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Behavioral Assessments Are New-Age Digital Tools to Measure Behavioral Competencies in a Simulated Work Environment. These assessments require candidates to demonstrate their Behavioral skills in an activity that resembles an actual organizational situation.
Skills
+
Knowledge
+
Traits
Hire the Right Cultural Fit, with a Blend of Assessments designed to Find the Perfect Job Fit
Identify Gaps for Each Employee to Create a Customized Learning And Development Roadmap
Groom Employees Today, to create a Solid Leadership Pipeline for the Future
To analyze, rate, rank, or select the most effective response in role-specific scenarios
To choose the best possible responses to the issues presented in the mails.
To solve the problems highlighted in a business scenario
To find relevant information, diagnose issues, and recommend actions
To assess the ability to influence, communicate and work in a team
To chart a detailed description of a candidate’s understanding of a given business situation
The candidate enacts a specific role within a business constraint
Help in assessing a candidate’s ability to communicate to a group of people.
Job Levels
Executive Officers (CXO)
Senior Managers/Directors (CXO-1)
Managers/Supervisors (CXO-2)
Non-management/ individual contributor
Online Assessments
Situational Judgment Tests
In-box
Exercises
Case-lets
Sets
Case Study Simulators
Offline Assessments
Group
Discussion
Group
Activities
Behavioral Interviews
Role-
Plays
Job Levels
Online Assessments
Executive Officers (CXO)
Senior Managers/Directors (CXO-1)
Managers/Supervisors (CXO-2)
Non-management/ individual contributor
Job Levels
Offline Assessments
Executive Officers (CXO)
Senior Managers/Directors (CXO-1)
Managers/Supervisors (CXO-2)
Non-management/ individual contributor
Seventy-five percent of the candidates we hired for sales with Mercer | Mettl assessments were precisely the kind of people we sought, which further built trust, credibility and validation for Mercer | Mettl's assessments.
Head HR, Modern Foods
We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client’s problem to seamless integration with our applicant tracking system, Mercer | Mettl’s assessments ticked all the checkboxes in our wishlist and delivered within our timelines. There is no better validation than what we have witnessed - our attrition has reduced by 50%.
CHRO, Aditya Infotech Limited (CP PLUS)
Mercer | Mettl’s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We look forward to our continued partnership with Mercer | Mettl for all our competency-based assessment needs in the future.
Head, Learning and Development, SRL Diagnostics
Strongly Correlates with on the Job Performance
Highly Reliable Results as Assessments Are Based on Realistic Job Scenarios
Customized According to Your Organizational Requirements
An Extensive Array of Content for Each Job Role, Job-Level, and Industry
The assessment was well designed and executed by Mercer | Mettl. The objectives were well explained, especially from the stand-point of self-development. Apart from Cognitive tests, Personality profiler, and judgemental tests, the live exercises were well taken via Roleplay, CB interview, and case study analysis, giving a 360-degree approach. This provides the assessor and the organization a perfect view of the forward-looking developmental plan after the assessment. Keep up the excellent work and we hope to work with Mercer | Mettl again on a larger canvas.
Mercer | Mettl greatly helped in customizing and quantifying our Competency Mapping activity. The online assessment offered us insights on where our employees stood against the identified competencies and helped us identify the best resources across the organization. It also enabled devising Individual Development plans for them. The association with Mercer | Mettl was worth the investment. We hope to remain associated with Mercer | Mettl in the future for more assignments.”
Mercer | Mettl has given wings to my training business by screening candidates effectively and accurately measuring the effectiveness of the training.
Mercer | Mettl is an excellent provider of top quality assessment tools that have added significant value to my work as an HR consultant. The assessment tools are user-friendly, highly reliable, and practical. My clients are happy, so I am delighted too. Besides, I have always received first-class support from its team whenever needed, particularly from Prateek and Komal, if I may name them. We are now working on the process of building a longer-term strategic partnership.
Behavioral assessment tests are new-age digital tools to measure behavioral competencies in a simulated environment. Behavioral assessment tests require candidates to demonstrate their behavioral skills in an activity that resembles an actual organizational situation. They are extensively used in psychology to observe, characterize, explain, and predict behavior. Behavioral assessments are now applied beyond the psychological study. Education and workplace settings widely use behavioral assessments to make critical people decisions.
Behavioral assessments are commonly used for recruitment and development initiatives to measure critical competencies required to perform on the job in an organization. Behavioral assessments require individuals to demonstrate behavioral competencies in one or more activities relevant to their job role and resemble an actual organizational situation. Candidates are presented with a series of realistic work-related scenarios with possible actions to be taken. They have to select either the best option or rank the possible actions based on their effectiveness.
Behavioral tests measure behavioral competencies. Behavioral competencies are a combination of skills, knowledge, and traits in an individual. Behavioral competencies are a job’s components that reflect in behavior and are observable in the workplace. Behavioral competencies often vary across job levels and job roles. Each behavioral competency can be measured through a different combination of behavioral tests, the results of which can help in better workforce planning.
One of the features of behavioral assessments is that they can measure a plethora of behavioral competencies and tendencies. They are created based on specific job functions i.e. they are customized to emulate a specific job’s realities, posing questions that reflect actual workplace situations. Behavioral assessments can be administered via virtual assessment centers, making them highly time and cost-effective, and easily scalable. Behavioral assessments can be easily combined with other tools for a holistic evaluation.
Behavioral assessments help recognize the ‘how’ and ‘what’ behind a behavior, enabling you to hire the right candidates, develop the right employees, and make informed decisions about your organization’s future leaders. Behavioral assessments are outcome-oriented and match an individual’s behavioral tendencies with job demands, leading to better workforce management and organizational planning.
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