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

 
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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.
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
Great People Inside Customised
Great People Inside Customised

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

Danish, English (AUS)...

 Danish, English (AUS)...

£ 75.00
£ 75.00

Great People Inside has developed a library of individual measures that reflect the issues businesses face TODAY, (not 40 years ago). These measures were developed based on extensive independent research. These measures can be used to create assessments that measurely precisely what your organisation wants ot measure (not what we tell you you should measure like most 'off the shelf' assessments. The customisation of assessment templates is TOTALLY FREE OF CHARGE.

Once created, these assessments can be used to gather all the relevant information on your current, and potential, workforce. We have harnessed modern technology to improve the fficiency, and reduce the cost, of high-end assessments. Great People Inside offers you greater value for money, better reliability and more extensive reporting than any other assessment in the market today.

It's important to note that the time an assessment takes is determined by the length of the assessment. This can range from 10 to 60 minutes plus, allowing users to select an assessment that's appropriate to the candidates (10 minutes for entry level roles, 60+ for senior roles)

Hogan Development Survey *Dark Side Risk Factors *- Executives, Directors, Board Members
Hogan Development Survey *Dark Side Risk Factors *- Executives, Directors, Board Members

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

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

 English (AUS), English (UK)...

Bespoke Solution
Bespoke Solution

Hogan Assessments predict performance and helps your executive team reach their highest potential

Hogan Assessments cultivate strategic self-awareness so employees, leaders, and your business will all reach their highest potential.

Hogan personality assessments predict performance so you can select the right candidate for every role—without bias.

The Hogan test is untimed, but each test takes about 15-20 minutes to complete. You may be required to take any combination of the three but the HPI is the most popular Hogan assessment among recruiters, the HDS is the second most used, and the MVPI is the least used among the three.

HPI measures "Bright-side” personality - Your strengths and success factors, how well you may do at the job. 206 Questions

HDS measures “Dark-side” personality - Your potential derailers at work; factors that might undermine your success at the job. 168 Questions

MVPI measures “Inside” personality - The fit level between your core goals, beliefs, and personal values on the one hand, and the work environment and organizational culture on the other hand. 200 questions.

All three Hogan assessments give a statement and ask you to rate your agreement with it, whether you strongly agree, agree, disagree, or strongly disagree with it, or state whether you agree, disagree or are undecided. 

 

 

Hogan Personality Inventory - Executives, Directors, Board Members
Hogan Personality Inventory - Executives, Directors, Board Members

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

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

 English (AUS), English (UK)...

Bespoke Solution
Bespoke Solution

Hogan Assessments predict performance and helps your executive team reach their highest potential

Hogan Assessments cultivate strategic self-awareness so employees, leaders, and your business will all reach their highest potential.

Hogan personality assessments predict performance so you can select the right candidate for every role—without bias.

The Hogan test is untimed, but each test takes about 15-20 minutes to complete. You may be required to take any combination of the three but the HPI is the most popular Hogan assessment among recruiters, the HDS is the second most used, and the MVPI is the least used among the three.

HPI measures "Bright-side” personality - Your strengths and success factors, how well you may do at the job. 206 Questions

HDS measures “Dark-side” personality - Your potential derailers at work; factors that might undermine your success at the job. 168 Questions

MVPI measures “Inside” personality - The fit level between your core goals, beliefs, and personal values on the one hand, and the work environment and organizational culture on the other hand. 200 questions.

All three Hogan assessments give a statement and ask you to rate your agreement with it, whether you strongly agree, agree, disagree, or strongly disagree with it, or state whether you agree, disagree or are undecided. 

 

The Hogan test is untimed, but each test takes about 15-20 minutes to complete. You may be required to take any combination of the three but the HPI is the most popular Hogan assessment among recruiters, the HDS is the second most used, and the MVPI is the least used among the three.

HPI measures "Bright-side” personality - Your strengths and success factors, how well you may do at the job. 206 Questions

HDS measures “Dark-side” personality - Your potential derailers at work; factors that might undermine your success at the job. 168 Questions

MVPI measures “Inside” personality - The fit level between your core goals, beliefs, and personal values on the one hand, and the work environment and organizational culture on the other hand. 200 questions.

All three Hogan assessments give a statement and ask you to rate your agreement with it, whether you strongly agree, agree, disagree, or strongly disagree with it, or state whether you agree, disagree or are undecided. 

 

 

DiSC (Learning and Development) 121 Development Programme
DiSC (Learning and Development) 121 Development Programme

Online - desktop / tablet

 Online - desktop / tablet

20 Minutes

 20 Minutes

English (UK)

 English (UK)

£ 400.00
£ 400.00

Everything DiSC is a simple yet effective tool that measures an individuals preferences and tendencies based on the DiSC ® model.

It describes four basic behavioural styles: D, i, S, and C:

D (Dominance) style is active and questioning.
This describes people who are direct, forceful, and outspoken with their opinions.

i (Influence) style is active and accepting.
This describes people who are outgoing, enthusiastic, and lively.

S (Steadiness) style is thoughtful and accepting.
This describes people who are gentle, accommodating, and patient with others’ mistakes.

C (Conscientiousness) style is thoughtful and questioning.
This describes people who are analytical, reserved, and precise.

Everyone is a blend of all four DiSC styles, no one style better or worse than the next.

We believe that these differences in style can be extremely valuable. Once you assess these differences and harness their value, better workplace communication AND healthier organisations become possible.

The Everything DiSC® Assessment 

  • Powered and proven by 40+ years of research
  • Uses computer adaptive testing and sophisticated algorithms for precise results
  • Provides the foundation for a personalised learning experience

The Catalyst™ Platform

  • Delivers the results of the Everything DiSC assessment in a guided, narrative-style format
  • Allows learners to go deeper into their DiSC® style to develop social and emotional skills
  • Compares their DiSC style with colleagues and gives real-time tips for more effective interactions
  • Provides access to a range of social and emotional skills development content—personalised to each learner’s unique DiSC style 
DiSC (Recruitment) Workplace Profile and Recruiters Report
DiSC (Recruitment) Workplace Profile and Recruiters Report

Online - desktop / tablet

 Online - desktop / tablet

20 Minutes

 20 Minutes

English (UK)

 English (UK)

£ 150.00
£ 150.00

Everything DiSC is a simple yet effective tool that measures an individuals preferences and tendencies based on the DiSC ® model.

It describes four basic behavioural styles: D, i, S, and C:

D (Dominance) style is active and questioning.
This describes people who are direct, forceful, and outspoken with their opinions.

i (Influence) style is active and accepting.
This describes people who are outgoing, enthusiastic, and lively.

S (Steadiness) style is thoughtful and accepting.
This describes people who are gentle, accommodating, and patient with others’ mistakes.

C (Conscientiousness) style is thoughtful and questioning.
This describes people who are analytical, reserved, and precise.

Everyone is a blend of all four DiSC styles, no one style better or worse than the next.

We believe that these differences in style can be extremely valuable. Once you assess these differences and harness their value, better workplace communication AND healthier organisations become possible.

The Everything DiSC® Assessment

  • Powered and proven by 40+ years of research
  • Uses computer adaptive testing and sophisticated algorithms for precise results
  • Provides the foundation for a personalised learning experience
The Insights Discovery
The Insights Discovery

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

English (UK)

 English (UK)

Contact us
Contact us

The Insights Discovery methodology uses a simple and memorable four colour model to help people understand their style, their strengths and the value they bring to the team. We call these the colour energies, and it's the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why people behave the way they do.

Who's it for?

Our Insights Discovery product is suitable for all levels and gives learners the foundation of self-awareness they’ll need to be successful at whatever they do; whether that’s developing themselves, working as part of an effective team, or leading others with authenticity.

Through Insights Discovery, individuals will gain a common language that has wide-ranging benefits, including connecting colleagues across geographical and cultural boundaries, and providing a safe platform for feedback conversations.

Outcomes: Insights Discovery helps people understand themselves and their colleagues so that they can have more respectful, productive and positive working relationships, even across virtual boundaries.

Individuals understand their own and others’ communication preferences

They can connect better with their colleagues to improve collaboration

They have a common language to help them overcome challenges and conflict

Disclaimer

The information on this website is curated from various sources to make it easy for users to find all the relevant information in one place. While we strive to ensure the accuracy and completeness of the content, we cannot guarantee the correctness of the information as it is compiled from multiple external sources.

Users of this website are responsible for verifying the information and data presented here and for seeking professional advice as needed. Should you have any inquiries concerning a specific assessment, please don't hesitate to contact us, and we will make every effort to assist you.

DiSC
DiSC

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

English (UK)

 English (UK)

Contact us
Contact us

DiSC® is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace. Organizations and facilitators use these profiles as tools to help ignite cultural change, inspiring lasting behavior changes that positively shape their workforce.

DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.

People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.

People with S personalities tend to be dependable and place an emphasis on cooperation and sincerity.

People with C personalities tend to place an emphasis on quality, accuracy, expertise, and competency.

Everything DiSC also measures priorities (the words around the circle), providing more nuanced and memorable feedback in profiles.

“Overall, participants report that the DiSC fit is good or excellent approximately 90% of the time. As documented under the Forer effect (1949), however, it is not unusual for participants to show a high level of agreement with psychological test results.”

Hogan Personality Inventory (HPI)
Hogan Personality Inventory (HPI)

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

English (UK)

 English (UK)

Bespoke
Bespoke

 

The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life. Whether you are implementing an organizational assessment process or enhancing your executives’ development, the HPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

FEATURES & BENEFITS

Through an ongoing dedication to research and development, the HPI is the only personality inventory with all these essential features:

• Designed to predict occupational success
• Based on the Five-Factor Model
• Useful reports available for employee selection or development
• Developed exclusively on working adults
• Normed on more than 150,000 working adults worldwide
• Validated on more than 200 occupations covering all major industries • No invasive or intrusive items
• Instantaneous scoring and reporting output
• No adverse impact
• Online administration by protected access
• Test items and reports available in multiple languages

Hogan Assessments is the international leader in personality insights. With the world’s largest database of personality research and decades’ worth of experience in psychometrics, Hogan produces valid, reliable personality assessments that measure everyday strengths, potential shortcomings, and values and motivators. More than 75% of the Fortune 500 rely on Hogan’s suite of talent acquisition and development solutions for their people strategy. Hogan’s solutions empower organizations to hire the right people without bias, boost productivity, reduce turnover, promote diversity and inclusion, identify high-potential talent, develop leaders, and inspire employees to do their best.

Disclaimer

The information on this website is curated from various sources to make it easy for users to find all the relevant information in one place. While we strive to ensure the accuracy and completeness of the content, we cannot guarantee the correctness of the information as it is compiled from multiple external sources.

Users of this website are responsible for verifying the information and data presented here and for seeking professional advice as needed. Should you have any inquiries concerning a specific assessment, please don't hesitate to contact us, and we will make every effort to assist you.