Finding the right personality testing tool can be daunting, as a flawed one can lead to wrong hiring. However, once you find a decent one, such as the Mercer Mettl, certain things might not fit your organization.
Whether it be the pricing or the tests that come with Mercer Mettl, there is no harm in searching for an alternative. However, there are certain factors that you need to look for when searching for Mercer Mettl alternatives.
In this blog, we are going to look at the essential factors when finding an alternative to Mettl. This guide should help you find the exact personality testing tool you are looking for in your organization. Let’s get started.
How to Choose the Right Mettl Alternative for Your Organization
Here, we will discuss the vital factors to look out for when choosing a Mercer Mettle alternative.
Understand the Assessment Types Available
The first important aspect of choosing a testing tool is understanding the types of assessment available. Generally, there are two types of tests. One tests the skills and competency, while the other tests cognitive and personality.
Once you understand the differences between these two, you can comfortably look for alternatives to Mettl.
Assess Your Hiring Needs
The most critical aspect of choosing a Mettl replacement is assessing your hiring needs. In your head, the first question should be, why do I need this assessment tool? To assess technical skills, cognitive abilities, soft skills, or a combination of these.
Not all assessment test providers come with or excel in all the available assessments. Thus, finding the ones that meet your hiring requirements is essential.
For roles that require advanced technical skills, one should look for providers that ensure a wide range of tests. On the other hand, look for providers that prioritize behavioral and soft skills if the job role prioritizes personality and team fit.
Consider the Candidate’s Experience
Despite popular belief, being the one who gives jobs is not a sign of superiority. If a candidate’s experience is hampered within the hiring process, your organization’s reputation may be at risk. Word gets out quickly, and before you know it, no one will be applying for a position at your organization.
Thus, ensuring a streamlined and user-friendly interface for candidates is every organization’s responsibility. Platforms like TestGorilla and Vervoe, for instance, offer accessible, mobile-friendly assessments.
Similarly, look for tools that allow you to customize assessments, branding (white label), and communication with candidates. This creates a more personalized experience that reflects your company positively.
Ensure Reporting and Insights Features
In-depth analytics and reporting features can help you make informed hiring decisions by presenting data in a way that’s easy to interpret. Otherwise, you will be stuck for hours with confusing features and won’t get any insights about the candidate.
On the other hand, actionable insights are equally crucial for the company’s HR team. This comes in vital scenarios where companies need to reposition the existing team and place future candidates in the proper roles.
Integration Capabilities
There are two types of integration you need to be aware of: ATS integration and HR Tech integration. ATS integration is applicable for those companies that use an Applicant Tracking System (ATS). So always check that your chosen platform integrates smoothly with it. This is crucial for managing candidate data.
HR Tech integration refers to the integration of HR software, such as payroll or onboarding systems, with the test provider. This will make your job a whole lot easier as all the information will be automatically transferred instead of spending countless hours manually entering it.
Look for Scalability and Support
If you have a plan to grow, which every company has, or have high-volume hiring, scalability and support are everything. Otherwise, your company will grow with the same system, which will result in a bottleneck. This will pull back all the growth your company has done.
On the other hand, minor issues in software testing are not uncommon. So, if you are a company new to employee testing platforms, the extended support will help you a ton.
Review Pros and Cons of Alternatives
Looking for reviews for anything is a good heads-up to what you are going to get. Similarly, these employee testing tools can always be looked up online for reviews along with their pros and cons, which is a game-changer.
Find out which tools you like, look for their reviews along with the pros and cons, and then weigh them according to your needs. That’s the simplest way to choose the right assessment testing tool for your company.
Test With A Few Candidates Or Inhouse Members
Similar to Mettl, almost every company will provide you with a demo that you can use for a short period or for a few candidates. We would encourage you to take those trails and utilize them like real tests to see how well they fit for your company.
The next step for you as an organization is to collect feedback from both your hiring team and candidates about their experience with the tool. This can highlight any potential issues or confirm that the tool aligns with your expectations.
FAQ
Let’s check out some commonly asked questions regarding choosing the right Mettl alternative.
How long does it take to set up a new assessment tool?
Setup time differs from tool to tool. Some of the tools offer quick, out-of-the-box setups, while others require a few days. In general customizable ones generally take more time.
Is candidate data secure with assessment tools?
Yes, most assessment tools are aware of data security. However, you should always double-check with the provider to confirm.
Can assessments be customized for my company?
Yes, they are. However, not all companies that provide assessment tests are customizable. So, if you require customized tests, make sure they provide that.
Do assessment tools help reduce hiring bias?
Yes, research shows that these tests reduce hiring bias by a ton. However, they shouldn’t be the only thing based on how a candidate is hired.
Conclusion
Understanding your specific needs and objectives when hiring is key to choosing an alternative to Mettl. The notable things to look out for when finding an alternative are assessment types, candidate experience, reporting features, integration capabilities, and scalability.
Remember, testing a few candidates or your team members using the trial versions may bring great value forward before you commit to it. Similarly, finding reviews and knowing the pros and cons of a tool is invaluable.
