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.
They add an important and objective way to assess candidates’ abilities and behaviours.
As mentioned above, psychometric tests have a number of distinctive features that may not all be present in other forms of assessments.
Psychometric tests break down into two distinct types – tests of ability and assessments of personality. Ability tests assess how well a person does something whereas a personality questionnaire assesses how they do it.
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.
Tests of this nature are time-bound and have right or wrong answers.
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.
They are designed to help assess how well a candidate will perform in the role, how motivated they will be and how much drive they will exhibit based on their behavioural traits.
Some personality assessments also offer insights on dark sides or derailers. This information can be used to make informed decisions in selection and development especially for leadership roles.
Would you like to know if psychometrics support diversity in recruitment? Please read our blog here.
Evaluate emotional intelligence in the workplace
EMOTION 2 measures candidates’ and employees’ ability to understand their own emotions and their capacity to establish harmonious working relationships with others. The test provides a reliable score for an individual’s interpersonal and intrapersonal competencies by assessing 15 specific factors related to emotional intelligence.
Analysis of 5 main dimensions:
Analysis of 15 factors of emotional intelligence:
|Intra-personal Intelligence||Inter-personal Intelligence|
|Self-motivation||Dealing with diversity|
The PROFESSIONAL PROFILE 2© adopts the trait approach. This is our latest personality assessment, designed and validated with the most recent method in psychometrics, the Thurstonian IRT. It measures 14 set of dimensions in opposition (e.g. introversion vs. extraversion), thereby resulting in an analysis of 28 aspects of personality and motivations.
In addition to the Five Factor Model (FFM) of personality, several established theories were used for the conceptual and practical development of the PROFESSIONAL PROFILE 2©.
Other theoretical frameworks include C.G. Jung (1971) Theory of Psychological Types; William Schutz (1958) Fundamental Interpersonal Relations Orientation; Lee and Ashton(2004) HEXACO Model of Personality and J. Holland (1958) Occupational Themes (RIASEC)
14 sets of character traits are analysed:
Measuring spatial reasoning abilities
REASONING – SPATIAL measures the spatial reasoning abilities of an individual and more specifically its ability to mentally rotate an object in 2D or 3D. These abilities are particularly important in the areas of STEM (science, technology, engineering, mathematics).
The candidate receives an overall score and personalised comments.
Mental rotation ability requires very good skills in mental visualisation skills since it is about to mentally represent a complex object and repositioning it in space.
Mental rotation is useful in many professional fields, for example in interior architecture, sculpture or pottery, even in haute couture.
Reveal a candidate’s behaviour and job compatibility
Work Profile is a personality assessment designed especially for entry-level jobs, requiring a lower level of qualifications. It is the only recruitment-based assessment to reliably measure an individual’s work personality through their workplace, social and emotional traits, as well as the values and aspirations that drive them forward. Suitable for candidates and employees with lower level qualifications.
Analysis of 15 factors split into 3 groups:
Profile matching with 6 work-focused personality types: Leader, Persistent, Conscientious, Sociable, Explorer, Innovative
ETIX evaluates the likelihood of individuals engaging in counterproductive work behaviour. It covers six behaviours relevant to today’s work environment, including discrimination, harassment, and lying. By distinguishing between a person’s attitudes towards themselves and other people, ETIX reveals not only if a person might participate in counterproductive work behaviour, but also if they might enable it in others.
Analysis of 6 dimensions of work ethics, each of which relates to a counterproductive work behaviour:
Each dimension is divided into 2 facets:
VOCATION is a career assessment based on the RIASEC model. It measures 12 interest domains and then matches the individual profile with 138 occupations, enabling the individual to pinpoint the most suitable profession that aligns with their personality.
Analysis of 12 domains outlined by the RIASEC model:
VOCATION is a fair and accurate measure of occupational and vocational preferences, and HR practitioners and psychologists can be confident of its diverse application.
The Reasoning Test-R allows you to assess a candidate’s logical, numerical and verbal reasoning abilities for their intelligence quotient (IQ). It helps to improve the reliability of your hiring decision by comparing candidates on the basis of an objective criteria. The Reasoning Test-R is available as a full version labelled Reasoning Test (Corporate)- 40 miniutes and a shorter version as Reasoning Test 20 minutes.
The candidate receives an overall calibrated rating and detailed results by factor:
Recommended for assessing intellectual capacities such as reasoning, abstract thinking, analytical and critical thinking capacities of professionals such as sales persons, entrepreneurs, managers, and other office executives.
The Big Five Profile is based on the Five Factor model, identifies an individual’s dominant personality traits. It does so by measuring five dimensions of personality, all of which have a major impact on behaviour. Since these traits remain relatively stable throughout a person’s lifetime, this assessment is suitable for both adults and adolescents.
Analysis based on the Big Five model:
Sales Profile-R identifies the potential, competencies, and motivations needed to succeed in sales. As well as being an indispensable tool for recruitment, Sales Profile-R can also be used for training, internal mobility, and sales force audits.
Measures 12 behavioural traits grouped under 4 key skills-based dimensions:
Results are matched with 25 sales roles representative of the needs in the area. Sales Profile-R can be used to identify sales potential in non-sales people (engineers, technicians, or others).
The SALES PROFILE-R can be combined with other personality questionnaires such as Central Test’s Professional Profile or the CTPI-R in order to acquire a more precise and comprehensive profile of the individual. For instance, combining the CTPI-R, which assesses work personality and managerial abilities, with the SALES PROFILE-R, can be useful in evaluating a person's potential as a Sales Director.
Also, when combined with other personality tests, the SALES PROFILE-R can corroborate personality dimensions that could indicate an aptitude for sales, such as a high score on the “Persuasiveness” or “Firmness” factors from the Professional Profile.