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We offer a selection of psychometric tests sourced from METTL – one of the largest and fastest growing online talent measurement solution providers assisting over 1500 global companies across 80+ countries. Our selection of METTL Tests is aimed at enabling our corporate clients to assess their invaluable human capital across the entire employee lifecycle.

Employee Motivation Inventory

A comprehensive test of motivation, which gives an understanding of what drives and motivates a person to effectively perform and excel at work.

What it measures?

8 key motivators under 3 major needs-

  1. Sustainability needs (money, security),
  2. Relatedness needs (recognition, affiliation, competition), and
  3. Growth needs (power, advancement, achievement)
  1. A 10 minute quick measure of the motivators for the individual
  2. Identifies the best-fit applicant for a given role, based on his/her motivation level
  3. Helps understand the link between individual motivation and employee engagement
  4. Identifies and manages an individual's strongest motivators
  5. Improves employee motivation and engagement
  6. Redeploys talent across the business based on the strongest motivators
  7. Creates winning project teams
Across the employee lifecycle
  1. Selection of graduate, professional and management positions
  2. Onboarding and deployment of new employees
  3. Training and development
  4. Team building
  5. Employee progression
Test description

The test consists of 16 items that are a mixture of statements with a 5 point Likert scale that assess 3 major needs as identified by Alderfer's ERG Theory, that drive an individual's motivation at work.

Sustainability needs
  1. Money and Incentives
  2. Security and Stability
Relatedness needs
  1. Recognition and Appreciation
  2. Affiliation and Social Contact
  3. Competition and Challenge
Growth needs
  1. Power
  2. Advancement
  3. Achievement

Leadership Potential

A test designed to help in identifying a leader’s strengths to develop breakthrough leadership in the organization by mapping it to four critical leadership functions.

What it measures?

Potential for excelling in leadership roles through four critical leadership attributes

  1. Leading change
  2. Leading people
  3. Result orientation
  4. Building coalition

These are further mapped to 19 competencies


Recommended for middle and senior management – All CXO levels, General Managers and Senior Managers. Also recommended for Mid Level Managers identified for senior level advancement.

Test description:
  1. The test consists of 3 sections and a total of 129 questions which can be completed in 70 minutes
  2. Section1: Critical Thinking-behavioral competencies required for leadership roles
  3. Section2: Personality Profiler based on Big 5 Model
  4. Section3: Abstract Reasoning-ability to identify patterns, lateral thinking and clarity of thought to recognize underlying logic and arrive at solutions

Managerial Potential

This test will help in profiling an employee’s behavioral skills and measure his/her’s managerial acumen.

What it measures?
  1. Organizational acumen
  2. Collaboration skills
  3. People management skills
  4. Management of work

Recommended for use as a screening tool to hire for managerial positions and also as an assessment tool for promoting employees to managerial positions.

Test description

The test consists of 3 sections and a total of 114 questions which can be completed in 60 minutes

  1. Section 1: Personality Profiler
  2. Section 2: Critical Thinking
  3. Section 3: Customer Focus

With a competency based approach to measuring managerial potential, this assessment measures five major competencies critical to managerial effectiveness in an organization:

  1. Organizational acumen: corporate governance, change management
  2. Collaboration: partnering, teamwork
  3. Leadership skills: accountability, integrity
  4. People management: understanding diversity, coaching and mentoring, conflict management
  5. Management of work:planning and organizing, problem solving and decision making, service orientation/customer focus.

Personality Profiler

This test measures the individual’s likelihood to behave in a certain manner in job related situations and the behavioral patterns he/she will display at the workplace.

What it measures?

Personality type in terms of the Big Five traits – extraversion, openness to experience, emotional stability, agreeableness and conscientiousness.


Recommended for use as a key input for HR decisions such as team configuration, filtration tool for recruitment, corporate culture, succession planning, etc. The “Big Five” personality traits have shown to predict important job-related outcomes such as job performance, a person’s potential for burnout, their trainability and subsequent job satisfaction.

Test description:

The test has 86 questions and can be completed in 25 minutes. It is based broadly on the Five Factor Model and further includes 26 facet like constructs which increase its accuracy and can be mapped to specific job role performance models or behavioral competencies. The broad Big Five traits are:

  1. Extraversion (outgoing/energetic vs. solitary/reserved),
  2. Openness to experience (inventive/curious vs. consistent/cautious),
  3. Emotional stability (secure/confident vs. sensitive/nervous),
  4. Agreeableness (friendly/compassionate vs. cold/unkind), and
  5. Conscientiousness (efficient/organized vs. easy-going/careless)

Cognitive Abilities Test

This test is designed to measure a person’s problem solving and decision making skills in the work environment. It indicates probable on the job behaviors related to judgment and decision making.

What it measures?
  1. Abstract reasoning ability
  2. Critical thinking ability

Recommended for use to identify high potential in jobs that require high level of problem solving and decision making skills. Can also be used for hiring, succession planning and training needs identification.

  1. Management/Graduates/Undergraduate trainees
  2. Experienced professionals across industries
  3. Roles for which "strategic thinking" and "decision making" are "must have" traits
Test description:

The test consist of 43 items and requires 40 minutes.

It covers
  1. Abstract reasoning: A non verbal test of strategic thinking and observation skills based on item response theory. It measures a person’s ability to derive a solution to a problem by logically evaluating all inputs, to adapt and lean from novel situations.
  2. Critical thinking: It measures a person’s ability to analyze a situation and derive a logical conclusion over three dimensions- recognition of assumptions, evaluation of arguments and drawing conclusions. It predicts judgment, problem solving and decision making ability.

Employee Retention

This test is designed to evaluate a person’s vulnerability to attrition and to understand how to retain a valuable employee in the organization.

What it measures?

It evaluates a set of 12 sub factors based on Big 5 Personality factors that are critical for retention of high worth employees.


Recommended for use across the organization by HR function to manage employee retention and control attrition. It is validated for different verticals across industries and the norm groups are exhaustive. Validation studies indicate high predictability based on test scores.

Test description:

The test consists of 60 items that are based on the Big 5 personality factors, measured on a 5 point Likert Scale. It measures 12 competencies critical for retention -

  1. Stability
  2. Stress Management
  3. Flexibility
  4. Positive Attitude
  5. Readiness for challenging targets
  6. Ethical behavior
  7. Passion for work
  8. Responsibility/ Accountability
  9. Team Player
  10. Negotiation and Persuasion
  11. Delivering Results, and
  12. Capability to take initiative

Employee Engagement

This is a test designed to help corporate HR and Top Management understand and resolve employee engagement issues scientifically. It reveals where your organization is thriving and where it is struggling so that you may use employee engagement data productively.

What it evaluates?

Mettl employee engagement assessment helps in understanding how employee engagement is affecting key business outcomes through meta-analysis of data.

  1. Predicts key performance outcomes: Mettl employee engagement assessment helps in understanding how employee engagement is affecting key business outcomes through meta-analysis of data.
  2. Saves time: Our online assessment platform is accessible from anywhere, anytime, and provides real-time tics. The exit data is actionable with detailed recommendations for increasing organizational effectiveness.
  3. Instant and secure access: The 24/7 online platform displays numerical findings for all data gathered as well as external benchmarks (if desired). Charting comparisons, filtered data and download capability are also provided periodically as desired.
  4. Comprehensive in scope: The assessment and the report is uniquely designed with extensive quantitative data and can be made available in multiple languages on request.
  5. Robust analytics and periodic reports: Further analysis of trends, themes, demographic causes and organizational causes for turnover are included in periodic reports.
  6. Benchmarking: Responses from external norms as well as internal benchmarks can be provided which allow you to compare your turnover findings against your internal findings periodically.
  7. Customization: Questions and findings can be compiled to meet your specific demographic and organizational reporting needs.
  8. Red Flag Alerts: Our assessments and technology enable monitoring of unethical or illegal activity.
  9. Easy to Use: No expensive software purchases, licensing, training, or long-term contracts to sign.

Recommended for use by Corporate HR and Top Management at organizational level.

Test description:

Employee Engagement Assessment has been designed on a comprehensive 6 factor model. This model is based on a meta-study of key organizational performance criteria. It also measures the stability index of the employee based on one's perception to strive for the organization.

The test consists of 92 (5 point Likert scale) questions across 6 factors or parameters and 18 sub-factors, and the stability index.

  1. Quality of Life: Physical work environment, Work/Life Balance.
  2. Company practices: HR Practices, Performance Management, Diversity, Communication
  3. People: Senior leadership, Managers, Co-workers
  4. Work: Tasks, Processes, Resources, Sense of accomplishment
  5. Opportunities: Career progression, Learning & Development
  6. Rewards: Pay, Benefits, Recognition
  7. Stability Index: Say, stay, Strive

The assessment has been validated for different verticals across industries. The norm groups are exhaustive and the validation studies reflect the high predictability based on the test scores.

Leadership and Strategic Roles

This test is designed to evaluate strategic heads and senior managers on key skills required for leadership roles.

What it evaluates?

Key skills : Reasoning, Critical thinking, Abstract reasoning, Attention to detail, Numerical and Verbal abilities, Data Analysis.


Key job roles the test is useful for:

  1. CXO Level Roles
  2. President
  3. Vice President
  4. Director
Test description:

The test has 3 sections and a total of 60 questions that can be completed in 60 minutes.

It covers
  1. Reasoning ability: Analyze information from different perspectives
  2. Critical thinking: Think out-of-the-box to solve various problems and to assess the effectiveness of the opposing argument to test the validity of the proposition.
  3. Abstract reasoning: Quickly identify patterns and the logical rule underlying those patterns to arrive at solutions.
  4. Attention to detail: Capture every minute detail and present the work in a clear, complete, precise and easy to understand language.
  5. Numerical and Verbal ability: Understand word meanings, word relationships and also interpret detailed information. Perceive and process numbers and related symbols to perform basic arithmetic operations
  6. Data Analysis: Structure observations that are obtained by different data sources.

The assessment has been validated for different verticals across industries. The norm groups are exhaustive and the validation studies reflect the high predictability based on the test scores.