Managerial Potential Assessment to assess the managerial capabilities of your organization
The Managerial Potential Assessment helps assess behavioral competencies needed to be an effective manager. This test helps measure the critical behavioral competencies that can determine the potential to handle people's managerial responsibilities. It offers insights into the individuals' key motivators, assisting organizations in building a conducive working environment for their existing and potential managers.
Ready to use
Psychometric
0-6 years
Moderate
80 Minutes
200 Questions
Delivery Manager, Individual Contributors
Arabic, English Global, Indonesian, Portuguese (Brasil), Mandarin, Turkish, Spanish, English India, English UAE, German
About the Mercer | Mettl Managerial Potential Assessment
The Mercer | Mettl Managerial Potential Test assists recruiting professionals and hiring managers in assessing candidates' managerial potential. It determines the candidate's organizational abilities, collaboration, people, leadership, and work management skills.
What is the importance of Managerial Potential Assessment?
The role of a manager is interposed between the organization's hierarchical structure and position ranks for performing critical business functions. A dynamic and skilled manager must understand the team and organizational dynamics. The manager's role is crucial; they are a bridge between the leadership team and employees and coordinate for optimal productivity. Managers manage people and teams in organizations and connect stakeholders and employees. This assessment aids organizations in selecting the best-suited managers who are aligned with the organization's cultural values and capable of making decisions consistent with the organization's goals.
How can a Managerial Potential Assessment help you hire?
Selecting the most suitable candidate for the managerial role is critical for organizational growth. There is a need for an unbiased, objective, and scientific tool to assess managerial potential. Similarly, an effective contributor may need help to be an efficient manager and may not be able to demonstrate exemplary performance as a first-time manager. Mercer | Mettl's Managerial Potential Assessment can help identify developmental needs to help employees and organizations train their managers and enhance leadership.
What is inside this Managerial Potential Assessment?
This test contains two hundred questions to be completed within eighty minutes. This psychometric-type test has a moderate difficulty level. Candidates with none to six years of experience are eligible for the test.
What skills does the Managerial Potential Test cover?
A. Delivering excellence
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Quality focus: It refers to demonstrating a sense of responsibility to ensure high-quality work, emphasizing consistency and adherence to high standards while capturing minute details and presenting the work in a clear, complete, precise and easy-to-understand manner.
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Planning and prioritizing: This means demonstrating an ability to prioritize tasks, detail steps, and organize required resources to maximize efficiency.
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Results-driven: This implies demonstrating a strong will to achieve the best results and focusing on oneself, the team, and resources to meet the final objectives effectively.
B. Managing stakeholders
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Impact and influence: This indicates demonstrating an ability to express one's thoughts and ideas clearly and succinctly and using an appropriate communication style to convince others to achieve results effectively.
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Managing relations: It refers to building personal relationships and professional networks within and outside the company to collect information and resources to ensure individual and organizational success.
C. Managing the team
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Collaboration and inclusion: It implies demonstrating an ability to develop cooperation while working toward solutions that benefit everybody involved. It refers to being aware and open to diversity, where everyone is respected despite differences. It includes resolving interpersonal differences promptly to build healthy relationships with others.
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Empowering and developing others: It means focusing on others' professional growth by identifying their strengths and areas of development and providing work opportunities accordingly. It refers to understanding individuals' motivators to engage them at work and provide them with appropriate reinforcements and recognition to inspire them to achieve their professional objectives.
D. Making an impact
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Learning orientation: This means demonstrating an ability and orientation to learn new skills by keeping current with relevant knowledge and technology and learning from previous experiences.
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Resilience: It means demonstrating the ability to bounce back amidst challenges or adversity and manage one's emotions and thoughts positively and effectively.
E. Managing business
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Strategic focus: It refers to demonstrating a strong understanding of the organization's business, the competitive landscape, and the business environment while considering the implications of one's actions and decisions for the organization.
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Managing change: It means demonstrating an ability to convey the need and the rationale for change and adjust and adapt oneself to change when situations are dynamic and constantly evolving.
What roles can you assess for using the Managerial Potential Assessment?
- Delivery managers
- Individual contributors
- Assistant and deputy managers
- Service managers
- Mid-level management roles
Sample questions and answers for Managerial Potential Assessment
1. Which of the following is not an element of the management process?
a) Leading
b) Pricing
c) Planning
d) None of the above
Answer- b) Pricing
2. Which of the following is an example of external coordination?
a) Communication between team members
b) Collaboration within a department
c) Interaction with customers and suppliers
d) None of the above
Answer- c) Interaction between customers and suppliers
3. Which of the following is associated with job classifications: CEO, Executive director, President, and Vice-president?
a) Top managers
b) Middle-level managers
c) Supervisors
d) Low-level managers
Answer- a) Top managers
4. Which of the following is a measure of efficiency?
a) How effectively a manager supervises his subordinates
b) How hard an employee works
c) How profitable a business is
d) How productively resources are used to achieve a goal
Answer- d) How productively resources are used to achieve a goal
5. What skills enable a manager to motivate employees?
a) Technical
b) Marketing
c) Interpersonal
d) Sales
Answer- c) Interpersonal
SKILL LIBRARY
Mercer Mettl’s Managerial Potential Framework helps organizations assess critical managerial competencies/ capabilities and motivators that can prepare the individual to be future ready.
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Managerial Potential Assessment competency framework
Get a detailed look inside the test
Managerial Potential Assessment competencies under scanner
Delivering excellence
Managing stakeholders
Managing the team
Making an impact
Managing business
Competencies:
It refers to demonstrating a sense of responsibility to ensure high-quality work, emphasizing consistency and adherence to high standards while capturing minute details and presenting the work in a clear, complete, precise and easy-to-understand manner.
This means demonstrating an ability to prioritize tasks, detail steps, and organize required resources to maximize efficiency.
This implies demonstrating a strong will to achieve the best results and focusing on oneself, the team, and resources to meet the final objectives effectively.
Competencies:
This indicates demonstrating an ability to express one's thoughts and ideas clearly and succinctly and using an appropriate communication style to convince others to achieve results effectively.
It refers to building personal relationships and professional networks within and outside the company to collect information and resources to ensure individual and organizational success.
Competencies:
It implies demonstrating an ability to develop cooperation while working toward solutions that benefit everybody involved. It refers to being aware and open to diversity, where everyone is respected despite differences. It includes resolving interpersonal differences promptly to build healthy relationships with others.
It means focusing on others' professional growth by identifying their strengths and areas of development and providing work opportunities accordingly. It refers to understanding individuals' motivators to engage them at work and provide them with appropriate reinforcements and recognition to inspire them to achieve their professional objectives.
Competencies:
This means demonstrating an ability and orientation to learn new skills by keeping current with relevant knowledge and technology and learning from previous experiences.
It means demonstrating the ability to bounce back amidst challenges or adversity and manage one's emotions and thoughts positively and effectively.
Competencies:
It refers to demonstrating a strong understanding of the organization's business, the competitive landscape, and the business environment while considering the implications of one's actions and decisions for the organization.
It means demonstrating an ability to convey the need and the rationale for change and adjust and adapt oneself to change when situations are dynamic and constantly evolving.
Customize this Managerial Potential Assessment
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Managerial Potential Assessment advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
3. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
4. 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.
5. Can we do benchmarking for an organization for a specific role?
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.
6. What is the purpose of a Managerial Potential Test?
A Managerial Potential Test aims to ascertain an individual's ability to perform in a management role.
7. Name some essential skills for a manager.
Some skills include planning skills, interpersonal skills (communication), execution skills, supervision skills and continuous improvement skills.
