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Project manager test to assess & hire the top managerial talent

Project manager test enables hiring managers and recruiting teams to assess and recruit skilled professionals for project management roles. This project manager assessment has been specially crafted to gauge candidates' ability to manage people, clients, quality and deliveries.

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Inside This Assessment

Project Management is a specialized effort undertaken to create a unique product, service, or result. It necessitates the proper application of knowledge, skills, tools, and techniques to meet projected requirements. Hence, a Project Manager, other than being technically qualified to assume such responsibility, should also be adept in planning and executing a project to fruition. You can test that adeptness with the help of Mercer | Mettl’s Project Manager Test

Developed by subject matter experts, this Project Management Assessment evaluates a candidate's ability to plan and implement end-to-end project execution. The test requires candidates to answer questions about the fundamentals and core topics within the project management discipline.

Using this project management skills assessment, HR personnel and organizations can gauge an individual's ability to ideate, plan, implement, track, supervise, and take ownership of the team's work to achieve meaningful results. It also helps identify key professional skills and job readiness.


This Assessment is a part of following Skills Libraries

Psychometric Competency Framework

Get a detailed look inside the test

Competency Under Scanner

People management

Delivery Management

Quality Management

Client Management


Understanding diversity

The Operations Manager Test analyzes candidates' tendency to be warm and respectful, even when working with people from diverse backgrounds. This subskill requires candidates to be understanding, tolerant, and open-minded about others' views and comfortable working with people with different perspectives.

Performance monitoring and feedback

Candidates must also be able to systematically monitor their team members' and subordinates' performance. They should be able to speak their minds genuinely, reward and recognize good performance openly, and flag underperformance for corrective action.

Delegation of tasks

The Operations Manager Assessment section checks candidates' cooperative and accommodating abilities. It also assesses their capability to effectively delegate tasks to team members based on the needs, skills, and interests of specific team members.

Coaching and mentoring

Candidates should also be able to contribute to the development of their team members. They should be able to provide their team with mentoring, coaching, feedback, suggestions, and training using different learning and development approaches.

Conflict management

The Operations Manager Skills Test also measures candidates' ability to be tuned to their own and others' emotions. It also checks whether candidates can understand and listen to different people's problems and help them with conflicts.


Result Orientation

The ability to be responsible and active at work to ensure desired results and high quality of work. Utilizing available resources in the most profitable way and setting challenging goals for oneself and others.

Risk Management

The ability to deal with uncertain and high risk situations by carefully analysing the available information and being calm and meticulous.

Capable of Working in a Global Environment

The ability to foster an inclusive workplace where individual differences are respected and valued.

Responsible/ Accountable

The ability to be methodical, responsible and organized when carrying out tasks. Holding self and others accountable for high quality and cost-effective results. Having a strong sense of duty and complying with established systems and rules.


The ability to be open to changes taking place in the organization and being comfortable working with and trying out new activities and experiences.

Integrity/ Honesty

The tendency to adhere moral and ethical imperatives to fulfil obligations so much that the focus on results is also driven by a sense of duty.

Ability to Handle Pressure

The ability to function effectively when under pressure and maintaining self control in the face of adverse circumstances.


Detail Orientation/ Quality Management/ Control

The ability to work and to deal with information methodically and systematically, by focusing one's attention on minute details of a problem.

Process Orientation

The ability to be driven by a sense of duty and commitment to one’s work leading to awareness of the processes and systems governing the organization.


Relationship Building

The tendency to build positive and healthy relationship with peers, seniors and juniors.

Problem Solving

The ability to be organized and methodical. The tendency to think through the problems rationally and cautiously in order to reach a desired solution.

Customer Service Orientation

The ability to effectively deal with customer queries, requests and complaints, identifying potential clients and providing quality service to current clients, and understanding and delivering according to a client's expectations and requirements.

Managing Stakeholders

The ability to build close associations with people within one's own and client organization by demonstrating fairness in transactions and a positive outlook towards people.

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Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

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.

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.

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.

The normal probability distribution of scores of a particular norm group determines the proficiency levels required.

The sample used during test development is used to determine norms, which are also recalculated regularly based on new data to ensure relevancy and accuracy in the information they provide about candidates. Further, a simple validation exercise can determine different norms that are more relevant to your organization. Please get in touch with us for more details. 

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.

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 behavior type. 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 the person's actual behavior, 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. Our consultants would be happy to assist you.

Listed below are the crucial stages of project management:

Interpersonal Communication Skills
 Negotiation Skills for Conflict Resolution
 Building Team Commitment 

Evaluating management skills is an essential part of recruiting project managers. A project management assessment is administered to measure core competencies, assess project management, analytical, and communication skills of candidates. 

Given below are essential skills every project manager needs:
 Cost Management
 Risk Management
 Critical Thinking
 Negotiation Skills
 Quality Management
 Technology Skills
 Scheduling Skills

Project manager competency assessments enable organizations to address skill gaps in the project management process and provide impetus to an enterprise's learning and professional development efforts.

Given below are some commonly asked questions that interviewers ask during an interview:
 What is the most critical responsibility of a project manager?
 Have you ever faced a situation when you failed to meet the deadline or budget?
 How do you collaborate with project sponsors?
 Can you tell us more about your recent successful projects?
 What type of project management tools do you use?
 What methodology do you adopt in your project management?
 What is the best way to tackle "scope creep"?
 How do you deal with team conflicts?
 How do you deal with underperformers?
 What escalation paths do you choose?

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