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Automate L&D Programs With Virtual Assessment And Development Centers

Our Online And Offline Tools Make Your ACDCs Scalable, Efficient and Suitable For All Roles

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We Offer Blended and Online Solutions, Customized To Your Requirements Of Scale and Role

A mix of virtual and human talent management assessment center to accurately deliver on organizational needs

Blended Assessment & Development Center

A mix of virtual and human talent management assessment center to accurately deliver on organizational needs


Virtual Assessment & Development Center

Virtual Assessment & Development Center

A fully online, location-agnostic tool to quickly and accurately assess your employees

  • Scale

  • Logistics

  • Ease of Management

  • Cost

  • Best suited for

Traditional AC
  • Not Scalable

  • Extreme Logistical Hassle

  • Time Consuming

  • Very Costly

  • Senior Leadership

  • Scale

  • Logistics

  • Ease of Management

  • Cost

  • Best suited for

Blended AC
  • Partially Scalable

  • Limited Logistical Hassle

  • Less time than Traditional AC

  • Medium Cost

  • Leadership, Senior and Mid-Management

  • Scale

  • Logistics

  • Ease of Management

  • Cost

  • Best suited for

Virtual AC
  • Fully Scalable

  • Zero Logistical Hassle

  • Least Time

  • Least Expensive

  • Mid-Management, Junior Management, IC Roles


Mercer | Virtual Assessment and Development Centers (VADCs)

Assessment and Development centers are professional exercises designed to assess an individual's skills, fitment and developmental needs in an organisation. Virtual ADCs automate these physical exercises by using digital tools and means to conduct Assessment and Development centers - for reasons such as high-potential identification, employee development and training needs analysis.

Virtual & Blended Assessment Centres Help You To Identify Future Leaders

Identification of High Potential Employees

Identification of High Potential Employees

High potential employees are 91% more valuable to a business than non-high potential workers*.

Leadership Development

Leadership Development

Companies that invest in employee training enjoy a 24% profit margin compared to companies that don’t*.

Succession Planning

Succession Planning

Unsuccessful role transitions lead to 20% lower employee engagement and 15% lower team performance*.

Upskilling and Reskilling

Upskilling and Reskilling

82% of managers witnessed positive behavior among leaders, after undergoing a leadership development program*.

*Source: Mercer | Mettl Analytics

Flexible Assessment and Development Center Offerings That Meet Your Needs

Group Discussion

Group Discussion

One-to-One Role Play

One-to-One Role Play

Competency Based Interview

Competency Based Interview

Group Activity

Group Activity

Caselets

Caselets

Personality ,[object Object],Tool

Personality
Tool

Cognitive Abilities Test

Cognitive Abilities Test

Situation Judgement Test

Situation Judgement Test

Case Study ,[object Object],Simulator

Case Study
Simulator

Inbox ,[object Object],Exercise

Inbox
Exercise

Domain Skills Test

Domain Skills Test

Case Study Presentation

Case Study Presentation

Group Discussion

Group Discussion

One-to-One Role Play

One-to-One Role Play

Competency Based Interview

Competency Based Interview

Group Activity

Group Activity

Caselets

Caselets

Personality ,[object Object],Tool

Personality
Tool

Cognitive Abilities Test

Cognitive Abilities Test

Situation Judgement Test

Situation Judgement Test

Case Study ,[object Object],Simulator

Case Study
Simulator

Inbox ,[object Object],Exercise

Inbox
Exercise

Personality
Tool
Cognitive Abilities Test
Situation Judgement Test
Case Study
Simulator
Inbox
Exercise
Domain Skills Test
Case Study Presentation
Group Discussion
One-to-One Role Play
Competency Based Interview
Group Activity
Caselets
Illustration

Get the Ultimate Guide to Assessment And Development Center

Our Virtual Assessment & Development Center Cater to All Your Business Needs

1

Sensing

  • Job description study
  • Focused group discussions
  • Visionary interviews
2

Creation &
Customization

  • Personality Tools
  • Behaviour Tools
  • Cognitive Tools
  • Domain MCQs
  • Simulators
3

Administration & Management

  • Choose from our question bank
  • Create new Questions
  • Select Qs difficulty level
4

Offline Activities
(In Case of blended)

  • Section order & timing
  • Registration fields
  • Anti-cheating controls
5

Report Generation & Customization

  • Recommendation logic
  • Global or Org Benchmarks
  • Strengths & weakness
  • Interview guides/IDPs
Mercer | Mettl Tools
CompetenciesMettl Personality ProfilerMettl Test of Cognitive AbilitiesCase Study
Simulator
Situational Judgement
Test
Inbox
Adaptability
Effective Team Leadership
Building People Capability
Strategic Vision
Driving Change
Analytical Problem Solving

Why Do You Need Virtual Assessment Centers?

Scalable

Scalable

Conduct online exercises for a large number of employees simultaneously, without hampering the quality of the engagement

Time & Cost-Efficient

Time & Cost-Efficient

Experience a virtual environment at a fraction of the cost required for physical assessment centers

Enhanced Participant Experience

Enhanced Participant Experience

We reduce logistical hassles through our online solutions with a seamless user experience

Ease of Data & Results

Ease of Data & Results

Online assessment centers facilitate standardization of assessments, easy benchmarking, and culling of results

Why Mercer | Mettl Is The Best Fit For Your HR Assessment & Development Center Requirements

Insightful Individual Development Plans

Insightful Individual Development Plans

Build development plans that exhibit employees’ strengths and weaknesses

Real-time, Auto-generated Results

Real-time, Auto-generated Results

Question and Section-wise reports for efficient decision-making

Expert Consultation

Expert Consultation

We help you set-up and guide you throughout the process

Our Customers Vouch For The Efficacy Of Our Product

Anson Mathews
Sonal Kapur Sinha
Arpan Anand

The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete

...read more

Anson Mathews

Anson Mathews

Organization Development Manager, Averda

Download Case Study

The validity of Mercer | Mettl's assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.

...read more

Sonal Kapur Sinha

Sonal Kapur Sinha

CHRO, Modern Foods

Download Case Study

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 as

...read more

Arpan Anand

Arpan Anand

CHRO, Aditya Infotech Limited (CP PLUS)

Download Case Study


Frequently Asked Questions(FAQs)

An assessment center is a human resource management tool to holistically assess an individual's competencies with the help of various exercises, such as case study simulators, presentations, personality tools, role plays, etc. Assessment centers are used to assess candidates at scale in a hiring drive, or current employees for critical organizational decisions.

A development center is used for organizational planning initiatives, such as identifying training needs, high potential employees, future leaders, etc. While an assessment center is often used during hiring and selection, a development center is used to find and cultivate development opportunities for better organizational decisions.

Virtual assessment centers work as a simulation of real-life workplace situations designed to evaluate participants' skills and behaviors in a controlled environment through a combination of digital tools, to make crucial decisions about hiring, developing and identifying organizational talent.

Some of the tools used in virtual assessment center are:

  • Situational judgment tests to assess a person's judgment to hypothetical and challenging situational questions.
  • Role plays that immerse candidates into likely situations to assess work-related competencies.
  • Case study simulations present a business problem and ask candidates to find a plausible solution based on given insights.
  • Inbox prioritization to assess how an employee tackles the workload of a typical day.
  • Battery of assessments to gauge personality, behavior, and aptitude.

The advantages of assessment centers are that they

  • Are accurate predictors of job performance.
  • Offer realistic preview into the job role and organizational setting.
  • Come with high validity because they are based on real-life work settings.
  • Reduce attrition because the candidate and employer both know what lies ahead.

The disadvantages of assessment centers are that they

  • Are more time-consuming to designs and execute because of their requirement to closely emulate actual work and role challenges.
  • May also incur a slightly greater cost despite guaranteeing a higher ROI.

Assessment centers are used to predict performance, diagnose skill gaps, and groom employees. Assessment centers are specifically used by organizations to evaluate their prospective or current workforce for various workforce planning and management initiatives, such as

  • Recruitment,
  • Training needs identification,
  • High-potential identification, and
  • Succession planning.

Before the assessment and development centre, competencies are identified and mapped to various assessment tools. During an assessment and development centre, participants undergo various tests and exercises. After the assessment and development centre, a comprehensive report is generated to make recommendations about fitment of the participant.

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