The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
Yes, we can do so selectively. Please write to us for such a request and we would be glad to assist.
We can do so selectively. Please write to us for such a request and we would be glad to assist.
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.
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.
The candidates are evaluated on critical competencies and skills required for a job role. Scores on these competencies/ skills are looked in combination to determine if the candidates are recommended for the role.
Since all the questions are fresh creations, it is highly unlikely that a candidate will be able to find the questions or solutions on the internet. We also have browsing tolerance feature enabled wherein we can figure out how many times a candidate has changed or swapped the webpage/test window while taking the test.
The data obtained across industries and verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken to ensure that the newly added data gets incorporated periodically while preparing the reports.
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.
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.
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, behavioural interviews, etc.) please reach out to us and our consultants would be happy to assist you.
Yes, we can do so selectively. Please write to us for such a request and we would be glad to work out a solution for you.
We have done so in the past on a client-to-client basis. Please write to us for such a request and we would be glad to work out a solution for you.
The scores of a candidate for different competencies sought are mapped with the benchmark scores and detailed analysis is provided on how the candidate’s performance for a particular competency. Weighted average for score in each competency is used to recommend candidates for given skills set and/ or job roles.