Assess the level of digital readiness of your workforce

Definition of Digital Readiness

Digital readiness assessment framework aims to assess whether the employees possess suitable behavioural competencies and cognitive skills to adapt and manage the digital transformation process. The purpose of this assessment is to test the ability and behavioural competencies that underpin employee’s’ preparedness and level of readiness to adapt with the digital culture of the organization. As per our research, the digital readiness level of an individual employee can be reported in terms of a 9 box model as follows:

Table containing reference info

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This assessment will help managers understand the digital readiness level of the respondent. The report summarizes strengths and areas of development for each respondent which will help them improve their digital readiness level.


Use this test for:

  • Assessing the digital readiness level of an individual respondent or the entire workforce.
  • Hiring an external candidate for an ongoing transformation project.
  • Strengthening internal talent pipelines to fill in critical roles during digital transformation.
  • Conducting a Training Need Analysis for the entire workforce/ Department/Function to make them ready for digital transformation.


Key profiles the test is useful for:

  • Mid-management level roles.
  • First-time manager roles.


Test Details:

Number of Sections  2
Number of Questions 109
Test Duration 55 Minutes
Test Language English 

NOTE: If required, the test can be provided in other languages as well. Please connect with us at for any such requirement.


Test Description:

Mettl Digital Readiness Assessment consists of a battery of psychometric tools which include Mettl Personality Profiler (MPP) and Mettl Test for Abstract Reasoning (MTAR).

  • The Mettl Personality Profiler (MPP) is developed in the context of the Five Factor Model. The FFM (Five Factor Model) specifies that people can be described based on their standing on the five broad personality traits. Mettl scientists went beyond the well-established model of the broad “Big Five” personality factors and developed 26 ‘scales’ or narrower facet-like constructs, which form the building blocks of our assessment. These scales span a wide domain of personality and will be mapped to companies’ or job roles’ specific performance models or behavioural competencies to obtain the optimal prediction of job success.
  • The Mettl Test for Abstract Reasoning is a nonverbal assessment designed to measure an individual’s ability to make meaning out of ambiguity and manage new information and solve novel problems. MTAR is free from any form of cultural bias and does not depend on language skills. The Mettl Test for Abstract Reasoning measures inductive (rather than deductive) reasoning. That is, it requires respondents to look for patterns in information and then generalize those patterns to a new place in a sequence.


Rigour of the Tool:


Mettl Personality Profiler (MPP) Mettl Test for Abstract Reasoning (MTAR)
Test Composition  86 items 23 items
Reliability (Cronbach alpha) Reliability range is 0.63 to 0.88 and median reliability is 0.7 Reliability range is 0.67 to 0.72 and median reliability is 0.7
Validity Convergent validity estimates range from 0.4 to 0.75 Criterion validity estimates range from 0.33 to 0.25.
Norming & Standardization 34000 + respondents across different geographies 1200 + respondents across different geographies
Adverse Impact Free from adverse impact bias. The mean group difference is majorly not significant among ethnic, age and gender groups.
Team Members Members of SIOP (Society of Industrial and Organizational Psychology)
Tool Development In accordance with, APA (American Psychological Association) and EEOC (The Equal Employment Opportunity Commission) guidelines.

Answer to common queries:

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:

  1. 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.

  2. 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.

  3. 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.   

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.

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.

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.

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.

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.

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, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.

How it works:

step 1

Add this test to your tests

step 2

Share test link from your tests

step 3

Candidate take the tests

step 4

You get their tests report

Note You will be charged only at step 3. i.e. only when candidate start the test.

Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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