Psychometric testing 

For over a century, psychometric tests have been a trusted ally for human resources professionals and business leaders. In the complex, high stakes world of talent acquisition and development, they offer a promise of scientific objectivity: a way to look beneath the surface of a CV and interview to understand the person behind the professional.

Psychometric assessments are used to measure everything from cognitive ability to personality traits, providing data that can predict a candidate’s future performance, their fit with the company culture, and their potential for leadership. But where did they come from, how are they used, and are they still the best tool for the job in today’s fast moving world?

This guide provides a comprehensive look at psychometric testing and explores the evolution of assessment into a newer, faster, and more practical approach for building capable teams.

Types of psychometric tests

Psychometric tests generally fall into two broad categories: those that measure aptitude (what a person can do) and those that assess personality (who a person is).

Aptitude and ability tests

These tests assess a candidate’s cognitive abilities and have correct and incorrect answers. They are almost always timed. Common examples include:

• Numerical Reasoning Tests: Measures the ability to interpret and work with numerical data.
• Verbal Reasoning Tests: Assesses the ability to comprehend and analyse written information.
• Logical or Abstract Reasoning Tests: Evaluates problem solving skills and the ability to identify patterns and relationships.

Personality and behavioural tests

These assessments explore a candidate’s typical way of thinking, feeling, and behaving. There are no right or wrong answers. Popular examples include:

• Myers-Briggs Type Indicator (MBTI): One of the most well known personality tests, it assigns individuals to one of 16 personality types.
• DiSC Assessment: Focuses on four main personality traits: Dominance, Influence, Steadiness, and Conscientiousness.
• Hogan Assessments: A suite of tests that look at a person’s ‘bright side’ (everyday personality), ‘dark side’ (derailers under pressure), and ‘inside’ (values and motivators).
• SHL’s Occupational Personality Questionnaire (OPQ): A widely used tool that measures 32 personality traits relevant to workplace performance.

History of psychometric testing

The idea of measuring human intellect and character is not new, but its formalisation began in the late 19th century. English statistician Sir Francis Galton, a cousin of Charles Darwin, was one of the first to create a framework for testing intelligence. In the 1880s, psychologist James Cattell coined the term ‘mental test’.

However, the first modern intelligence test was developed in 1905 by Alfred Binet, who used it to identify school children needing special assistance. The use of psychometric tests expanded dramatically during the First and Second World Wars, when they were employed to assess army recruits for their suitability for service and to identify potential ‘shell shock’ (now known as PTSD).

Since then, their use has become widespread in the corporate world. Today, it is estimated that over 80% of Fortune 500 companies in the US and 75% of The Times Top 100 companies in the UK use psychometric tests in their hiring processes.

How psychometric tests are used in the hiring process

Psychometric tests are versatile tools that can be used at various stages of the recruitment funnel.

• Early Stage Screening: For high volume recruitment, aptitude tests are often used after the initial application to quickly and objectively filter a large pool of candidates down to a manageable number.
• Mid Stage Assessment: After initial interviews, personality or situational judgement tests can be used to gain deeper insight into promising candidates and to see how they might handle specific work scenarios.
• Final Stage Decision Making: Before an offer is made, test results can be used as a final data point to compare shortlisted candidates and to validate the impressions formed during interviews. They can help answer critical questions: Will this person fit into the team? Do they have the raw cognitive ability to learn the role quickly?

Beyond hiring: developing internal teams with psychometric data

The use of psychometric tests does not end once a candidate is hired. They are also powerful tools for internal development:

• Team Building: By helping team members understand their own and their colleagues’ communication styles, work preferences, and motivations, these tests can improve collaboration and reduce conflict.
• Leadership Development: Assessments can identify high potential employees and pinpoint specific areas for leadership coaching and development, such as strategic thinking or emotional intelligence.
• Career Pathing: Tests can help employees understand their own strengths and interests, guiding them towards roles and career paths where they are most likely to succeed and feel fulfilled.

Pros and cons of traditional psychometric assessments

There is no doubt that psychometric tests, when used correctly, add significant value. They provide an objective layer of data that can help reduce the unconscious bias inherent in traditional interviews, leading to fairer and more effective hiring decisions.

However, they are not without their challenges. The reports are often filled with psychological jargon, requiring a trained expert to interpret them. This creates a bottleneck and adds significant time and cost to the process. Furthermore, the link between abstract personality traits and tangible, on the job performance can be tenuous. Does being an ‘introvert’ mean someone cannot be a good salesperson? Does scoring highly on ‘agreeableness’ tell you if they can effectively manage a project?

This is where a newer, better way comes in.

The future is clear: from traits to capabilities

At AbilityMap, we believe in the science of assessment, but we have evolved the application. We’ve built on the robust foundations of psychometrics to create a more direct, intuitive, and powerful tool: the capability assessment.

Instead of measuring abstract personality traits, we measure the practical, observable capabilities needed to succeed in a specific role. We make the intangible, tangible. For example, rather than telling you a candidate is ‘conscientious’, we show you their capability for ‘Displaying Consistency’ or ‘Managing Resources’.

Our Imprint assessment provides immediate, easy to interpret insights in plain English. There is no need for a psychologist to translate the results. You get instantaneous job matching reports that show you, with clarity, how a person’s innate capabilities align with the demands of the role.

By focusing on what people can do, rather than trying to interpret who they are, we provide a faster, more accurate, and more relevant way to build high performing teams.

Psychometric testing has been a valuable part of the HR toolkit for a long time. But the world of work has changed, and the tools we use to build our teams must change with it. It is time to move beyond prediction and start building real capability.

Questions about psychometric testing