Remote Work Assessment to Hire Candidates for a Remote Work Environment
Remote work assessment is a test developed by psychometricians to hire candidates best suited for remote work environments by assessing key skills like adaptability, accountability, planning and organization and collaboration with effective communication.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Test Duration
25 Minutes
Total Questions
86 Questions
Relevant Job Roles
Executive/ Associates, Territory Managers
Scores Reported
English
Inside This Mettl Remote Work Assessment
Mercer | Mettl’s remote work assessment helps test the right behavioral competencies that a candidate needs in order to succeed in a remote work environment. Developed by certified psychometricians and subject matter experts, this remote work test is a powerful tool to help organizations adjust better to a shifting work culture.
It aids organizations in gaining deeper insights into remote workers’ strengths and areas of improvement.
This remote work assessment is useful for:
- Recruitment and selection of candidates
- Identifying areas of training and development
- Prioritizing developmental interventions needed to equip employees to optimize productivity & ensure business continuity
SKILL LIBRARY
This Mettl Remote Work Assessment is a part of the following Skills Libraries
Remote Work Competency Framework
Get a detailed look inside the test
Mettl Remote Work Assessment Competencies Under Scanner
Competencies:
Openness to Learning
Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.
Accountability
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Planning & Organizing
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.
Collaboration
Demonstrating an ability to work effectively with each other to accomplish common goals and objectives.
Effective Communication
Demonstrating an ability to put across one's thoughts and ideas clearly and succinctly using appropriate language.
Adaptability
Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic, ambiguous and constantly evolving.
Stress Management
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.
Self Directed
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Customize This Mettl Remote Work Assessment
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 Remote Work Assessment Advantage
Our Customers Vouch for Our Quality and Service
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
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Saranya Mukherjee
Lead, Early Career Development Campus & Employer Branding
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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
Organization Development Manager, Averda
Download Case Study
With Mercer | Mettl, we have probably experienced the best customer service from any tech company. It has two exceptional things - its software and the more important product, its staff, which is truly an asset.
...read more
Dr. Fuad Said
MD, Internal Medicine, Jordan Hospital
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Mercer | Mettl''s solutions brought various unprecedented insights into our technical hiring process. It was complemented by reduced friction and enhanced ease and agility. With one of the most advanced and extensive lists of questions and world-cla
...read more
Shirish Awasthi
Talent Acquisition, Coforge Ltd.
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We had an extremely pleasant experience working with Mercer | Mettl. Thanks to Mercer | Mettl we were able to ensure contuinity in examination. I dont think we could have offered our exams any other way.
...read more
Mayank Jain
Manager, Vidyamandir Classes
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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
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
Director, PIP, Universitas Padjadjaran, INDONESIA
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
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.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
3. Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
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.
4. Is it possible to map an organization's competency framework to your assessments?
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.
5. 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.
6. How have norms been decided for MPP?
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.
7. 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 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.
