How psychometric assessments can help you
In recruitment and selection
Many employers use psychometric assessments to help them identify the right person for the job. The assessments provide an independent measure of a person’s competencies, abilities, personality and motivation. This enables an employer to build a complete picture of the person and assess their suitability for a role in an objective manner.
Assessments are often used as one part of a multi-stage recruitment process, alongside application forms/CVs, assessment centre exercises and interviews.
With individual and team development
Psychometric assessments can also be used as part of an appraisal review or learning and development programme. By asking individuals and teams to complete these assessments, you can gain valuable insight into individual strengths and development areas, as well as seeing how the team works together. This can help drive further training and development plans.
Types of assessment
Ability tests measure a person’s ability to perform or carry out different tasks and have been found to be the strongest predictor of future job performance. The tests most commonly used are:
- Verbal – these are designed to measure a person’s ability to interpret verbal information and reach correct conclusions. Verbal reasoning ability is important for any work involving the communication of ideas or the understanding of written information. It can also be important for work requiring analytical thinking.
- Numerical – these are designed to measure a person’s ability to analyse and draw inferences from numerical information and data. Numerical reasoning ability is important for a variety of roles where working with data is key.
- Logical – these are designed to test a person’s ability to analyse abstract information and apply this in determining outcomes and patterns. Logical reasoning ability is important for a variety of roles requiring complex problem solving.
- Checking – these are designed to test a person’s ability to compare information accurately and quickly. Checking ability is important for a variety of roles where you need to check and compare information.
Situational judgement tests
Situational judgement tests present candidates with a series of real-life scenarios relating to the job and/or organisation to which they are applying. Each question contains a number of different actions to choose from, and it is the candidate's job to decide which of these is the most effective course of action in the given situation. Situational judgement tests can take a variety of forms - text, motion graphic animation and video - but all formats will include multiple choice answer options.
Find out how we can help you deliver situational judgement tests for your organisation.
Personality questionnaires are used to assess a person’s workplace behavioural style and preferences, i.e. how they typically like to act. They are designed to measure those particular aspects of personality that determine, or are predictive of, successful performance at work; how the person handles relationships at work, their thinking style and how they manage tasks, and their feelings and motivations.
Assessing personality has been proven to be an effective predictor of performance at work. This is because people tend to focus more on the kind of tasks they prefer engaging with, and as a consequence they become much more skilled in these areas. Conversely, when operating outside of their preferred way of behaving, they may feel more challenged and be less inclined to persevere to develop high levels of competence.
Find out about Dimensions, our personality questionnaire.
Motivation and values-based assessments
How an individual performs at work depends on more than just their capability. Possessing the requisite abilities, skills and behaviours is not enough – it is the individual’s motivation and engagement in combination with capability that produces optimal performance.
Motivation assessments focus on an individual’s values and motivations in the workplace. Their purpose is to measure the factors that help stimulate and energise people in their daily working lives.
Find out about Drives, our motivation assessment.
Competency-based assessments focus on the skills and knowledge that a person demonstrates in the workplace. They can be used in a variety of situations, from recruitment and selection to coaching and development.
Competency-based screening questionnaires are used to help identify those candidates who are most suitable for the role. They are often used at the initial stage of recruitment as a way of shortlisting candidates.
Find out about Aspects Styles, our competency-based screening questionnaire.
Competency-based feedback questionnaires can also be used to identify strengths and development needs in order to facilitate performance improvement. This may be part of a 360-degree feedback process.
Find out about MultiView, our competency-based feedback questionnaire.