IN SHORT

• Psychometric tests can be a useful recruitment tool to discern a candidate’s abilities, characteristics and preferred ways of working. 
• Psychometric testing should be used in conjunction with other forms of assessment, such as interviews and reference checks, to ensure fairness and objectivity.
• There are many types of psychometric tests, and recruiters must ensure they select a reputable provider and use the right test for their needs.  

If you’ve ever sat a psychometric test, you’ll know exactly why it might not tell an employer everything about a candidate, especially in relation to their long-term potential. 

“Psychometric tests can provide valuable information about a candidate’s abilities and characteristics, but they should be used in conjunction with other forms of assessment — interviews, reference checks, work samples — to get a complete picture of the candidate,” says Dan Marsh, managing director of insurance recruitment company Blake Oliver.

A scientific approach

It’s important to note that while the terms ‘psychometric test’ and ‘aptitude test’ are often used interchangeably, they are not necessarily the same thing.

“Think of psychometric tests as an umbrella term for a number of different types of tests,”

explains psychologist Jenny Simonovska, director of Plum Consulting. “Aptitude [or cognitive] tests predict someone’s ability to reason using language or numbers. Behavioural or personality questionnaires — depending on the assessment used — can give you information about a candidate’s strengths, motivators and preferred ways of working.”

Marsh adds that aptitude tests specifically measure a candidate’s potential for learning and applying new skills.

“They are often used in educational settings to assess a student’s readiness for a particular course of study or career path,” he says.

“While there is some overlap between these two types of tests, it’s important for companies to understand the specific goals and outcomes they’re looking for when choosing which type of test to administer.”

Whichever type of assessment is chosen, Marsh offers some further advice for recruiters: “Ensure that the testing is conducted in a fair and objective manner.”

Part of the bigger picture

At ANZIIF, SACS Consulting administers psychometric assessments and conducts cognitive ability, values and personality testing during the recruitment process. “Psychometric tests are used alongside behavioural-based interviews and reference checks to determine the likelihood of a candidate being successful in the role and if they will be the right fit,” says ANZIIF head of People and Culture Veng Lim.

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