BY Kathy Crosett
Psychometric tests are standardized tools used during the recruitment process to evaluate a candidate's mental capabilities and behavioral style. Unlike interviews or resume screenings, which can be subjective, psychometric assessments provide objective, quantifiable data about a candidate's potential for success in a role.
These tests aim to assess the compatibility between a candidate and the job requirements. They evaluate abilities such as cognitive reasoning, personality traits, aptitude, and emotional intelligence. Companies use psychometric testing not only to screen candidates but also to predict how they might perform in the job, work with others, and fit within the organizational culture.
Types of Psychometric Tests for Recruitment
Psychometric testing in recruitment includes a wide variety of assessments, each designed to measure specific attributes.
Behavior Testing
Behavioral assessments evaluate how a candidate typically behaves in different situations. These assessments are often based on established models like DISC (Dominance, Influence, Steadiness, Compliance) or the Big Five personality traits.
Recruiters use these tests to assess a candidate’s work style, communication preferences and how well they will interact with a team. For example, a candidate scoring high on conscientiousness might excel in detail-oriented roles, while someone scoring high on extroversion may thrive in sales or customer-facing positions.
Cognitive Ability Tests
Cognitive ability tests measure general intelligence and specific cognitive skills such as logical reasoning, numerical ability, verbal reasoning, and spatial awareness. These tests are particularly useful for roles requiring problem-solving and analytical thinking.
Research shows that cognitive ability is one of the most reliable predictors of job performance. Candidates who score highly on these tests tend to learn quickly, adapt to new challenges, and solve problems effectively.
Personality Assessments
Personality tests evaluate a candidate's character traits to determine how they may respond to various situations or interact with others. Tools like the Myers-Briggs Type Indicator (MBTI) or the HEXACO model provide insights into traits like openness, agreeableness and emotional stability.
While no personality type is inherently better than another, understanding a candidate's traits helps hiring managers align them with the demands of a role and existing team dynamics.
Aptitude & Skills Tests
Aptitude tests assess a candidate's ability to perform specific tasks or skills required for the job. These tests range from general aptitude (e.g., numerical reasoning) to highly specialized skills like programming, accounting or language proficiency.
By validating a candidate's skill set early in the recruitment process, these tests help reduce the risk of hiring someone who may have overstated their capabilities.
Emotional Intelligence Tests
Emotional Intelligence (EQ) tests measure a candidate's ability to perceive, control and evaluate emotions—both their own and those of others. High EQ is linked to better teamwork, leadership ability, and conflict resolution skills.
High E Q is also critically important for many customer-facing roles. In a sales situation, the seller must be able to read into what the prospect wants and what they mean when they make demands.
In roles requiring empathy, collaboration and leadership, EQ assessments can provide significant value.
Situational Judgment Tests
Situational Judgment Tests (SJTs) present candidates with hypothetical, job-related scenarios and ask them to choose the most appropriate responses. These tests assess problem-solving, decision-making, and interpersonal skills.
SJTs are commonly used in high-stakes industries like health care, law enforcement, and sales, where employees frequently face complex, unpredictable situations.
A sales professional, for example, may suddenly be told by their prospect that they will need to meet with the CEO that same day if they want to close the deal. The salesperson will have to use their judgment to decide whether to call in their own CEO for support. Or they may decide to update their presentation and pitch based on what they might know about the prospect’s CEO.
Comprehensive Psychometric Assessments
A comprehensive psychometric assessment includes more than one type of test. Employers often want a complete profile of a candidate. Yes, they need to understand how a candidate will likely behave in a work environment. They also want to understand their acumen for a specific profession. And they may be interested in learning how well a candidate will fit with their prospective manager.
To obtain this information, employers will use a comprehensive assessment such as TeamTrait. This type of assessment may take longer but the employer will gain valuable information to be used in evaluating their candidates.
Benefits of Psychometric Testing in Recruitment
Psychometric testing offers benefits that enhance both the efficiency and effectiveness of hiring.
Reduces Hiring Bias
One of the biggest advantages of psychometric testing is that it provides objective data. When used correctly, it minimizes the influence of unconscious bias that can affect interviews or resume reviews. By focusing on measurable competencies, organizations ensure fairer and more inclusive hiring practices.
Predicts Job Performance
According to research by the Society for Industrial and Organizational Psychology, cognitive ability tests show correlation to job success. However, researchers note that the more job-specific the test, the better.
When combined with structured interviews and work samples, psychometric assessments create a comprehensive picture of a candidate's future performance.
Improves Employee Retention
Hiring the right person the first time reduces turnover. By ensuring a strong alignment between a candidate's traits, abilities and the job requirements, psychometric tests increase the likelihood that new hires will succeed and remain in their roles long-term.
Enhances Cultural Fit
Cultural fit is a key predictor of employee engagement and satisfaction. Behavioral and personality assessments help determine whether a candidate's values and work style align with the company culture.
Fits are particularly important with respect to the company’s mission and the type of customers the company serves.
Better fit translates into stronger team cohesion, lower turnover and higher morale.
Cost-Effectiveness in Long-Term Hiring Strategies
Though psychometric testing requires an initial investment, it reduces long-term hiring costs by increasing hiring accuracy and reducing employee turnover.
Making a bad hire can seriously impact a business, especially a smaller one. The costs add up due to recruitment expenses, lost productivity and lower morale. Each position has a cost associated with a bad hire. We estimate a failed sales hire to cost around $130,000.
By identifying top talent and eliminating unsuitable candidates early in the hiring process, organizations save time, money and resources.
How to Use Psychometric Assessments in the Hiring Process
- Define Role Requirements: Start by clearly identifying the key competencies, traits and skills needed for the role.
- Select the Right Tests: Choose psychometric assessments that align with the role. For example, use numerical reasoning for finance roles and emotional intelligence tests for leadership positions.
- Communicate with Candidates: Explain why you're using the tests and how they factor into the selection process. Transparency boosts candidate trust and reduces test anxiety.
- Integrate With Other Methods: Psychometric tests should not replace interviews or reference checks but complement them. A good assessment platform will customize interview questions based on the candidate’s assessment results.
- Use a Platform that Delivers Easy-to-Understand Results: A platform like TeamTrait combines several assessments in its psychometric test. And it delivers results in an easy-to-understand graphical format.
- Make Informed Decisions: Combine assessment results with interviews, experience and references to make a balanced hiring decision.
Why Do Employers Use Pre-Employment Psychometric Testing for Hiring?
Employers adopt psychometric testing for several strategic reasons:
- Objective Decision-Making: It allows data-driven hiring decisions.
- Efficiency: Automates and streamlines parts of the screening process, especially when the tests are taken in advance of an interview.
- Risk Reduction: Lowers the risk of a poor hire.
- Future Planning: Helps build a talent pipeline by identifying high-potential candidates.
- Developmental Insights: Beyond hiring, results can guide onboarding, training and career development.
Organizations striving for a competitive advantage increasingly view psychometric testing as a cornerstone of modern recruitment.
Psychometric assessments are no longer optional in today’s competitive hiring landscape. They offer a proven, data-backed method for identifying high-potential candidates, reducing bias and improving workforce quality. By strategically incorporating these tools into recruitment processes, organizations can build stronger teams, improve employee satisfaction and drive long-term success.
The psychometric pre-employment industry is estimated to be worth $2 billion. More employers of all sizes are using these tools to find the team members that will fit into their organization. Our research shows that up to 30% of business leaders will be looking to use a pre-employment assessment provider for the first time this year or they will be seeking a new assessment provider.
Frequently Asked Questions
Are Psychometric Tests Reliable for Recruitment?
Yes, when well-designed and validated, psychometric tests are highly reliable. They are often standardized across large sample sizes and tested for consistency and accuracy. However, they should be used in combination with other selection tools to ensure a well-rounded view of the candidate.
What Recruiters Are Looking For With Psychometric Testing
Recruiters use these assessments to evaluate:
- Cognitive abilities (problem-solving, learning potential)
- Personality fit (traits that align with role or culture)
- Emotional intelligence (self-awareness, empathy)
- Specific skills (technical, numerical, verbal)
- Decision-making ability (especially in role-specific scenarios)
Each role may emphasize different criteria, so understanding the job requirements is key.
What Type of Questions Are Included in Psychometric Tests?
Psychometric tests include a wide variety of question formats:
- Multiple-choice questions in aptitude and cognitive tests
- Scenario-based questions in SJTs
- Rating scales (e.g., "Strongly agree" to "Strongly disagree") in personality assessments
- Timed questions to evaluate speed and accuracy
Questions are designed to be objective and provide consistent data points across candidates.
How Accurate Are Psychometric Tests?
Psychometric tests are among the most accurate hiring tools when used properly. Their predictive accuracy depends on:
- The quality and validation of the test
- Proper administration (standardized, unbiased conditions)
- Accurate interpretation of results
Studies have shown that psychometric testing can improve hiring accuracy by up to 24% compared to traditional methods alone.
