Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
The Mettl Personality Inventory (MPI) is an innovative, data-backed personality assessment that evaluates critical work-relevant personality traits.
‘Know Thyself’ is the key to professional growth and personal development. Capturing this spirit, the Mettl Personality Inventory (MPI) has been designed to measure the person’s strengths and growth opportunities, and understand how his/her behavior influences himself/herself and others. And it’s easy to get a better understanding of personality traits and how to deal with them effectively.
The MPI measures the work-relevant bright side of the personality traits. Mettl scientists went beyond the well-established model of the broad “Big Five” personality factors and developed 26 ‘scales’ or narrower facet-like constructs, which form the building blocks of our assessments. These scales span a wide domain of personality and are mapped to companies’ or job roles’ specific performance models or behavioral competencies to obtain the optimal prediction of job success.
Ideally, the MPI should be administered to job applicants who have passed a few minimum qualifications for the job. The assessment results can serve as an important piece in the jigsaw puzzle of the hiring decision – but not the only determinant.
The MPI is best used as part of a systematic selection process, along with other scientifically developed and job-relevant predictors of future success.
Learning Agility Assessment to better evaluate the capacity to learn new things in the employees
Employee Retention Assessment- to fast-track high potential to retain them
The Mettl Personality Profiler (MPP) is an innovative, evidence-based assessment that measures the relevant personality traits required for critical work. It helps predict behavioral competencies, which, in turn, lead to organizational outcomes of interest. It is designed to help employers gain access to otherwise hidden information about a job applicant or an employee, which is critical in influencing her/his behavior at work. Key highlights and functionality remain inalienable like the MPI with adaptability outside the Mettl Competency Framework.
MPI and MPP are almost the same at the front-end with somewhat similar applications. The basic difference lies in the scaling technique used in their development; Likert in MPI, whereas Semantic in MPP. The usage of a Semantic scale, the bipolar scaling method takes into consideration a candidate’s ability to think and any significant change in his/her response style.
Therefore, MPP is made for white-collar workers. The major reason being, it gets a tad easier for some smart people to generate fake responses based on MPI.
The MPP is based on the well-established “Big Five” model of personality traits and the corresponding facets aligned to the bright side of human personality. The MPP uses the semantic differential item format to reduce the problem of respondents ‘faking good’ and thereby improve the assessment usefulness.
The FFM specifies that people can be described based on their standing on these five broad personality traits: extraversion (outgoing/energetic vs. solitary/reserved), openness to experience (inventive/curious vs. consistent/cautious), emotional stability (secure/confident vs. sensitive/nervous), agreeableness (friendly/compassionate vs. cold/unkind), and conscientiousness (efficient/organized vs. easy-going/careless).
The MPP, when used with large numbers of job applicants, in recommended ways, will yield a better-quality workforce over time.
Learning Style Test to understand the current proficiency level of an employee; training and developing them effectively
Leadership Assessments to have a healthy pipeline of future leaders
Employee Retention Tests – to retain the potential employees
With an increase in work pressure and subsiding patience, workplaces nowadays strive to create an ideal environment for employees. However, vulnerable dark traits can also get triggered in such an environment, which tends to threaten the security of employees, clients, and the overall work culture. Mettl has created a dark personality inventory that contains six dark traits, aiming to measure negative personality constructs in potential hires and existing employees as well.
After extensive research, we divided the human personality into six traits, based on which MDPI has been built. We’ve already discussed those traits in the above sections, which include opportunism, self-obsession, insensitivity, temperamental, impulsiveness, and thrill-seeking.
We studied several factors responsible for triggering dark traits and segregated the industries and job roles into three categories in decreasing order of risk:
Knowing yourself is the beginning of all wisdom. Find Mettl Dark Personality Inventory and other related tests to discover your dark and bright side.
Workplace culture assessments- to ensure no danger to the work culture.
School safety assessments- to assure a safe place for customers and employees.
Just like a smooth and intense motor is vital for the continuous working of a car, a motivated and finely tuned workforce is imperative to operate the business smoothly and adequately. Mettl Motivation Inventory is a comprehensive test of motivation that gives a precise understanding of what drives and motivates a person to perform effectively and excel at work.
The more motivated a workforce is, the greater is the organization’s potential for success. Typically, it measures eight key motivators under three major needs listed below.
This talks about the elements that aim to meet the needs of one’s current situation and the predicted future. The key motivators pertaining to this are:
This refers to the part of a person’s identity, which equates to the social and external esteem needs. This covers the following three motivators:
Recognition Affiliation Competition
It is self-explanatory and alludes to the individual’s internal expectations and desires constituting what they will obtain from their work. The key motivators here are:
Power Advancement Achievement
The Mettl Motivation Inventory’s in-depth insights and range of business-relevant reports are considered suitable in the selection of graduate, professional, and management positions.
Employee Retention Test to explore the motivators needed to retain the potential employees
Employee Engagement Assessment to uncover the factors driving a healthy engagement at the workplace
Exit Interview Assessment to discover the elements badly needed at the workplace to motivate employees
Psychometric tests provided by Mercer | Mettl allows recruiters and companies to make well-informed decisions of recruitment, training, and promotion of both candidates and employees. The extensive library of tests and simulators can help you create your customized assessments to evaluate the underlying abilities and current skills of the shortlisted candidate. Explore a wide range of psychometric, cognitive, role-centric and technical assessments to onboard the right people.
Originally published December 4 2019, Updated June 16 2020
Abhilash works with the Content Marketing team of Mercer|Mettl. He has been contributing his bit to the world of online business for some years now. Abhilash is experienced in content marketing, along with SEO. He’s fond of writing useful posts, helping people, traveling, and savoring delicacies.