What is a psychometric test?

A psychometric test assesses one or more aspects of human behaviour under standardised conditions. This could include cognitive abilities, personality traits, or other behavioural data. Psychometric assessments are often delivered online, but can also be completed in a traditional 'pencil and paper' format.

While the term 'test' is often used, it doesn't always fit personality assessments comfortably, as there are no absolute right or wrong answers. Instead, such psychometric instruments help identify desirable traits in candidates and create alignment between the role and an individual's natural abilities, supporting a fair and effective recruitment process.

When did psychometric tests begin?

The history of psychometric testing dates back to the late 1800s, combining psychophysics with mathematical approaches to measuring characteristics, skills, and aptitude. Initially developed in Cambridge, the field has since evolved into a globally recognised method for assessing individuals across industries.

Today, psychometric testing is widely used in the hiring process, assessment centres, and structured graduate programmes, providing insights into candidate behaviour, cognitive abilities, and personality traits to guide recruitment and talent development decisions.

What are the most important factors to look for in a psychometric profile?

Psychometric instruments vary depending on the type of test and underlying science. Two crucial factors are reliability and validity.

• Reliability ensures that a test consistently produces the same results under similar conditions, whether it's an aptitude test, personality questionnaire, or error checking test.
• Validity ensures the assessment measures what it claims to measure, such as cognitive abilities or behavioural traits.

Together, these factors ensure that psychometric assessments provide actionable, trustworthy insights for the recruitment process, interview stage, or assessment and selection days.

What does a psychometric assessment measure?

One of the great advantages of psychometrics is that they can measure almost every aspect of behaviour. The standard conditions mean that you can assign a score to it, often in the form of a numerical value or a category.

Psychometrics measure different qualities, but often we'll see a focus on personality or behaviour preferences. This information can then be used to identify candidates who may thrive in high-pressure environments, such as sales, or those who can provide support and encouragement in leadership roles. It can also provide insight into their areas of strength and any untapped potential you could encourage.

Of the different types of assessments, one that could be used is an aptitude test. Also referred to as an ability test, they typically take place in more rigid conditions with strict timings. They can highlight a person's skills or natural abilities.

There are a number of skills psychometrics can highlight, which include:

• Critical thinking skills (Managerial /Supervisory)
• Numerical reasoning abilities (Managerial /Supervisory)
• Verbal reasoning competence (Managerial /Supervisory)
• Logical reasoning skills (Deductive /Inductive)
• Abstract reasoning aptitude
• Diagrammatic reasoning abilities
• Mechanical reasoning skilfulness
• Spatial reasoning expertise
• Error checking efficiency (Proof Checking /Cross Checking)

What types of psychometric tests are there?

The extensive range of psychometric tools means that there are a variety of assessments available. Here at eras, we offer several different types of assessments: aptitude tests, personality questionnaires, culture and engagement surveys, and 360-degree assessments.

• Aptitude tests -these tests can increase the understanding of the cognitive abilities of candidates. They can be used to focus on specific skills, such as those required by managers, clerical and administrative workers, or operatives. Aptitude tests can increase the likelihood of selecting the ideal candidate for a role.
• Personality questionnaires -The Quest Profiler® is one of the fastest-growing personality questionnaires in the UK. This comprehensive personality assessment helps to standardise the process and deliver both individual and team reports. Using this assessment can provide you with extremely valuable information on a candidate's personality, behavioral traits and the types of roles or environments they may thrive in.
• Culture and engagement surveys -these allow you to survey your employees and find out how they perceive your entire organisation. Specific questions can be asked, as well as the chance to benchmark against other organisations in key value areas. Culture and engagement surveys help you understand not individuals but the whole organisation.
• 360 assessment tools -if you want an in-depth assessment to guide training and development, and gain insight into an individual and their skills, a 360-degree assessment tool can help. threesixty° is fully customisable, with a sophisticated development narrative to not only identify potential barriers to success but also solutions.

Why do employers use psychometric assessments?

Employers use psychometric assessments to standardise the recruitment process, reduce unconscious bias, and focus on candidates' actual abilities, cognitive skills, and behavioural traits. By providing objective data, these assessments help improve candidate screening, support the interview stage, and guide decisions during assessment centres, ensuring the best fit from the candidate pool.

Psychometric assessments also give insight into potential job performance, highlight strengths and development areas, and inform training or leadership programmes. They offer a cost-effective way to make the hiring process fairer, more efficient, and better aligned with organisational goals, supporting talent acquisition and long-term team success. To learn more about the advantages of using psychometric testing in recruitment, read 7 Benefits of Using Psychometric Testing for Recruitment →

How to prepare for a psychometric test?

Preparing for a psychometric test starts with understanding the type of assessment you will be taking. Whether you are taking an aptitude test or a personality questionnaire, each type requires a slightly different approach. Knowing what to expect helps you feel more confident and perform at your best.

For aptitude or ability tests, practising sample questions or full practice tests is highly recommended. This familiarises you with the format, timing, and types of problems you may encounter, helping to reduce anxiety and improve accuracy.

For personality questionnaires, the best approach is to answer honestly, as these assessments are designed to measure your natural behavioural traits and preferences rather than right or wrong answers.

Finally, ensure you are comfortable with the assessment platform, follow any instructions carefully, and treat the test as one part of the overall recruitment process, including interviews and assessment centres.

Which industries use psychometric profiles?

Psychometric testing is used across virtually every sector, from finance and consulting to technology and manufacturing. Leading global organisations, including Accenture, Microsoft, JP Morgan, and Tesla, incorporate psychometric assessments into their hiring process and talent acquisition strategies.

These assessments are especially valuable in assessment centres, structured graduate programmes, and online screening processes, helping employers predict performance, improve candidate experience, and make informed hiring decisions.

These tools are used by some of the biggest global brands, as Yale University tells us:

These are just a few of the companies that use psychometric testing as part of their selection process: Accenture, Boston Consulting Group, Citigroup, ExxonMobil, JP Morgan, KraftHeinz, Microsoft, P&G, and Tesla.

-- Office of Career Strategy, Yale University.