Mettletest Editoral Team 16 January 2015
Mettletest Editoral Team 15 April 2016
Mettletest Editoral Team 12 January 2016
Mettletest Editoral Team 29 October 2015
How is Mettletest scored?
Mettletest subscribers are obliged to provide 3 pieces of information for every question they answer; a yes/no answer, a level of confidence on a scale of 0-100 and a 200 word justification for the answer. The score for each question is calculated automatically in the system on the basis of the yes/no answer and level of confidence only once the real world event outcome is known. A correct yes/no answer will give a positive overall score for the question, and an incorrect one a negative one. The level of confidence reflects the mark given e.g a confidence level of 75 for a correct answer scores +75 points. For an incorrect answer this becomes -75 points. Each new score is added to the subscribers total and averaged over the number of questions answered. The average score is the one used in the overall league table.
Although the score is important for peer to peer comparison and to add an element of competition for the user, the 200 word justification they provide is equally, if not more important. This will not be marked by Mettletest. It is entirely for presenting to potential employers, so a candidate can justify their answer, stand out from the crowd and make an employer take notice. Even an incorrect answer which has a well written and reasoned justification should be attractive to an employer. In addition, the use of this justification as a basis for interview means the candidate must be able to back up their written answer in a face-to-face situation and continue to show the knowledge and qualities that have got them this far.
On what criteria can employers sort candidates?
Mettletest provides employers with an extensive sorting capability. Employers can filter users based on many different criteria, including Mettletest questions (yes/no answers, levels of confidence, question streams), job types and industries of interest, specific skills or knowledge essential to a particular position (e.g. language skills, degree disciplines). However, in line with Mettletest’s core principal of meritocracy, employers will not be allowed to filter subscribers based on a subscriber’s university or background. This information will only ever be at the discretion of the subscriber to pass on to the employer. In that way, all students vying for the same jobs can compete on a level playing field and be judged purely on the answers they provide in Mettletest. From an employer’s point of view, they can broaden the talent pool for their recruitment process to students at universities they normally wouldn’t even consider, compare potential candidates on a like for like basis and ensure they get the right person for the job without encountering the administrative burden that would currently entail.
What happens if a student doesn’t do well?
First and foremost, Mettletest subscribers are anonymous to fellow subscribers and employers alike. As a result, a subscriber can chose to forget their Mettletest at any point if they do so wish and no-one would be any the wiser. Having said that, we would encourage disheartened students to persist for a number of reasons. First, we really don’t expect everyone to be good at every question (even the experts will get it wrong sometimes!). Some students will find they have areas in which they are stronger than others, others will find that they need to do a few questions to get into the swing of things. Learning from previous mistakes and using the Star Questioners’ model answers to improve the way they approach future questions in itself is an excellent quality which will be highly regarded by employers.
Secondly, there are many different employers out there, covering a vast array of different industries and each offering different jobs with different skill requirements. That is why Mettletest allows employers so many variables for applying filters to subscribers. A subscriber deemed to be perfect for interview by one employer may be completely disregarded by another. Furthermore, a wrong answer which has been well reasoned and articulately presented may be more highly regarded than a badly justified correct answer. Therefore, we would stress to subscribers not to try to second guess what employers will be looking for – they may well end up missing out on their perfect career in doing so.
What is Mettletest designed to do?
Mettletest provides a measure of judgement and commitment to get the best people into the best jobs. It is an on-line service to revolutionise the graduate-level recruitment process for employers whilst creating a fairer system for candidates.
Mettletest was born out of frustrations in the graduate recruitment market on the part of both employers and students.
With so many students leaving university with a degree graded at 2:1 or above and a seemingly shrinking pool of potential jobs, job-seekers are finding it almost impossible to differentiate themselves from their peers. Connections may help the lucky ones get a foot in the door with employers. Competition for paid internships is very high, and while unpaid internships are offered by some employers, the market is still competitive and only really accessible to the wealthier students who have the necessary financial support to be able to live. Mettletest gives its candidates the chance to be noticed, to stand out from the crowd.
Many employers are receiving far more applications per post available than they can possibly process. With grades no longer such a distinguishing factor between candidates, they often apply arbitrary selection filters to reduce numbers to more manageable quantities. A common filter is to reject anyone graduating from outside the top 5-10 universities in the country. Nevertheless, despite an extensive selection process, employers continue to find it difficult to distinguish between candidates and are often dissatisfied with the aptitude of new recruits once they are in the job. Mettletest should offer a new means to lower the error rate.
How long does the test go on for?
Questions will be posed by star questioners every 2 weeks throughout the calendar year. Subscribers can join or leave Mettletest whenever they wish – there is no minimum subscription time. In order that subscribers build a good track record and a report portfolio which will be of value to employers and their prospects, we recommend candidates sign up as soon as possible and continue until they gain a full time job in their chosen career.
If you can give yourself a year or more before you will be applying for jobs, that’s ideal. If not, let employers know that you are in the programme, so they can see your commitment, assess your progress so far and even add you to their watch list as future potential. If you are offered a job straight away, you have the choice of ending your subscription.
Who marks the answers?
Mettletest does no marking – the 200 word justification is for employers to see the candidate’s logic, reasoning and good sense on full show.
A score is automatically generated on part of the answer (see “How is Mettletest scored?” above). This gives subscribers the chance to compete, see how they rank and for those with the highest scores to attempt to join the leader board.
The Star Questioner’s model answer is provided purely for reference purposes but can be used by employers as an interview guide or by subscribers to learn how to improve the way in which they examine situations and provide analysis.
How is the Mettletest designed to be used by employers?
Mettletest is both a new improved filtering tool for selecting graduate-level interns or potential employees and, above all, a transformation of the interview process into an effective and rewarding experience.
The first imperative is that use of Mettletest should be very quick, as part of a selection process. It is designed so that a strong initial impression of any candidate can be gained in a few minutes and their application treated accordingly.
Mettletest can be used by employers in two ways. Employers can use the system proactively by setting search criteria specific to the job they are recruiting for and then see which of those who meet these criteria look interesting. Employers can make short lists of subscribers they wish to monitor and go on to request their details so they can contact them for interview or to invite them to take part in a company specific round of questioning. It can be designed to act as the first round sorting process. This approach maximises the employer’s exposure to the entire talent pool and should allow them to access candidates who would never have been considered under the old first round filtration approach.
Alternatively, employers can use Mettletest in a passive way by simply considering applications from candidates meeting their usual criteria plus those who are Mettletest subscribers. The Mettletest portfolio provided by subscribers should give employers a better idea of who would be suitable to invite for a first round interview.
With both approaches, Mettletest will really come into its own at the point of interview. The answers compiled in the candidates’ reports can be used as questioning and discussion topics by interviewers to broaden the scope of an interview situation and allow them to assess fully the quality of the candidates in front of them.
Can’t a candidate get someone else to fill in their answers?
In theory, yes they can, although any candidate doing that should soon realise that:
a) even the experts get it wrong sometimes and getting someone to answer the questions for you does not guarantee a correct answer. Getting every question right would suggest great luck as much as excellent question answering ability
b) Mettletest is designed to be used by employers in the interview process. Candidates will be expected to talk about the way in which they answered questions in more detail than just their 200 word answer and provide the same kind of logic, insight and good reasoning they have shown in their report. Getting someone else to answer the question may get them through the front door but a mismatch between their report and their face-to-face presentation would soon be exposed in the interview.
Mettletest’s topical questioning over a sustained period of time, followed by an interview providing the opportunity to use these answers as a basis for discussion, in as much detail as the interviewer sees fit, provides the employer with the best possible chance to weed out the weak candidates.