Psychometric Testing - ECCSA

Psychometric Testing (or Psychometric Assessments)

Before we explain what psychometric testing is, it is important to note that the following terms are used as synonyms: psychometric assessments, psychological tests, psychological assessments, aptitude tests, and psychometric evaluations.

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Psychometric Assessments

What are Psychometric Assessments?

Psychometric testing or assessments is a scientific approach used to measure an individual’s cognitive capabilities and behavioural styles.
Psychometric assessments are commonly used in employment to assess a candidate’s aptitude, intelligence, personality, and other attributes relevant to the job position. Psychometric testing objectively assesses a candidate’s abilities and provides a highly effective way of predicting how effectively they will fit in their new job.

Psychometric testing measures individuals’ cognitive capabilities and behavioural styles. Psychometric assessments are rooted in scientific research and must apply stringent acceptance criteria.

Psychological assessments are strictly controlled in South Africa, and only registered practitioners with the Health Professions Council of South Africa (HPCSA) are allowed to conduct, interpret and provide feedback on the results of these assessments.

Although we are based in Centurion, almost all Psychometric tests are available online, which enables us to assist businesses and individuals throughout South Africa. Feedback with candidates and line managers is conducted through Zoom sessions.

We only use approved assessments that provide valid and reliable indicators of performance.

Different Types of Psychometric Tests

Psychometric assessments use different instruments to provide a comprehensive solution. Different tests are used to assess various aspects of an individual’s behaviour, personality, and abilities. The most commonly used types of psychometric tests include aptitude tests, personality tests, situational judgment tests, and emotional intelligence tests. Aptitude tests are used to measure an individual’s cognitive abilities and strengths in areas like reasoning, numerical, verbal, and abstract thinking. Personality tests are used to evaluate an individual’s personality traits, temperament, and behaviour in different scenarios. Situational judgment tests assess an individual’s decision-making abilities based on hypothetical scenarios. Emotional intelligence tests evaluate an individual’s ability to perceive, express, and manage emotions in their personal and professional life. Understanding the different types of psychometric tests is crucial as it helps organisations to manage and develop their talent.

How Do Psychometric Tests Work?

Psychometric tests, often conducted online, are designed to give employers an objective measure of a candidate’s abilities, skills, and personality traits. These tests can take various forms, including cognitive assessments that evaluate problem-solving skills and personality questionnaires that assess social and emotional characteristics. The test taker typically responds to a series of standardised questions, with their answers scored based on predetermined criteria. This scoring process enables employers to compare candidates objectively and make informed hiring decisions. To ensure accuracy and reliability, psychometric tests undergo rigorous standardisation and validation through robust research methods. Conducted online, these tests offer flexibility, allowing candidates to complete them remotely at their convenience. While psychometric tests provide valuable insights into a candidate’s potential, they should complement other evaluation methods and not be the sole determinant of suitability for a role. (Important: Psychometric test online assessments require a good and stable Internet connection.)

Can You Prepare for a Psychometric Test?

Psychometric tests are often taken online and can assess various aspects such as aptitude, personality traits, verbal reasoning, numerical reasoning, abstract or spatial reasoning, and situational judgement. Here are some tips to help you prepare for psychometric tests:

1. Get familiar with the types of questions: Practice tests are available online, and some companies may provide practice materials on their websites. 

Link to SHL practice tests

2. Pace yourself: Time management is crucial during psychometric tests. By practising, you can get an idea of how much time you have for each question and learn to pace yourself accordingly.

3. Improve specific areas: Review your performance on practice tests to identify areas where you are weakest. Focus on improving your skills in those specific areas by practising more of the types of questions that you find challenging.

4. Use available resources: Websites, books, and career sites specific to your industry can provide additional tips and advice for psychometric test preparation.

When taking the actual test, remember these tips:

1. Find a quiet place with no distractions and stay calm throughout the test.

2. Have a pen, paper, and calculator nearby if needed.

3. Use a laptop or PC for the tests and consider using headphones if available.

4. Ensure a reliable internet connection.

5. Log in with plenty of time, close all other windows, and maximize the test window.

6. Read the instructions carefully and complete any practice questions before starting the actual test.

7. Avoid using the back button in your browser, as it may end the test without saving your answers.

8. If you are unable to answer a question, make an educated guess and move on to avoid wasting time.

9. Use any extra time between questions to relax and take a few deep breaths.

Remember, practice and familiarisation with the types of questions will help you perform at your best during psychometric tests.

Psychometric testing for Businesses and Organisations

Psychometric assessments in the workplace?

Psychometric assessments in the workplace are an effective tool for evaluating an individual’s skills, abilities, personality traits, and cognitive abilities. These assessments are based on factual data and are designed to provide insights into an individual’s suitability for a particular role or job.

During the development of psychometric assessments, extensive research and data analysis are conducted to ensure their validity and reliability. The content of these assessments is derived from a wide range of sources, including academic studies, statistical analysis, and empirical evidence.

The questions and tasks included in psychometric assessments are carefully crafted to measure specific traits or abilities. The scoring mechanisms used in these assessments are based on established psychometric principles, ensuring accurate and reliable results.

Psychometric assessments are used in various stages of the employee lifecycle, including recruitment, development, and succession planning. These assessments provide objective and standardised measures of an individual’s capabilities and potential, allowing organisations to make informed decisions about their workforce.

By using psychometric assessments, organisations can identify high-potential candidates, match individuals to specific roles, and support employee development and growth. These assessments also help organisations identify areas for improvement and implement targeted training and development programs.

Overall, psychometric assessments in the workplace are designed to provide factual data and insights to support talent management and decision-making processes. They offer an objective and reliable way to evaluate individuals’ abilities and potential, contributing to more effective and informed workforce management.

Psychometric assessments form an integral part of the HR Value Chain and Talent Management

Psychometric assessments form the foundations for Recruitment, Retention, Career Management, Training and Development, Organisational Effectiveness, and Talent Management.

Benefits of Psychometric assessments

  • Supporting the achievement of business strategy and strategic intent
  • Improving selection and promotion decisions towards job, value and culture fit
  • Facilitating talent identification, stratification and development as part of effective talent management
  • Improve the perceived fairness of selection decision outcomes
  • Improve time from selection to productivity and reduce recruitment costs
  • Enhance team relationships, collaboration and productivity
  • Optimal structuring and restructuring to improve productivity and reduce costs
  • Connecting people to their individual and the business purpose
  • Depending on the client’s life cycle and needs, a selection of assessments would be utilised to provide input into career development, change and transition, and career management conversations
  • Happiness is not just about career performance; more importantly, it is about being

The business justification for using assessments

  • Enhance the effectiveness and efficiency of the recruitment process
  • Predict and improve employee on-the-job performance
  • Higher attendance records
  • Reducing labour turnover and associated costs
  • Higher job satisfaction and employee engagement
  • Enhance person-job, value and culture fit
  • Expanding the business’s brand and reputation

Helpful nature of Psychometric Assessments

  • Scientific, objective, standardised, reliable, valid, predictive, non-discriminatory, cost-effective
  • Protects the applicant’s right to privacy and protection of confidentiality, and the business
  • Implementation of best practices and ethical approach to assessments
  • Selection of assessments measuring essential competencies

Competency-based Psychometric Assessments

  • Job analysis is used to determine the essential competencies
  • A competency is a combination of personality, motivation, ability, interest, knowledge, attitudes and attributes, experience, behaviour, values
  • Assess specific behaviour that is observable and important for job performance
  • Includes potential for performance and development
  • Predicts success in future

Which Psychometric Assessments are the best to use?

Type of assessment Multiple correlations
Assessment Centres 0,68
Work Samples 0,54
Ability 0,54
Structures Interviews 0,44
Integrity 0,41
Personality 0,38
Unstructured Interviews 0,33
References 0,13

Source: Anderson, N. & Cunningham-Snell, N. ‘Personnel Selection’ in Work and Organisational Psychology, Chmiel, N. (Ed), Blackwell Publishers Ltd, 2000

Psychometric Test Types

Related HR Consulting services

  • Developing a recruitment process Job profiling of key jobs
  • Developing an assessment matrix
  • Assessment for selection and development purposes
  • Report writing and management feedback
  • Individual and team feedback on results
  • Team coaching
  • Development and implementation of organisational Performance management
  • Development and coaching in development areas
  • Counselling towards performance and well being

Measuring services

  • Assessment Centres
  • General Intelligence
  • Specific reasoning assessments (Verbal, Numerical, Diagrammatic, Abstract, Inductive)
  • Aptitude
  • Complexity and capability
  • Personality
  • Competency-based interview schedule design
  • Emotional Intelligence
  • Leadership behaviour and derailers
  • Career development, aptitude and interest
  • Temperament
  • Values
  • Organisational culture fit

Legal considerations for using Psychometric Assessments

  • Based on the inherent requirements of the job and legally defensible
  • An objective measure of the candidate’s behaviour, abilities and skills
  • Levelling the playing field towards equality of opportunity
  • No adverse impact on minority groups

Ethical considerations when using Psychometric Assessments

  • Use reputable assessments listed with the HPCSA
  • Use a qualified psychometrist or psychologist as a service provider
  • Obtain informed consent
  • Reports and verbal feedback to decision-makers only
  • Password protect documentation
  • Store reports and assessment material, and passwords safely

Types of Psychometric Instruments include:

Ensure fit for purpose, cost and time effectiveness through a combination of online- and face-to-face* assessments.

  • Job analysis and profiling 
  • Complexity and capability (Career Path Appreciation (CPA)*, Modified Career Path Appreciation (MCPA), Cognitive Process Profile or CPP*)
  • Personality (WPI, OPQ, OPP, Hogan, Saville, AON)
    • OPQ = Occupation Personality Questionnaire
  • Emotional Intelligence (Bar-On EQi)
  • Temperament – Myers-Briggs personality test or MBTI
  • Reasoning assessments (Verbal/deductive, numerical, diagrammatic, abstract* reasoning)
  • Integrity assessments (Giotto)
  • Career development and aptitude (DAT-L/K*)
  • Career interest (Strong Interest Inventory)
  • Assessment Centre (In-basket, role play, fact-finding exercise*)

Psychometric Career Assessments for individuals - Career guidance

Psychometric Career Assessments are psychometric tests that help individuals gain insight into their strengths, weaknesses, interests, and values in order to make informed decisions about their careers. These assessments are based on factual data and are designed to provide objective and reliable information to individuals seeking career guidance. Career assessments can be used by people at different stages of their careers, including high school students, university students, professionals already in the workforce, and those considering a career change. The assessments typically involve a combination of tests, questionnaires, and feedback sessions to help individuals understand their aptitude, personality, interests, and values as they relate to different career paths. The results of these assessments can then be used to explore various career options and make informed decisions about education, training, and job choices.

The section on Psychometric Assessments above provides more specific information on the list of topics indicated below. Click the topic link to take you to the relevant information:

Job Interview Preparation

An important part of the recruitment process and often the deciding factor, is the job interview.  It is essential to be well prepared  and to ensure that you get a good night’s rest before the interview. Part of the preparation process may include rehearsing some questions beforehand to allow yourself some time to think about your response and proper examples. You may even consider job interview preparation coaching to help you prepare for the interview.

We have a separate page dedicated to Career Coaching that provides much more detail on what it is and the benefits of making use of a career coach.

Frequently Asked Questions (FAQ) - Psychometric Assessments or Psychometric Tests

Psychometric assessment refers to the process of measuring an individual's mental abilities, personality traits, and behavioural characteristics using standardized tests and questionnaires. These assessments are designed based on scientific principles and are widely used in various fields, including education, recruitment, and career development. The primary goal of psychometric assessment is to gain a deeper understanding of an individual's cognitive functioning, emotional intelligence, and unique qualities that may impact their performance in academic or professional settings.

A psychometric test is a scientific assessment tool used to measure an individual's cognitive abilities, personality traits, and behavioural patterns. These tests are designed to provide organisations and employers with valuable insights into a candidate's potential for success in a particular job role or within a team. By utilising psychometric tests, employers can make more informed decisions regarding hiring, talent management, and professional development.

Psychometric tests are based on rigorous scientific principles and are developed by trained psychologists and psychometricians. These tests typically consist of a series of questions or tasks designed to evaluate various aspects of an individual's mental capabilities, such as numerical, verbal, logical, and spatial reasoning. They may also assess an individual's personality traits, like openness, conscientiousness, extraversion, agreeableness, and emotional stability.

In addition to being used for recruitment and selection, psychometric tests can also be employed for career planning, team building, and employee development. By providing an objective assessment of an individual's strengths, weaknesses, and preferences, psychometric tests can help organisations to better understand their workforce and make informed decisions about employee placement, training, and career progression.

An aptitude test is a standardised assessment designed to measure an individual's potential to acquire specific skills or knowledge in various domains. These tests evaluate a person's ability to learn, comprehend, and apply new information and are often used in educational, professional, or recruitment settings. Aptitude tests can include assessments of cognitive, logical, numerical, verbal, or spatial reasoning and are aimed at providing objective insights into a person's capabilities and potential for success in a particular field or role.

Aptitude tests can be administered in various formats, including online or in-person, and are often structured as multiple-choice or problem-solving questions. These assessments are designed to reveal an individual's strengths and weaknesses, enabling organisations or educational institutions to make informed decisions about the best candidates for a specific job, program, or training opportunity. In recent years, some aptitude tests have incorporated advanced technologies, such as artificial intelligence (AI) and machine learning, to enhance the accuracy and comprehensiveness of the evaluation process.

Esterhuizen Coaching and Consulting provides psychometric assessments or tests as part of our services. Although many of the assessments are available online and do not need in-person test administration, we are able to provide on-site test administration services.

It is important to understand that psychometric tests is not about passing or failing.

Psychometric tests are part of an organisation's recruitment, selection and development processes. Organisations prefer selecting candidates that meet the essential competencies based on the inherent requirements for the specific job. These requirements are directly linked to the job profile (job specification or job description). Multiple criteria and measures are used to select the most suitable candidate during the selection process. Therefore, it is not about passing or failing a psychometric test.

Preparation is key: Research the specific types of psychometric tests you will be taking (e.g., numerical reasoning, verbal reasoning, situational judgment) and familiarise yourself with their formats, question types, and time limits. There are numerous resources and practice tests available online that can help you get an understanding of what to expect during the actual test.

Some free practice tests are available on the SHL website:

Above all, stay calm and focused: Maintain a positive attitude and stay confident in your abilities. Anxiety and stress can negatively impact your performance.

Preparation is key: Research the specific types of psychometric tests you will be taking (e.g., numerical reasoning, verbal reasoning, situational judgment) and familiarize yourself with their formats, question types, and time limits. There are numerous resources and practice tests available online that can help you get an understanding of what to expect during the actual test.

Some free practice tests are available on the SHL website:

Above all, stay calm and focused: Maintain a positive attitude and stay confident in your abilities. Anxiety and stress can negatively impact your performance.

A psychometric test in recruitment is a standardized assessment tool used by employers to objectively evaluate an individual's cognitive abilities, personality traits, and job-related skills during the hiring process. These tests provide invaluable information that complements traditional interviews and enables recruiters to make informed decisions when selecting candidates. By assessing various aspects such as numerical reasoning, verbal comprehension, situational judgement, and behavioural tendencies, psychometric tests offer a comprehensive insight into a candidate's aptitude, potential, and overall fit for a particular role or organisation.

Designed to be unbiased and reliable, psychometric tests are grounded in scientific research and are continually updated to ensure their relevance and fairness across diverse candidate pools. They are valuable for organizations as they contribute to a more efficient, data-driven recruitment process, ultimately leading to improved retention rates, employee satisfaction, and overall workforce performance. With the increasing complexity of today's job market and the growing emphasis on matching the right talent with the right roles, psychometric testing has become an indispensable tool in the realm of recruitment and talent management.

A competency test is an assessment tool designed to accurately evaluate an individual's knowledge, skills, abilities, and behaviours in relation to specific job requirements or competencies. These assessments are often used by employers in the recruitment process or within organisations to identify employees' potential, strengths, and areas for development. By measuring an individual's competencies, employers can make informed decisions in hiring, promoting, or allocating resources for professional development.

Competency tests can be administered in various formats, such as online assessments, in-person interviews, or role-play scenarios, and may incorporate different methods, including multiple-choice questions, situational judgment tests, or task-based exercises. The primary goal of these assessments is to provide insights into an individual's suitability and capacity to perform in a particular role or function, ultimately enhancing organisational efficiency and productivity.

To ensure fairness and accuracy, competency tests are typically developed using rigorous scientific methodologies, including extensive research on job-related competencies that lead to success. Moreover, these assessments are often validated for reliability and cultural relevance, ensuring that they do not discriminate against specific groups based on factors such as race, gender, or educational background.

In conclusion, a competency test is an essential tool for organisations aiming to create a skilled, motivated, and diverse workforce. By accurately evaluating individuals' competencies, employers can make well-informed talent management decisions that contribute to overall business success and organisational growth.

A psychometric evaluation is a scientific assessment method designed to measure an individual's cognitive abilities, personality traits, and behavioural patterns. These evaluations are primarily used in organisational settings to assist in making more informed decisions regarding talent acquisition, development, and management. By examining various aspects of an individual's mental capabilities and personality, psychometric evaluations help employers gain a deeper understanding of a candidate's potential for success in a particular role, as well as their compatibility with the organisational culture and team dynamics.

Psychometric evaluations typically consist of standardised tests and questionnaires, which are developed and validated by experts in the fields of psychology, psychometrics, and human resources. These assessments measure a range of skills and traits, including problem-solving, verbal and numerical reasoning, emotional intelligence, and work-related values and motivations. The results of a psychometric evaluation provide valuable insights into an individual's strengths and weaknesses, enabling employers to make more informed and objective decisions in areas such as recruitment, talent development, and performance management.

One of the key benefits of psychometric evaluations is their ability to reduce biases and promote fairness in the evaluation process. By using objective, scientifically validated measures, organisations can ensure that their HR decisions are based on accurate and reliable data rather than on personal opinions or perceptions. Additionally, psychometric evaluations can help increase the efficiency of the talent management process by providing organisations with a wealth of information about job candidates and existing employees in a relatively short amount of time.

In conclusion, psychometric evaluations are valuable tools for organisations.

Psychometric assessments can be divided into two main categories: cognitive and personality assessments. Cognitive assessments typically measure an individual's intellectual capabilities, such as verbal, numerical, and abstract reasoning skills. These tests evaluate an individual's problem-solving abilities, critical thinking, and learning potential, which can serve as a strong predictor of their success in specific tasks or roles.

Talent management is a strategic approach to attracting, developing, and retaining skilled and motivated employees who can drive a business towards success. It involves identifying individuals with potential, providing them with the necessary training and support, and creating a culture that values and nurtures talent. Talent management aims to ensure that a company has the right people in the right roles, at the right time, and with the right skills, to achieve its objectives. It is based on factual data, such as assessments, insights, and feedback, to make informed decisions about hiring, promoting, and developing employees. By investing in talent management, organisations can create a diverse, agile, and innovative workforce that can adapt to changing business needs and drive growth at scale. [1]

A personality test is a tool used to assess an individual's behaviours, traits, and preferences. It provides insights into how a person may interact with others, approach problems, and handle emotions. These tests are not focused on measuring abilities but rather on understanding individuals' self-perceptions and tendencies. Personality tests typically consist of a series of questions or statements, and individuals are asked to select the response that most accurately reflects their personality or behaviour. There are no right or wrong answers, as the purpose is to gain a deeper understanding of an individual's personality. These tests are commonly used in various contexts, such as hiring processes, to predict an individual's potential success in a particular role. [1][2]

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