Personality Development Test - Assess key personality traits for Hiring

The Mettl Personality Profiler measures an individual’s strengths and growth opportunities based on underlying personality traits and workstyle preferences, and aid in understanding what behaviors a candidate is likely to engage in as a result of their preferences and predispositions.  It can be used in combination with other tools to provide a more holistic understanding of the individual’s pre-dispositions, as well as behavioral manifestations at the workplace.

Use this test for:

While it can be used as a filtration tool, it can also be used as key input into critical HR decisions such as:

  1. Learning and Development - understand the current proficiency level of employee; train and develop employees effectively
  2. Identification of High Potential - have a healthy pipeline of future leaders
  3. Succession Planning - fast-track high potential to retain them

Top Customers

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.

Test Details

Number of items


Test duration

25 minutes

Test language


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


Test Description

The Mettl Personality Profiler Test was 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 behavioral competencies in order to obtain the optimal prediction of job success.

The “Big Five” personality traits have shown to predict important job-related outcomes such as job performance, a person’s potential for burnout, their trainability and subsequent job satisfaction. These five factors are:

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


Rigour of the Tool:

Reliability (Cronbach alpha)

0.63 to 0.88

Validity (Convergent)

0.4 to 0.75

Norming and Standardization

Normed on a sample of 6000+ respondents across different geographies - India, US, Europe, South Africa and Southeast Asia (representative sample with different age, gender, job level, occupations)  

Adverse Impact

The tool has also been tested for adverse impact in terms age, gender and ethnicity, for which mean group differences for the MPP is examined. The mean group difference is majorly not significant among ethnic, age and gender groups.

Team Members

Part of SIOP (Society of Industrial and Organizational Psychology)

Tool Development

In accordance with,

APA (American Psychological Association);

EEOC (The Equal Employment Opportunity Commission).

Test Design Guidelines

By ATP (Association of Test Publishers).

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

Related Tags

Personality Inventory