Mettl Marketing Associate Assessment

Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: Sample
Last Name: Not filled
Date of birth: Not filled
Experience: Not filled
Country: Not filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test. 

This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:

1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
4. Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution.
We do not recommend candidates who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Response Style: Genuine

Explanation of response style:

Genuine: No concerns or red flags just based on response style of candidate.

Social Desirability: If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.

Extreme Responding: If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.

Central Tendency: If the middle response (‘neutral’) is selected more than 30% of the time.

Careless Responding: If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).


Cautiously Recommended


Attention to Details: Is able to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.

Areas of Development

Analytical Ability: Needs to be able to reason and provide systematic solution to a given problem. Also needs to be able to evaluate different alternatives to the problem in a step by step manner to select the best solution.

Verbal Ability: Needs to be able to use a right word at the right time and carefully formulate sentences. Also needs to be able to communicate and express his/her thoughts effectively.

Business Orientation: Should try to look for more opportunities to gain more knowledge and keep oneself updated about global trends that may impact the organization.

Evaluation of Behavioral Competencies
Managing Work
Values shown in above chart are sten scores
Low Moderate High
Planning and Execution: Moderate

Somewhat likely to be organized and systematic in one's work in order to successfully accomplish work objectives. Somewhat likely to have the ability to prioritize tasks, and may occasionally plan with a realistic sense of time and resources. Moderately likely to establish a course of action for oneself to ensure that work is completed efficiently, and may at times be able to consider the impact of one's work on others. May at times be able to smoothly execute one's plan of action and ensure that required resources are available to carry out tasks efficiently.

Result Orientation: Moderate

Moderately likely to be intrinsically motivated to complete one's tasks effectively and may at times be able to work on the given task wholeheartedly. May occasionally look for opportunities to gain new information and knowledge which may be required to perform tasks at work efficiently. Moderately likely to take ownership for accomplishing one's targets within set timelines.

Business Orientation: Moderate

Somewhat likely to demonstrate an interest in understanding the business, the market and the industry. Moderately likely to keep a track of new developments, entrants and products in the market. May at times look for opportunities to keep oneself updated about other industry trends that may impact the organization. Somewhat likely to scan the market conditions, economic environment and competitive landscapes to align one's business goals accordingly. Moderately likely to have an understanding of competitors in the market and therefore may be somewhat able to acknowledge what makes the organization unique.

Process Orientation: Moderate

Moderately likely to adhere to the rules and regulations placed by the organization carefully and may occasionally follow instructions and directions in order to complete the assigned tasks effectively. Somewhat likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Moderately likely to adhere to standard operating procedures in the workplace to ensure consistent and quality work.

Managing People
Values shown in above chart are sten scores
Low Moderate High
Negotiation and Influence: Moderate

May at times be able to identify and utilize the factors that might influence others to take a particular action. May occasionally be able to work towards a win-win solution for all parties involved. Moderately likely to leverage one's position to make the outcomes favorable to oneself, one's team and the organization. May be somewhat able to convince others of one's thoughts and viewpoints by answering questions effectively.

Collaboration: Moderate

Somewhat likely to be a good team player and may at times be able to maintain harmonious and cooperative relationships with team members. Moderately likely to work collaboratively with others, with a positive approach towards achieving common goals. Somewhat likely to coordinate with relevant teams and departments to ensure smooth completion of tasks. May occasionally offer help to others without being asked to do so.

Networking: Moderate

Moderately likely to come across as a warm and friendly person and may be somewhat interested in socializing and building relationships to develop work opportunities. Somewhat likely to gather information and resources from internal and external sources to ensure that tasks are completed efficiently. May be somewhat approachable and maintain contact with immediate stakeholders on a regular basis.

Service Orientation: Moderate

May at times be able to accurately understand and promptly deliver on a customer's needs and expectations. Somewhat likely to ensure that no errors are made while delivering on customer requests. Moderately likely to be able to provide quality service to customers, and deal with their queries, requests and complaints in an efficient manner. Somewhat likely to focus on continuously providing excellent customer support.

Managing Self
Values shown in above chart are sten scores
Low Moderate High
Creativity: Moderate

Moderately likely to be innovative and may at times be able to utilize resources creatively to identify novel solutions in the workplace. Somewhat likely to be high on imagination and originality, occasionally adding new dimensions to one's work. Moderately likely to find better ways of doing tasks so as to improve work processes. May occasionally develop new and improved methods, systems and products that would enhance efficiency of one's work.

Taking Initiatives: Moderate

Moderately likely to initiate tasks without being asked to and work above and beyond the expectations of a job. May occasionally seek out opportunities to take up additional responsibilities at work, and may occasionally look for areas where one can contribute actively. May at times demonstrate eagerness to work on new tasks and tasks that others do not want to take up.

Evaluation of Cognitive Competencies
Values shown in above chart are sten scores
Low Moderate High
Attention to Details: High

Most likely to notice everything that might be of importance, at any point of time. May be able to capture every minute detail and present the work in a clear, complete, precise and easy to understand language. May be very attentive, focused and excellent at giving desired results and in maintaining great quality.

Analytical Ability: Low

Unlikely to integrate issues and factors onto a conceptual framework. May not have the ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. May not be able to analyze or perceive a given information from different perspectives.

Verbal Ability: Low

Unlikely to have a good vocabulary. May be very poor at proper usage of grammar and punctuation. May face problems in understanding word meanings, word relationships and also in interpreting detailed information.

Test Log