What Are Psychometric Tests?
A Guide for Recruiters
Psychometric tests and questionnaires have become increasingly popular, both for individuals who want to better understand their personality and work behaviours, and for businesses seeking to hire, support and develop talent. The term "psychometric test" is often used loosely, which can make it difficult to know exactly what is involved. At eras, we specialise in psychometric products and consultancy, helping you understand how these tests work and what to expect when you take one. Read on to learn more about psychometric testing and how it can improve recruitment processes.
What Actually Are Psychometric Tests?
A psychometric test or questionnaire assesses one or more aspects of human behaviour; such as ability or personality, under standard conditions. The scores are expressed either as a number or in category form, which might be as a grade A to E or on a colour-coded system such as red, amber, or green. Standardising the test and making the test results objective removes potential bias and gives a more accurate reflection of a person's behaviours and assumptions.
While the term 'psychometric test' can be used to cover a multitude of areas, it is perhaps a better reflection of ability and aptitude tests. The phrase 'psychometric assessment' is a more inclusive term and more appropriate for profilers, instruments and questionnaires used to assess a person's personality traits.
How Psychometric Assessments Work
The standardised process means that all job applicants undertaking the assessment receive the same instructions and questions. This ensures that the assessment is fair and consistent for all. Sometimes a time limit will be included, though this is more often specifically in the cases of ability or aptitude tests.
With personality questionnaires and profilers, the timing isn't as important. What matters is completing all of the questions, as this will give a more accurate reflection of you or the intended candidate. The term 'test' implies that there is a right answer required to pass when in reality, where personal preference is concerned, there are no absolute 'right' answers.
Ready to see how psychometric testing could transform your recruitment process? Explore eras psychometric services →
What Do Psychometric Tests Measure?
One of the reasons that psychometric tests are so popular is that they can, in theory, measure almost any aspect of human behaviour and assign a score to it. This has proven to be particularly popular amongst employers seeking to gain a greater knowledge of potential candidates. You can measure an array of factors, which are often separated into personality questionnaires or aptitude and skills tests. Below you'll find some examples of the different elements that can build up a psychometric assessment.
- Critical thinking tests
- Numerical reasoning tests
- Verbal reasoning tests
- Logical reasoning tests
- Abstract reasoning tests
- Diagrammatic reasoning tests
- Mechanical reasoning tests
- Spatial reasoning tests
- Error checking tests
- Personality questionnaires
The depth that psychometric assessments go into can be daunting, but it is an excellent way to understand ourselves and often appreciate how others view us. Gaining this critical insight can help you understand yourself better and prepare for career progression. Many businesses opt to use psychometric tests to ensure that they are supporting their teams in the right way and selecting the perfect candidate for the role.
What Makes A Good Psychometric Assessment?
While there are a lot of complex elements to a psychometric assessment, a good psychometric instrument will have two important properties: reliability and validity.
Reliability means that the questionnaire or test is measuring behaviour in a consistent and accurate way to minimise the number of errors. This usually means that, if the same group of people complete the assessment a second time, the results are similar, or that, if people complete the questions in a different order, it would not alter the results.
Validity is the most important factor. Valid psychometric tests mean using the test in a way that is appropriate, relevant, and useful. For example, if you are using psychometric assessments to test candidate suitability, the role itself should have been analysed to ensure that a clear outline for success has been identified.
Preparing for a Psychometric Test
This is where using the term 'test' can cause issues. As stated earlier, there are no 'correct' answers to a personality assessment. The results are unique to each individual, so there isn't any revising you can do ahead of time. Candidates are encouraged to go with their instincts and what is right for them, instead of searching for the 'ideal' answer.
Even for ability tests, the good news is that, in the majority of cases, there isn't a lot of preparation involved. What concerns many is that the test is almost always timed. The ticking clock can make the process more intimidating, but it also produces more accurate results.
Many practice tests will feature this timed element, giving you the chance to prepare for answering questions under pressure. However, the best way to approach a psychometric test is to simply start the test itself. All of the psychometric assessments supplied by eras start with a few practice questions at the beginning before the timer starts. This gives you an idea of what to expect without invalidating the results.
Types of Psychometric Tests Offered by eras Ltd
At eras, we offer a range of services using our expertise in psychometric products and consulting. The varied and detailed reports provided can give you great insight and are easy to follow, ensuring that you can easily read and understand the information. There are a number of psychometric tests and personality profiles we can supply you with, and you can read about our most popular ones below.
Aptitude Tests
Aptitude tests are typically completed under strict time constraints and are a popular tool used to increase the understanding of the abilities of potential candidates. This objective and standardised approach helps to reduce bias and identify the likelihood of success within a role. Aptitude tests will vary in their questioning depending on the job, with tests for operatives and managers available.
Learn more about Aptitude testing →The Quest Profiler®
If you are looking to gain an insight into someone's personality, The Quest Profiler® is right for you. As one of the fastest-growing personality questionnaires in the UK, it is easy to use and can produce three different types of reports to suit your needs, such as individual development reports, team reports, and selection & recruitment reports.
Read how you can integrate The Quest Profiler® into your organisation →threesixty°
Performing 360° assessments can help you to identify the strengths and development areas of individuals by revealing how their colleagues perceive them, as well as providing meaningful feedback. Our threesixty° assessment gives you these unique insights and allows you to customise the training recommendations to match development interventions with your organisation's capabilities.
Discover the threesixty° assessment tool now →Additional Psychometric Assessments Offered By eras
At eras we can support your business with further psychometric assessments. The Psychometric Portal® covers all the above assessments, together with questionnaires on company culture and engagement, job analysis, job matches, and much more.
The Growth Of Psychometric Assessments
Psychometric assessments from eras have become an essential tool for businesses looking to improve their recruitment processes. By using eras psychometric tests, organisations gain reliable insights into candidates' abilities, behaviours and potential, helping to save time and make more informed hiring decisions. These assessments are also valuable for individuals seeking to understand their own strengths and support personal and professional development.
Interested in how psychometrics can help you? You can call today on +44 (0)1379 882279 or email your query to info@eras.co.uk.
FAQS
What types of roles benefit most from psychometric testing?
Psychometric assessments can be used across all levels of an organisation, from entry-level roles to senior leadership positions. They are particularly useful for roles where culture fit, teamwork, and cognitive ability are critical.
How long does it take to complete a psychometric test?
Most psychometric tests are designed to be completed within 20-40 minutes, depending on the type and depth of assessment. Timed tests help capture instinctive responses and provide a more accurate insight into a candidate's abilities.
Can psychometric tests be completed remotely?
Yes, many modern psychometric tests, including The Quest Profiler®, can be completed online. This allows candidates to take the assessment before an interview, providing recruiters with actionable insights early in the hiring process.
Are psychometric tests legally compliant and fair?
Reliable psychometric assessments are designed to comply with employment law and ensure fairness. They are standardised, objective, and validated to minimise bias in the recruitment process.
How should employers interpret psychometric test results?
Results are best used as one part of a broader recruitment process. They provide insights into behaviour, personality, and potential performance, helping recruiters make informed decisions rather than acting as the sole hiring criterion.
Get guidance on interpreting psychometric assessments from our team here →