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Industry Specific Roles>Accounting & Finance>Mettl Assessment for Finance Auditor

Financial Auditor Test to Assess Behavioral Competencies and Skills

Financial auditor test is a tool for pre-employment screening of candidates applying for the role of financial auditors. This auditor testmeasures candidates' functional and cognitive abilities, and their personality traits.

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Inside This Assessment

Maintaining a company’s financial statements in compliance with accounting principles is a tedious but essential task – one that is entrusted to financial auditors. A financial auditor reviews an organization's financial records and processes to present an accurate picture of its position. They gather information from the company's financial statements - cash flow statements, income statements, balance sheets, tax returns etc., review it, and ensure that the business complies with all relevant laws and regulations.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Managing-Work

Managing-Self

Managing-People

Cognitive-Ability

Competencies:

Quality Focus

Demonstrating an ability to consistently focus on the quality of each and every deliverable by ensuring consistency and adherence to high standards as well as paying close attention to all the details involved.

Process Adherence

Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.

Drive for Results

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Planning and Organizing

Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.

Strategic Thinking

Demonstrating an ability to understand the business and being able to consider the short and long term implications of one's actions and decisions on the organization.

Competencies:

Flexibility

Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.

Self-Awareness

Demonstrating an ability to understand one's strengths and areas of development and leveraging them effectively to accomplish one's goals.

Self-Confidence

Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed and can support others' at work when needed.

Self-Actualization /Achievement Orientation

Demonstrating a strong will to reach one’s true potential. It also involves the ability to set high standards for self and the team and having the drive to achieve excellence.

Competencies:

Collaboration

Demonstrating an ability to work effectively with others to accomplish common goals and objectives.

Stakeholder Management

Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.

Competencies:

Analytical Ability

Demonstrating the ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.

Attention to Detail

Demonstrating thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.

Verbal Ability

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

Numerical Ability

Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.

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Simple Setup in 4 Steps

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Step 3: Test View

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Step 4: Insightful 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 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.

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.

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.

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.

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.

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