What are psychometric assessments?

Psychometric is the clinical name for aptitude (ability) and personality tests (e.g., MBTI, DISC, 15FQ+, FIRO-B). Psychometric assessments are tools designed to measure whether or not an individual has the specific skills or personality required to do a particular job. Some actually predict subsequent job performance.   The very nature of Psychometric Assessments requires experienced and trained psychologists to undertake the development and review of the test.

The tests and instruments employed depend on the position type and the client requirements. Skills and aptitude are only part of what makes a successful employee. It is important to evaluate the person’s "fit" into the culture of an organisation, as well as their match to the personal characteristics required to successfully undertake the role.

When deciding on an assessment, it is important to note that testing must be reliable (give the same result over time), valid (test what they claim to be testing) and have a proven track record (can differentiate between candidates).

Ability and reasoning assessments evaluate cognitive skills that are often applied in the workplace. They help provide an indication of how a person performs on the job as well as their potential for growth in the organisation. Tests typically used in this form of assessment are those which evaluate verbal, quantitative, and abstract reasoning. These have long been recognised as important indicators of a person’s potential for performance and development in the workplace.

There are many types of tests available that vary according to the level of ability required for the role. As an example, a junior role would require a more simple suite of ability tests than a senior role due the difference in ability levels required to perform the role.

The two type of assessment differ in their uses -

• Ability Assessments
• Personality Assessments