The British Psychological Society (BPS) has successfully completed a comprehensive review of the Mercer | Mettl Personality Map (MPM), a flagship product for offering valuable insights into the personality traits of candidates and employees.
It has been granted registration as a psychological test by the British Psychological Society, Psychological Testing Centre. According to the reviewers, MPM received adequate to good rating for its rationale, development, standardization, norms, reliability, validity and reports.
The BPS certification underlines MPM’s comprehensive evaluation, meticulous information, and customized solutions for every business. The test is trusted by leading Fortune 500 companies from 100 countries.
Founded in 1901, The British Psychological Society (BPS) is one of the world’s oldest and most respected professional bodies for psychologists. BPS promotes excellence in research, education, and practice by evaluating and providing certification for psychological assessments. This rigorous evaluation examines the assessment’s reliability, validity, and fairness. Once an assessment is certified by the BPS, it is considered a reliable and valid measure of the psychological construct it is designed to measure. As a leading voice in psychology, BPS ensures that the assessments meet the highest scientific validity and reliability standards.
The Mercer | Mettl Personality Map (MPM) is a comprehensive assessment to map an individual’s personality across 175 items representing 28 critical personality and behavioral traits classified into four factors: self, people, goal, and lead. These are diverse work-related characteristics combined to evaluate an individual’s workplace efficiency. Every characteristic is mapped to job positions and specific models to optimally predict employees’ or candidates’ behavior for job success.
It is a test of “normal personality” which can help employers with hiring and developmental interventions, rather than clinical or psychopathological aspects of behavior. Its main aim is to be occupationally relevant and comprehensive, and its development is based on a review of personality literature and research and industry analysis on relevant personality traits and dispositions. The questionnaire tries to move away from the Big Five model of personality and develop a new theoretical understanding of personality through the integration of new theoretical models and information from personnel psychology. MPM is aimed at employers assessing applicants for a wide range of professional jobs, including individual contributor positions, and low to upper-level management jobs across industries, occupations and education levels. It is appropriate for people of all genders and ages who have a reading level of no less than 8th or 9th grade (12–13-year-olds).
Ideally, MPM can be employed in various stages of the employee life cycle to gauge their efficiency in varied phases of employment. The stages include:
The test can be utilized during candidate screening or in hiring drives to evaluate competencies, such as adaptability, strategic thinking, leadership qualities, teamwork, critical thinking, and ethical propensity. MPM evaluates candidates beyond the conventional parameters and analyses their behaviors and preferences in-depth. It helps businesses find the optimum talent for job positions, which leads to higher productivity, better job satisfaction, and retention rates.
After hiring, MPM assesses employees’ personality traits and competencies that may help with professional growth and technology adoption. This includes identifying areas where employees may need additional support or training to develop their skills, leading to an engaged and productive workforce.
The test allows employees to understand their potential in a different position, for a project, or a specific use case. Also, businesses can identify employees who have the potential to take on leadership roles and drive innovation. Once high-potential employees are identified, organizations can provide necessary training and development opportunities to help them reach their full potential.
Personality mapping tests identify successors for critical leadership positions. Understanding their behavior, traits, and motivations allows for aligning the organization’s succession plan. By using MPM to identify potential successors, businesses can create a talent pipeline that ensures the continuity of leadership, leading to better succession planning, higher retention rates, and increased productivity.
Mercer | Mettl Personality Map can additionally be utilized to gain insights on understanding people and aligning them in the right roles. For instance, Mercer | Mettl’s latest report on MPM data helps businesses evaluate a multi-generational workforce’s requirements, work behavior, and preferences.
Mercer | Mettl Personality helps businesses analyze key personality and behavioral traits for critical roles and job positions, such as leadership, teamwork, and adaptability. The test assesses individuals on a 28-facet model divided into four factors, discussed below:
It refers to the tendency to positively approach challenges and display strong character in the workplace. It includes traits like growth mindset, dynamism, ethics, positivity, self-efficacy, openness to change, and resilience.
It includes collaboration, understanding, and interaction with peers in a way most suitable for them. It includes traits like altruism, active listening, empathy, sociability, openness to diversity, cooperation, and trust.
It refers to planning, striving, and achieving dedicated business and personal goals. It includes traits like rule adherence, persistence, planning, achievement striving, and analytical mindset.
It includes the propensity to take charge, move forward, and own products and tasks in the workplace. It includes traits like proactivity, assertiveness, influence, independence, intellectual mindset, modesty, risk tendency, and ownership.
MPM was evaluated against the technical criteria established by the European Standing Committee on Tests and Testing of the European Federation of Psychologists Association (EFPA). The British Psychological Society certified that MPM met the minimum psychometric requirements for use as a psychological test. BPS certification for the Mercer | Mettl Personality Map validates its credibility and inventory relevance, affirming excellence and quality in psychometric evaluation. According to BPS, MPM is suitable for use with work and occupational population, by test users who meet the distributor’s specific qualification requirements (at least EFPA User Qualification Level 2). MPM provides sufficient empirical data to support its use, and several validity and reliability studies have been described.
The Mettl Personality Map (MPM) is a robust assessment that helps businesses optimize their talent management strategies. This comprehensive assessment maps the candidate’s personality across numerous personality and behavioral traits, allowing organizations to evaluate their employees’ workplace efficiency. By incorporating MPM, businesses can create a more agile and adaptable workforce better equipped to meet the demands of an ever-changing business landscape. With MPM on its side, businesses can elevate their people and take a step forward towards achieving success.
Originally published March 11 2024, Updated March 11 2024
Dr Chhavi Mittal Goyal is a Principal Research Analyst with Mercer | Mettl. She has a passion for uncovering valuable insights from personnel research. With a solid background in psychometrics, Dr Goyal leverages expertise in Classical Test Theory and Item Response Theory to drive impactful research outcomes. Known for her meticulous attention to detail and analytical acumen, Chhavi thrives in dynamic research environments, collaborating with cross-functional teams to deliver actionable recommendations. Outside of work, she is a full time mom and an avid traveler.
Personality assessments are a method of identifying candidates whose characteristics match the role and organization’s requirements. Personality assessments help HRs make effective people decisions by placing people in positions suited to their disposition.
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