Online Assessment to Measure Crucial Skills for Better Hiring for your Founding Team
To build a startup from ground up is a challenging task and it becomes more challenging when one does not have the right team to do it with. The success or failure of a young company is not just dependent on the product/ service they are selling, it also depends on the kind of people they have in their founding team. It is vitally important to have the right founding team as it sets the ethos of the company. Given the ambiguous, challenging and complex working environment in a startup, especially in the early days, it is crucial to have the right people for long term success.
A member of the founder's team should have numerous qualities that would make him/her a perfect fit for your company/startup. He/she should be a self-starter and a strong team player who can strategically partner with you to take your startup to great heights. The members should have strong vision and ambition to explore the market opportunities to carve out a space for your startup's product/ service.
The people in your founder's team should be capability builders who can drive growth as well as innovatively solve problems. The key capabilities like validating the problem statement, finding the target audience and analyzing what the business needs, should be in place. The members should be agile and have the capacity to multitask.
Why should you use Mercer | Mettl's assessment?
The Mettl Assessment for Start-up Founder's Team is specially crafted to identify critical competencies that one is expected to possess for such a purpose. The assessment aims to capture whether a candidate has the intrapreneurial spirit and mind-set to navigate through the challenges of the market.
Psychometric,Aptitude
English Global, English India
Inside This Assessment
NOTE: If required, the test can be offered in other languages as well. Please connect with us at contact@mettl.com for any such requirement.
Section Details:
| Mettl Personality Profiler | Assesses the candidate's behavioral competencies required for an Intrapreneur and is based on Big Five Model of Personality. |
| Cognitive Ability | Assesses the person’s ability to analyze information and data so that he/she can draw suitable conclusions and take the right decisions as an Intrapreneur/ start-up founding team member. It also evaluates whether a candidate can render accurate judgement based on evidence to grasp the big picture, think clearly and effectively solve complex problems. |
Key profiles the test is useful for:
Anyone looking for a business partner / member for his/her founding team can take the test for evaluation of intrapreneurial capabilities. This test can also be used by senior personnel who are looking for young and promising candidates to kick-start their venture. Individuals can also use the test for self evaluation.
You can use this assessment for:
- Identifying one’s ability required to be a promising intrapreneur/ start-up founding team member.
- Talent maximization.
A Handpicked Selection of Our Best Assessments for Hiring an Intrapreneur/Start-up Founding Team
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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?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Can you map an organization's competency framework to your assessments?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
4. How do we determine the thresholds for the proficiency levels for a norm group?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
5. 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.
6. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
