Cruise Crew Assessment to Evaluate Candidates' Personality Traits and Attributes
Cruise crew assessment helps hire the right talent by assessig a candidate's competencies against the set of skills needed for the said role. It helps hire those professionals who are the right fit for the job and possess all the qualities employers desire.
Ready to Use
Psychometric,Aptitude
0-2 years
Moderate
50 Minutes
110 Questions
Cruise Staff, Crew Members, Cruise Attendants
English Global, English India
Inside This Assessment
Cruise Crew is an essential and crucial part of the ship. It is challenging to identify skilled cruise crew professionals who work well to serve others. That is where Mercer| Mettl's cruise crew assessment comes in handy.
SKILL LIBRARY
Cruise Crew Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Crew Coordination Skills
Customer Service Orientation
Safety Management
Competencies:
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 execute and manage task in one's order to priority.
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure safety, compliance and efficiency in the workplace.
Demonstrating an ability to harmonize between people or groups so that they work together properly and efficiently.
Competencies:
Demonstrating an ability to ensure customer requirements are fulfilled in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationships.
Demonstrating an ability to listen, understand, interpret and convey information clearly and timely, during both normal and emergency situations. (with both customers and other crew members).
Demonstrating an ability to be friendly and available for customers and team member to understand their concerns.
Demonstrating an ability to immediately work towards the concerns and requirements of the customer effectively.
Competencies:
Demonstrating an ability to manage one and others in emergency situation by being calm and composed.
Demonstrating an ability to coach and guide customers ensure safety by pioneering standard procedures.
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the 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.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
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.
3. Will your assessment score candidates who are applying for jobs appropriately?
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.
4. Can you map an organization's competency framework to your assessments?
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. How do we determine the thresholds for the proficiency levels for a norm group?
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.
6. 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.
7. 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.
