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Industry Specific Roles>Healthcare>Psychometric Test for Healthcare

Online Psychometric Test for Healthcare - Measure the Immeasurable. Pick the Right Skill and Cultural Fit

Mettl's Psychometric Test for healthcare is specially crafted to identify competencies that one is expected to posses. This test will enable you to select the best candidates for the said role and your organization. 

 

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Inside This Assessment

Test Details :
 
Duration : 45 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

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
Anson Mathews
Dinesh Jagnani
Arpan Anand
Sanjeev Phatak
Raphael Beuthner

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 ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete

...read more

Anson Mathews

Anson Mathews

Organization Development Manager, Averda

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 came across as one of the most robust platforms for AI-based proctoring. The team was accommodative, flexible and prompt. Mercer | Mettl''s team never gave ''no'' as an answer. The team was always upfront about the specifications and c

...read more

Sanjeev Phatak

Sanjeev Phatak

Director, Centre For Management Services, AIMA

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Now that we have used Mercer | Mettl, we will undoubtedly continue to use its platform for the rest of eternity because of our great experience.

...read more

Raphael Beuthner

Raphael Beuthner

CIO, EBZ Business School, Germany

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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. 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.

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.

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.

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.

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