Psychometric Tests and Evaluation | Best Psychometric Assessment Test for Recruitment

Psychometric Tests: Look Beyond The Obvious - Hire The Best Fit

The Best Psychometric Tests For Recruitment and L&D- Find Your Ideal Candidate


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What are Psychometric Tests?

Psychometric tests are assessment tools used to objectively measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a persons abilities and personality to a suitable career or role.

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Critical-Thinking

Explore Our Complete Guide to Make the Most of Psychometric Assessment Tools

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The Top Psychometric Assessment Tools Used in Hiring and Employee Development

Make Better Hiring Decisions Using the Four Types of Psychometric Assessment Tools

Psychometric

Choose from the Many Types of Psychometric Tests Available in Our Skills Assessment Library or Get Them Customized to Your Requirements

The Top 6 Psychometric Tests Used in Hiring

Our Scientific Psychometric Assessments Come With Industry
Leading Reliability And Validity

Find the Best Fitting Candidates For Your Organization Using Psychometric Tests


Our world-class experts are part of SIOP (Society for Industrial and Organizational Psychology): a premier membership organisation for those practising and teaching I-O psychology.

Our assessments are normed on a sample of 10,000+ respondents across different geographies - India, US, Europe, Latin America, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).

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IMPROVED QUALITY OF HIRES

1.5x

BETTER EMPLOYEE ENGAGEMENT

30%

REDUCED ATTRITION

The first psychometric instruments were designed to measure the concept of intelligence, viewed as a combination of different abilities that mental tests could measure. Psychometrics is also dominated by personality testing, and the most used instruments are the Five-Factor Model (The Big 5), Personality and Preference Inventory, MBTI, etc.

Psychometric tests are used to measure individuals behavioral and mental competencies. Competencies are identified and defined, depending on the job role, following which psychometric tests are administered to assess them. Afterward, they are matched to the role requirement.

Psychometric tests are interpreted as a percentile result, indicating that it is compared to a benchmark set for a specific role. Typically, there is no passing score in psychometric testing.

Likert and Semantic Scale are common answering scales used in psychometric testing.

The validity of psychometric tests is defined as the degree to which the test measures what it claims. Validity is determined by the various data points and insights revealed by the research to focus on the relationship between the test and the personality traits it measures.

A psychometric test can only be reliable if it produces similar results under invariable conditions. A reliable test score is precise and consistent during every test. It can also be recreated on multiple occasions.

A standardized psychometric test is implemented and scored in a standard or consistent manner. Standardization also means that the tests development, evaluation, usage, reporting, conditions of administering, scoring procedures and interpretations are consistent and in line with the set standards.

Psychometric Testing Tools To Help Build Successful Teams

Be on Point for the People Part of Your Business Equation!


Hire-the-right-person

Hire the Right Person

Hire the right cultural fit, with a blend of assessments tuned to find the perfect job fit.

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Develop Employees Holistically

Identify key developmental areas for each employee to create a customised L&D roadmap.

Make-better-leaders

Build Better Leaders

Groom leaders from employees today, to ensure the creation of a solid leadership pipeline for the future.

Get Insights Into Real-Work Behaviors Using Our Behavioral Evaluation Tools


Our Customers Vouch for Our Quality and Service

  • Anson-Mathews-Averda

  • We conducted 20% of our sales hiring before we partnered with Mercer | Mettl, and the rest 80% with Mercer | Mettl’s battery of assessments. 75% of that 80% of candidates hired through Mercer | Mettl’s suite of assessments were precisely the kind of people we were looking for, which further built trust, credibility and validation for Mercer | Mettl’s assessments.

    Sonam Kapur Sinha

    Head HR, Modern Foods

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  • 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%.

    Arpan-Anand

    Arpan Anand

    CHRO, Aditya Infotech Limited (CP PLUS)

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  • 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.

    Farasat-Khan

    Farasat Khan

    Head, Learning and Development, SRL Diagnostics

    DOWNLOAD CASE STUDY  
Behavioral-competencies

Behavioral Competencies At Work

An HR's Handbook To Understanding & Implementing Competency Framework In Organizations

Our Psychometric Tools Come with Industry-leading Reliability and Validity Standards

The Psychometric Assessment Tools are based on Validated Scientific Theories and Practices

Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories

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The Big Five Theory

A hierarchical organization of personality traits in terms of basic dimensions: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience.

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Iceberg Model

Model for competencies that talks about the easy, limited information of education, experience, skills, and gut feel in combination with essence of person, motivations, thinking & cultural fit.

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Watson Glaser

A Critical Thinking Test designed to assess an individual's ability to digest & understand situations and information.

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Raven's Progressive Matrices

A test used to measure abstract reasoning and regarded as a non-verbal mate of fluid intelligence.


Following Best Practice Guidelines

Our team members are part of SIOP (Society for Industrial and Organizational Psychology)- a premier membership organisation for those practising and teaching I-O psychology.

TEAM MEMBERS PART OF
siop
IN ACCORDANCE WITH
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TEST DESIGN GUIDELINES BY
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association
association

Norming

Normed on a sample of 10000+ respondents across different geographies - India, US, Europe, LAT-Am, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).

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Our Customers Vouch For The Efficacy Of Our Product


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