What are Psychometric Tests?

Psychometrics (‘psycho’ relating to mind and ‘metrics’ relating to measurement) is the science and practice of measuring psychological characteristics such as ability, personality and motivation.

Tests are typically seen as being ‘psychometric’ when they possess the following characteristics: standardised administration, objective scoring and interpretation, and evidence demonstrating their reliability, validity and fairness. Whilst most tests will claim to have some or all of these properties, the term ‘psychometric’ is most often applied to the measurement of constructs that cannot be directly observed. For example, we cannot directly measure a person’s level of creativity, but instead must infer this from a test taker’s responses to a series of questions or tasks.

Psychometric tests have a number of distinctive features that may not all be present in other forms of assessments, including:

  • Standardised administration – meaning that the conditions for administering, scoring, and interpreting are consistent and done in a pre-determined manner.
  • Objective scoring and interpretation – whereby different scorers (whether human or machine) would arrive at the same score for the same response across candidates, with little or no subjectivity in the process.
  • Evidence demonstrating their scientific reliability, validity and fairness - meaning they measure what they set out to measure and aim to produce accurate scores without bias.

Psychometric tests are often broadly categorised as tests of ability and personality.

Cognitive Ability or Ability Tests

Ability tests (also referred to as capability of aptitude tests) are used to evaluate job candidates on certain skills and abilities. They can measure different skills and aptitudes including problem solving, numeracy, communication, analysis and critical thinking, as well as specific job-related abilities.  Read our blog to know more on why cognitive ability matters

Types of ability test include logical reasoning, numerical ability/reasoning, verbal ability/reasoning and spatial reasoning.They are commonly viewed as being related to general intelligence.

Tests of this nature are time-bound and have right or wrong answers.

Personality Assessments

Personality assessments are tools and techniques used to assess characteristic patterns of traits that people exhibit across various situations in areas such as interpersonal relationships, thinking styles and how they react to pressure.

Would you like to know if psychometrics support diversity in recruitment? Please read our blog here

Would you like to know more?

see our Frequently Asked Questions

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Personality Assessment (Tailored)
Personality Assessment (Tailored)

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

English (UK), English (US)...

 English (UK), English (US)...

FREE TRIAL
FREE TRIAL
Our personality assessment is based on six major dimensions of personality i.e. HEXACO model. The factors that make up the HEXACo model: Honest-humility
Emotionality
eXtraversion
Agreeableness
Conscientiousness
Openness to Experience
We provide three different types of reports which can be used by interviewers. Please refer to the reports section for further information. We provide lots of support to help our clients use our tailored assessments, including full debrief sessions before interviews commence to answer any questions arising and to do a deeper dive into the candidates’ personality, ability, and derailment reports.  Note: The SOVA Cognitive ability tests (verbal, numerical, and logical) are timed tests although the time is not present on screen. Therefore, we ask candidates to work as accurately and as quickly as they can – remember, ability tests measure maximum performance.
Checking Test
Checking Test

Online - desktop / tablet

 Online - desktop / tablet

10 Minutes

 10 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Request a quote
Request a quote

Checking tests assess candidate's ability to compare information quickly and accurately, and check the correctness of data. They will be required to learn a set of system rules before applying these to check for errors in a data set. This provides an insight into their level of detail focus and skill at producing high quality work.

Suitable for: 

For roles with a high need for attention to detail, spotting errors in material or inputting data. Test uses multiple choice questions under timed conditions to see whether candidates can quickly and accurately find the errors between two pieces of reference material.

Points to remember:

  • Assesses aptitude for attending to detail and spotting errors
  • Corroborate information from two sources

Difficulty levels: 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level contains 16 items to be completed in 5-10 minutes. This is an untimed test. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

  • Numerical 
  • Verbal
  • Abstract
  • Mechanical
  • Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Numerical Ability Test
Numerical Ability Test

Online - desktop / tablet

 Online - desktop / tablet

18 Minutes

 18 Minutes

Chinese PRC, Danish...

 Chinese PRC, Danish...

Request a quote
Request a quote

Numerical ability test measures how well someone can understand, analyse and perform calculations on numerical information. 

Suitable for: 

For roles where candidates will need to be comfortable with numbers, mathematical functions and interpreting data. Candidates use number-based reference material to answer multiple choice questions involving basic arithmetic, averages, percentages and ratios. Tests are timed and candidates are able to use a calculator throughout (one of their own, not built into test). 

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level contains 16 questions to be completed in 20 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level  contains 16 questions to be completed in 18 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 15 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 10 min. 

ABOUT THE CLEVRY COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

  • Numerical 
  • Verbal
  • Abstract
  • Mechanical
  • Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Verbal Ability Test
Verbal Ability Test

Online - desktop / tablet

 Online - desktop / tablet

11 Minutes

 11 Minutes

Chinese PRC, Danish...

 Chinese PRC, Danish...

Request a quote
Request a quote

This test has been designed to measure the candidate’s ability to understand written information.

Suitable for: 

For roles where candidates will need to have to comprehend, analyse and draw conclusions from written information. Tests present a paragraph of text about a given topic, candidates must then decide if a series of statements are true, false or cannot say by evaluating the information under timed conditions.

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates.This level contains 16 questions to be completed in 11 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration. This level contains 16 questions to be completed in 9 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 10 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 5 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

  • Numerical 
  • Verbal
  • Abstract
  • Mechanical
  • Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Mechanical Reasoning Test
Mechanical Reasoning Test

Online - desktop / tablet

 Online - desktop / tablet

12 Minutes

 12 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Request a quote
Request a quote

Mechanical reasoning tests require candidates to demonstrate their ability to apply mechanical and physical laws to real objects and processes. they will be presented with illustrations of mechanical processes such as gears, pulleys, levers and hydraulics in novel situations, and they must conclude which multiple choice answer demonstrates the correct function or principle.

Suitable for: 

For roles where candidates will need to work with and understand mechanical or technical concepts. Using a multiple choice formal under timed conditions, candidates are presented with images and will use mechanical reasoning skills to deduce what will happen in the picture. 

Difficulty levels: 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles.

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

  • Numerical 
  • Verbal
  • Abstract
  • Mechanical
  • Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Abstract Reasoning Test
Abstract Reasoning Test

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

24 Minutes

 24 Minutes

Dutch, English (AUS)...

 Dutch, English (AUS)...

Request a quote
Request a quote

Also known as diagrammatic or inductive reasoning - Measures general intellect and ability to work with new concepts and ideas. Candidates are expected to predict next in the sequence using rational strategies.

Suitable for: 

For roles where candidates will need to deal with complex data, identify patters trends and rules to solve logical problems. Sometimes known as inductive or diagrammatic reasoning tests, the tests are non-verbal and adopt a multiple choice format under timed conditions. Candidates are presented with a series of shapes or patterns and asked to deduce what comes next, or what is missing.

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level containes 16 questions to be completed in 45 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration. This level containes 16 questions to be completed in 24 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

  • Numerical 
  • Verbal
  • Abstract
  • Mechanical
  • Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

The Clevry Personality Questionnaire
The Clevry Personality Questionnaire

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

Brazilian, Chinese PRC...

 Brazilian, Chinese PRC...

Request a quote
Request a quote

The Criterion Personality Questionnaire is unlike anything else on the market. We don’t subscribe to a one-size-fits-all approach to personality; the CPQ offers unparalleled flexibility by allowing you to pick and choose the elements you want to measure.

The CPQ is made up of 46 scales split across five key areas of personality at work. These elements are:

Interpersonal Style – The candidate’s approach to working with others, taps into their style of communication and preferences for working around others

Thinking Style – The candidate’s approach to tasks, decisions and challenges

Emotional Style – The candidate’s reaction to the emotional demands of the role

Motivations – Understanding what drives the candidate and helps them to feel energised and motivated at work

Culture Fit – Understanding the style of environment that is best suited to the candidate

We provide the following 3 options for you to choose from: 

1. OFF-THE-SHELF OPTION

Psycruit offers two off-the-shelf personality questionnaires, both of which include a range of scales from across the five elements.

The Criterion Core (21 Scales) – Comprehensive insight into the typical preferences and tendencies for behaviours, feelings, values and motivations that are important in the workplace. This questionnaire takes about 20 minutes for the candidate to complete. Using the Core questionnaire will give you access to two specialised reports; Team Strengths Report & Sales Report.

The Criterion Enhanced (30 Scales) – Builds on the Criterion Core, offering a deeper insight across a breadth of elements of personality in an occupational setting. This questionnaire will take about 30 minutes for candidates to complete. Using it will give you access to our Leadership Report.

2. BESPOKE OPTION

Psycruit allows you to build your own personality questionnaire so you can tap directly into the traits you are interested in for the role you are recruiting for or developing. You can pick any combination of the 46 scales in the Library and structure the selection according to your own values/competency framework or use our default headings. Telling the platform ‘what good looks like’ will give you access to the Selection Report.

3.INDUSTRY SPECIFIC

We now have a collection of industry specific questionnaires that are available on Psycruit. These have been developed through role research and the expert knowledge and experience of our business psychologists. All of our off the shelf questionnaires also contain the social desirability scale in addition to those scales listed below.

  • Remote Working
  • Sales
  • Call Centre
  • Customer Service
  • Graduates
  • Recruitment Industry
  • Project Manager
  • Legal Sector
  • IT Professionals
  • Engineering
  • Workforce
  • Human Resources
  • Administrative Role
  • Marketing
  • Education Role
  • Hospitality
Contact Centre Assessment
Contact Centre Assessment

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Request a quote
Request a quote

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a contact centre role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Clevry platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK. 

Recruitment Scenario Assessment(Recruiter)
Recruitment Scenario Assessment(Recruiter)

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Request a quote
Request a quote

This assessment is designed to mirror the kinds of conversations you would have with colleagues, candidates and clients in your role as a recruiter.

You will be presented with a short message outlining the scenario we are asking you to imagine yourself in. You will then receive a number of messages from colleagues, candidates and clients, which will present you with questions and issues for which you will have to provide a response. For each question you get, you will be given a number of response options to choose from. There are no right or wrong answers; just pick the response which is most closely aligned with your typical behaviour and values.

This assessment is comprised of 12 questions and there is no time limit.

What does this assessment measure?

Message Me assessments help recruiters measure candidate behaviour in relation to the role they’re applying to.

Message Me assessments can provide additional value when combined with Psycruit personality questionnaires. Recruiters will be able to create a more well rounded picture of their candidates, allowing them to find and hire only the best candidates.

Graduate or Managerial Test
Graduate or Managerial Test

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

30 Minutes

 30 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Request a quote
Request a quote

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a graduate or managerial role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Psycruit platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK. 

Frequently Asked Questions

The answer to this depends on the test publisher. Using our online platform, you will be able to clearly see the training requirements against various assessments we promote. Most publishers will accept ‘Test User: Occupational, Personality’ or ‘Test User: Occupational, Ability’ depending on the type of test you purchase.

For some personality assessments, you may need to attend specific training as prescribed by the test publisher. Test publishers may also offer their services to administer tests and interpret their results for you.

Nevertheless, there are some psychometric tests where no training is required to administer the tests and to interpret their results.

Read our blog to learn more about what to consider while purchasing psychometric tests or tests in general.

Yes, research has shown that psychometric tests can provide an accurate picture of abilities and behaviors if developed and administered according to the scientific principles of reliability and validity. To learn more about the best and most accurate psychometric tests, and their benefits, check out this blog post

In short, no. Psychometric tests should be viewed as a complementary part of an overall recruitment strategy that does not rely solely on one selection method. To learn more, read this post that we put together listing 5 things to consider when selecting a talent assessment.

Using tests inappropriately can result in bias, discrimination, and/or leave you with the wrong candidate for the role. For example, they could be used to assess abilities that are not essential or relevant to the role being recruited to. But when used appropriately, research indicates that psychometric tests are one of the fairest and most effective forms of assessment. The key thing is to ensure that tests are carefully selected based on a thorough role analysis and that they have been developed according to the scientific principles of reliability and validity. It is also important to explore what measures are put in place by the test publisher to minimise biases. We make every effort to provide this information on the assessments we promote on our site. Using our online platform you can find, buy and compare psychometric tests including (but not limited to): 

If you are unsure or have any questions, please contact us.

Firstly, it is important to analyse your requirements based on the role you are recruiting for so that it is clear what you wish to measure. This will enable you to select a test that will measure what you need and provide you with information that is suited to the job spec.

At Talent Grader, we make every effort to provide key information on what each assessment measures. This includes the context in which you can use it, duration, relevance for business function and industry sector. We also show you what measures are put in place to minimise biases whilst designing the tool. We believe these are key considerations HR and Recruitment test users need to take into account. We are always looking to improve our platform, so please let us know if there are any additional features that we could include which may add value to your decision-making process.

Additionally, you can check out our blog to learn what to consider while purchasing psychometric tests or tests in general.

This depends very much on the role being recruited to. Depending on the role requirements and what you wish to measure, psychometric tests may be the best option, or you may wish to consider other types of assessment. It is usual for more than one type of assessment to be used to facilitate informed and rounded decision-making. No assessment is 100% accurate in predicting performance. Hence it is recommended that we use a combination of selection methods to make reliable selection decisions.

For example, certain roles will require specific technical skills, such as a web designer or a translator. In this case, technical and skills tests should form a crucial part of your recruitment process. 

It is not a requirement to provide feedback, but it is considered best practice to do so. Most test publishers would be able to advise if their candidate feedback reports are designed to be provided directly to the candidates without a trained practitioner delivering the feedback to them.