Hire the best HR Executive for your organization!
HR psychometric test helps assess and hire candidates for HR profiles. Use these psychometric tools in HR recruitment for a better talent management strategy that ensures a future-ready team that is adept at people management, hiring and other HR functions.
Ready to Use
Psychometric,Aptitude
0-1 years
Moderate
40 Minutes
116 Questions
HR Executive, OD Executive, HR Consultant Freshers
English Global, English India, Spanish
Inside This Assessment
Mercer | Mettl’s HR psychometric test is developed by experienced psychometricians and subject matter experts to help analyze the key skills necessary to succeed in the role of a Human Resource personnel.
SKILL LIBRARY
The human resources (HR) department is people-focused, responsible for providing employees with a fair and structured environment. This assessment for HR Executives evaluates the psychometric competencies required for successful HR professionals.
HR Executives Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Cognitive-Ability
Managing Work
Managing People
Competencies:
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.
Demonstrating thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.
Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
Demonstrating the ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Competencies:
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.
Demonstrating an ability to consider the short and long term implications of one's actions and decisions on the organization.
Demonstrating an ability to communicate the need and the rationale for change and ensuring that all stakeholders are comfortable with it.
Demonstrating an ability to set high standards for quality results and display strong will to consistently achieve extraordinary goals.
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.
Competencies:
Demonstrating an ability to put across one's thoughts and ideas clearly and succinctly using appropriate forms of communication.
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.
Demonstrating an ability to ensure excellent service to internal as well as external members and constantly raising the bar of the service experience that they enjoy.
Demonstrating an ability to effectively convince and compromise with others to achieve end results.
Demonstrating an ability to develop cooperation while working in a group, working toward solutions which generally benefit everybody involved.
Customize This Test
Flexible customization options to suit your needs
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. 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:
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.
2. 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.
3. 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.
4. 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.
5. 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.
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?
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.