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Managerial Potential Assessment Is An Ideal Tool For Assessing Managerial Capabilities in Screening And Development

Mettl Managerial Potential assessment helps to assess behavioural competencies essential to be an effective manager. This assessment helps measure the crucial behavioural competencies that can determine the potential to handle people managerial responsibilities. At the same time, it provides insights into the key motivators of the individuals, helping the organizations create a conducive working environment for their existing/ potential managers.

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Inside This Assessment

The role of a manager is rightly interposed between the organization's hierarchical structure and ranks of positions for performing critical business functions. It takes a dynamic manager to understand the team and organizational dynamics. The manager's role is critical, as the person has to act as a bridge between the employees and the leadership team and coordinate with his team for optimal productivity. Selecting the right candidate for the managerial role is critical for organizational growth. Typically, the old-school hiring methods do not help recruiters make the proper selection consistently. Consequently, there is a need for an objective, bias-free and scientific tool for assessing managerial potential. Similarly, an effective individual contributor may sometimes struggle to be an effective manager and hence, may not be able to demonstrate exemplary performance as a first time manager. That is where Mercer| Mettl's Managerial Potential Assessment comes in handy and helps identify the developmental needs in order to help the employees and organizations groom their managers.


About Mettl Managerial Potential Assessment

Mercer Mettl’s Managerial Potential Framework helps organizations assess critical managerial competencies/ capabilities and motivators that can prepare the individual to be future ready.

Managerial Potential Competency Framework

Get a detailed look inside the test

Managerial Potential Competencies Under Scanner

Delivering Excellence
Managing Stakeholders
Managing Team
Making an Impact
Managing Business


Quality Focus

Demonstrating a sense of responsibility to ensure high quality work with a focus on maintaining consistency and adherence to high standards, while capturing every minute detail and presenting the work in a clear, complete, precise and easy to understand manner.

Planning and Prioritizing

Demonstrating an ability to prioritize the tasks, detail out the steps and organize required resources to maximize efficiency.

Results Driven

Demonstrating a strong will to achieve the best results. Focusing one's own and team's energy and resources to meet the end objectives effectively.

Customize This Managerial Potential 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.

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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 Managerial Potential Assessment Advantage

The Mercer | Mettl Edge

  • Industry Leading 24/7 Support
  • 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

Managerial Potential Assessment Can Be Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

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Frequently Asked Questions (FAQs)

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.   

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.