What are psychometric tests? A short definition of psychometric assessment, the main types used for jobs and what employers should check before using one.
The short answer
What are psychometric tests? Psychometric tests are standardised assessments that measure mental abilities or characteristics, such as reasoning, aptitude or personality. In hiring, psychometric assessment usually means aptitude and ability tests, which have right answers, and personality questionnaires, which describe preferences. Both are given under the same conditions to every candidate.
Definition
A standardised assessment of mental abilities or characteristics, such as reasoning or personality.
How should you use this idea?
Check what it measures and whether that matters for the job before using it.
Put it in context
Start with the specific decision you are making, the skill the job requires and the limitations of your evidence. Document your interpretation and give candidates a consistent process.
For legal or regulatory conclusions, obtain qualified advice for your location and circumstances. A glossary definition cannot resolve those questions.
The psychometric test meaning covers two broad families. Ability and aptitude tests, such as verbal, numerical and logical reasoning, have right and wrong answers and are usually timed. Personality and preference questionnaires ask candidates to describe themselves and have no right answers. Our cognitive ability tests are ability tests; HireValid does not offer personality questionnaires.
Psychometric testing for jobs: what to check
Before using any psychometric test, check what it measures and whether that matters for the job, how it was developed, whether scores are compared with a relevant reference group, and how results are explained to candidates. Use results alongside interviews and work samples, never as the only basis for a decision. Our guide to types of pre-employment tests compares the main kinds.
Used well, these assessments add consistent evidence to a hiring decision; used alone or for traits the job does not need, they add little.
The limits of psychometric assessment
These assessments do not show job knowledge, experience or how someone works with your team, and personality questionnaires can be answered strategically. They also tell you little if the measured trait does not matter for the job. Use them for what they measure, alongside skills tests, structured interviews and work samples.
They give comparable evidence of reasoning ability or work preferences for every applicant. Ability tests show how candidates solve problems; personality questionnaires describe how they prefer to work.
Are psychometric tests the same as aptitude tests?+
Aptitude tests are one kind of psychometric test. Psychometric is the broader term, which also includes personality questionnaires and other standardised measures used in hiring and development.
Can you fail a psychometric test?+
Ability tests can have a minimum score set by the employer, but personality questionnaires have no right answers. Employers should use results alongside other evidence rather than as a pass or fail alone.
Are online psychometric tests reliable?+
They can be, when they are well developed, given under consistent conditions and compared with a relevant reference group. Ask providers what each test measures, how it was developed and how results should be interpreted.
Hire on evidence, fairly
Short, job-relevant tests with the same conditions for every candidate. Free for five candidates a month.
