Tolerance

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in an effective manner.

Positive Attitude

Demonstrating an ability to stay focused and motivated to accomplish goals and display positive feelings like optimism, contentment, and joy, towards one's work.



Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.


Demonstrating an ability to understand one's strengths and areas of development and leveraging them effectively to accomplish one's goals.


Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed and can support others' at work when needed.

Self-Actualization /Achievement Orientation

Demonstrating a strong will to reach one’s true potential. It also involves the ability to set high standards for self and the team and having the drive to achieve excellence.

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Step 4: Insightful Report

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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.