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Generic Tests>Cognitive>Mettl Personality Profiler and Critical Thinking

Use the Personality Profiler and Critical Thinking Test to Assess Key Personality Traits Behavioral Outcomes and problem-solving and decision-making skills of Candidates

A personality profiler test is an evidence-based tool that enables organizations to perform a holistic personality assessment of candidates in various job roles. The tool comprehensively measures competencies such as drive, adaptability, trustworthiness, etc. A critical thinking test helps assess the candidate's ability to think critically, solve complex problems and make appropriate decisions. Critical reasoning test enables you to select candidates who can recognize problems and solve them efficiently by critically analyzing the given information.

Inside this Career Personality Profiler and Critical Thinking Test

The Personality Profiler test comprehensively reviews a candidate's underlying personality traits and work style preferences. It is a powerful tool for understanding what behaviors they are likely to display according to their preferences and predispositions. 


The test is based on the Five-Factor Model, which identifies five key areas as the building blocks of a robust personality profiler. 


The “Big Five” personality traits listed below help predict important job-related outcomes such as professional performance, potential, trainability and subsequent job satisfaction

1. Extraversion (outgoing/energetic vs. solitary/reserved) 

2. Openness to experience (inventive/curious vs. consistent/cautious) 

3. Emotional stability (secure/confident vs. sensitive/nervous) 

4. Agreeableness (friendly/compassionate vs. cold/unkind) 

5. Conscientiousness (efficient/organized vs. easy-going/careless) 

Our specialized team of psychometricians and subject matter experts is a part of SIOP (Society for Industrial and Organizational Psychology). They have developed 26 scales based on the Five-Factor Model. These scales are mapped to specific performance models or behavioral competencies frameworks necessary to thrive in a particular job role/industry. The process helps: 

  • Identify candidates displaying the most desirable personalities
  • Analyze candidates for culture-fitment 
  • Gain key inputs for vital HR decisions like learning and development, high-potential identification and succession planning. 
  • Improve the quality of recruitment 
  • Boost employee engagement 
  • Reduce attrition 

Critical thinking is defined as the ability of an individual to achieve the desired outcome by thinking rationally and critically. It requires a candidate to collect the necessary information needed from relevant and diverse sources, render accurate judgment based on the evidence, identify the assumptions made and draw conclusions to reach a decision. Critical thinking is an essential competency in a world full of ambiguity and change. Good critical thinking skills help in interpreting complex information, which then facilitates decision-making. Mercer| Mettl's critical thinking test is specially designed to test the critical thinking ability of a candidate.

Overview

Understanding employee personality is crucial for ensuring operational success. This way, employers can gain a better understanding of their workforce. Decoding employee personalities enables managers to leverage their workforce's strengths and boost productivity. 


Most importantly, it helps employers understand the underlying traits of candidates that may affect their performance at work. This may include how they perceive certain situations and what would be their potential response. Gaining such insights beforehand can make things easier for employers. So, how would employers go about uncovering these attributes in their prospective employees? The personality profiler test is an effective way to gauge these traits. 


The critical thinking assessment consists of a situation outlining the question's premise, followed by four statements on either assumptions, arguments or conclusions. A candidate must identify which of the statements following the premise are assumptions made, which of the arguments are strong or weak and which conclusions are valid. Designed by subject matter experts, Mercer| Mettl's critical thinking test contains 21 questions to be completed in 30 minutes. Moreover, the skills of the candidate are evaluated on three levels - easy, medium and difficult. 


The test is developed as per the guidelines prescribed by Standards for Educational and Psychological Testing developed jointly by the American Educational Research Association, American Psychological Association, and National Council on Measurement in Education (1999), EFPA test review model, Uniform Guidelines on Employee Selection Procedures (EEOC, 1978), the Society for Industrial and Organizational Psychology's Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003).

Applications of a critical thinking test
The test can be used for the following purposes:

  • Recruitment: Identify the suitable hires for your organization by using this test.
  • Learning and Development: Understand the current proficiency level of an employee; train and develop employees effectively.
  • Identification of High Potential: Have a healthy pipeline of future leaders.
  • Succession Planning: Fast-track high potential to retain them.

Personality Profiler and Critical Thinking Assessment Competency Framework

Get a detailed look inside the test

Personality Profiler and Critical Thinking Test Competencies Under Scanner

Critical Thinking

Personal

Excellence

Leadership

Interpersonal

This critical thinking test has been designed to assess the candidate's skills in critical thinking through questions that assess candidates in these areas - recognizing assumptions, evaluating arguments, and drawing conclusions.

Competencies:

Initiative Taking

Demonstrating an eagerness to work on tasks without being told and effectively modifying one's knowledge basis the availability of latest trends.

Adaptability

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

Ethical Propensity

Demonstrating a tendency to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.

Competencies:

Service Orientation

Demonstrating an ability to ensure excellent service to internal as well as external customers and constantly raising the bar of the service experience that customers enjoy.

Result Orientation

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Competencies:

Leading by Example

Demonstrating an ability to lead a group of people by consistently motivating them, and working towards deriving solutions which generally benefit everybody involved.

Strategic Orientation

Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.

Innovation

Demonstrating an ability to innovate to ensure that the organization stays relevant and current with changing times.

Competencies:

Networking

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

Negotiation & Influence

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

Team Work

Demonstrating an ability to work effectively with each other, ensuring that everyone is treated with respect and sensitivity despite individual differences to accomplish common objectives.

Customize This Career Personality Profiler and Critical Thinking 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 Personality Profiler and Critical Thinking Assessment Advantage

The Mercer | Mettl Edge
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  • 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

Mettl Personality Profiler and Critical Thinking Assessment Can Be Setup in 4 Steps

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Frequently Asked Questions (FAQs)

Critical Thinking is said to be one of the key skills of the future. It helps candidates think critically and solve complex problems and take appropriate decisions. It helps candidates make clear and rational judgements by evaluating and synthesizing information.

Thought-provoking questions that focus a candidate to critically think about problems or aspects of decision making can be used. Offering the candidates with riddles also help in testing Critical Thinking skills during interviews. Please write to us for such a request and we would be glad to work out a solution for you.

A personality profiler test is a tool to uncover some underlying aspects of human personality. It refers to assessments designed to measure the characteristic patterns of traits that individuals express across different situations.

Candidates who are set to appear for a personality test should remember that it is a subjective assessment of one's personality. Therefore, instead of focusing on the right and wrong answers, emphasis should be on performing to the best of one's ability, come what may. In addition, here are some quick tips to consider: 

  • Try to be honest about your responses 

Personality tests usually include ratings-based questions that seek responses on a scale. Your answers should reflect how you feel while rating yourself on a scale of one to five, which should align with how strongly you relate to a particular statement. 

  • Read through the job description carefully 

Personality profile assessments determine if someone is suitable for a particular position. Recognizing this fact, you must work on qualities the employer is looking for in a specific role as you take the test. 

  • Have diverse opinions 

Your honest views about what you think of a particular statement are crucial, but make it a point not to keep all your answers inclined on one extreme. This is because employers tend to perceive it as a lack of variety of opinions. 

  • Practice test sessions are always helpful 

A well-structured preparation always comes in handy in streamlining the test preparation. Moreover, several available personality tests can be helpful for practicing online. 

  • Time management is the key 

Understand the instructions thoroughly and read each question repeatedly before selecting your answer. Then, allocate your time efficiently and never rush to solutions without giving yourself ample time to self-introspect. 

  • Expect questions that concentrate on character 

Employee personality profile tests may also include questions that focus on integrity and honesty. In addition, employers will express their interest in what candidates value the most when faced with ethical challenges at work. Hence, you should expect questions ranging from personality traits to character-based questions. 

Asking questions that elicit the most insightful responses from respondents is crucial in developing a psychometric profile test. Listed below are some of the common personality test questions to utilize when forming personality questionnaires: 

  • What words would your connections use to describe you? 
  • Who is your role model? 
  • What, according to you, are your most outstanding achievements? 
  • What is the most usual question you are often asked? 
  • How do you overcome failures in life? 
  • How do you deal with stress? 
  • How do you spend your free time? 
  • Which is the most prevalent issue society is currently tackling? 
  • When attending events, do you meet new people or stick around with the people you already know? 
  • How do you approach a long-term project? 

Personality tests are not aimed at passing or failing someone. Instead, the test intends to distinguish an individual's strengths and areas of improvement, among other aspects of personality. How candidates perform is matched against the role requirements, thus enabling employers to identify the best talent for the job.

Employers are seeking candidates with personality traits that match the position requirements. For example, technical roles require a prudent and detail-oriented approach to work, a work-safety attitude, and the ability to handle pressure at work. Contrarily, sales roles require a competitive streak, performance-oriented motivation, and the ability to close sales deals.  

Past research suggests that the Big Five-Factor Model is one of the most widely recognized personality assessment tools. It enables recruiters to understand a person's attitude and behavior and assists in making informed hiring decisions.

Understanding the work personality profile of candidates through personality assessments is a process that can be conducted in many ways. For example, it can be through online tests, paper-and-pencil-based evaluations, structured interviews, and projective techniques. The insights gained from these methods can help hire quality talent and conduct organizational development programs.

A psychometric profile is a questionnaire to underscore the most relevant aspects of an individual's character. It helps provide a detailed understanding of candidates' personalities to match them to an appropriate role.

A personality profiler test based on the Big Five-Factor Model is hands down one of the most viable alternatives for unveiling a candidate's real work personality.