Find the Best Talent for Your Event Management Needs

Behind every successful event is an Event Coordinator with strong organization and interpersonal and communication skills - someone who can thrive in a fast-paced environment. This person is responsible for planning and executing a range of events including promotional, business or social events. They need to ensure that the target audience is engaged, and the message of the event is marketed properly. Their role is primarily hands-on and often involves adapting quickly to changing circumstances. As an Event Coordinator, one might need to build relationships with clients, understand their requirements and handle their queries regularly. They may also manage and coordinate vendors and logistics or negotiate with suppliers and work with an internal team of staff. This role also requires one to think outside the box so that one is able to adjust quickly to accommodate any last minute changes.

Right from the conception to the final clean up, an Event Coordinator has to take care of everything. This is why they need to take care of all the minute details in the event as a small error can bring down an entire event. A person who has excellent communication, can think on his/her own feet, has the ability to analyse the situation and manage it will be a good fit for this role.

The Mettl Assessment for Event Coordinators can help evaluate candidates’ suitability for an event management role based on the personality characteristics and cognitive abilities required to succeed in this role.

Looking for a customised test?

Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.

Key Profiles the test is useful for:

  • Event Coordinator
  • Event Organizer
  • Event Associate
  • Any other Entry Level Event Management Role


Use this test for:

  • Recruitment and selection of the right candidate for an Event Management profile
  • Identifying gaps and preparing your Event Management Coordinators/Organizers
  • Talent maximization
  • Identifying areas of training and development


Section Details:

Mettl Personality Profiler Assesses the candidate's behavioral competencies required for an Event Management role and is based on the Big Five Model of Personality.
Cognitive Ability Assess the candidate’s aptitude to see how he/she applies himself/herself in situations for an Event Management role.

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.

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