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What are Psychometric Tests?
Psychometric tests are assessment tools used to objectively measure an individual's personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a person's abilities and personality to a suitable career or role.
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Know More About Our Psychometric Offerings
Psychometric Assessment Tools Used in Hiring and Employee Development
Make Better Hiring Decisions Using the Four Types of Psychometric Assessment Tests
Motivation, Value, Preferences
Understand what drives and motivates a person to perform at work by measuring motivation, values and preferences.
Choose Various Types of Psychometric Tests From Our Skills Assessment Library or Get Them Customized to Your Needs
The Top 6 Psychometric Tests Used in Hiring
Our Scientific Psychometric Assessments Come With Industry
Leading Reliability And Validity
Find the Best Fitting Candidates For Your Organization Using Psychometric Tests
Our world-class experts are part of SIOP (Society for Industrial and Organizational Psychology): a premier membership organisation for those practising and teaching I-O psychology.
Our assessments are normed on a sample of 10,000+ respondents across different geographies - India, US, Europe, Latin America, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).
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The first psychometric instruments were designed to measure the concept of intelligence, viewed as a combination of different abilities that mental tests could measure. Psychometrics is also dominated by personality testing, and the most used instruments are the Five-Factor Model (The Big 5), Personality and Preference Inventory, MBTI, etc.
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Be on Point for the People Part of Your Business Equation!
Hire the Right Person
Hire the right cultural fit, with a blend of assessments tuned to find the perfect job fit.
Develop Employees Holistically
Identify key developmental areas for each employee to create a customised L&D roadmap.
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Our Psychometric Tools Come with Industry-leading Reliability and Validity Standards
The Psychometric Assessment Tools are based on Validated Scientific Theories and Practices
Mercer | Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories
The Big Five Theory
A hierarchical organization of personality traits in terms of basic dimensions: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience.
Iceberg Model
Model for competencies that talks about the easy, limited information of education, experience, skills, and gut feel in combination with essence of person, motivations, thinking & cultural fit.
Critical Thinking
A Critical Thinking Test designed to assess an individual's ability to digest & understand situations and information.
Abstract Reasoning
A test used to measure abstract reasoning and regarded as a non-verbal test of reasoning.
Following Best Practice Guidelines
Our team members are part of SIOP (Society for Industrial and Organizational Psychology)- a premier membership organisation for those practising and teaching I-O psychology.
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Frequently Asked Questions(FAQs)
1. What are the different types of psychometric tests?
The different types of psychometric tests are:
Personality Tests, such as
- MBTI
- DISC
- 16 PF
- Enneagram
Aptitude Tests, such as
- Verbal Reasoning
- Numerical Reasoning
- Logical Reasoning
2. Why Use Psychometric Testing in Recruitment
Psychometric testing is used in recruitment to accurately, efficiently and objectively gauge cultural and personality fitment of candidates. Psychometric testing enables employers to predict performance and thereby select candidates who are best suited to a particular job role. Psychometric testing gives you holistic insights into a candidate's workplace competencies, that a traditional interview process doesn't.
3. How to Use Psychometric Testing in Hiring?
To use psychometric testing in hiring, employers need to first identify and define the competencies and personality traits that determine a person's suitability for a given role in the organization. Psychometric tests are then designed to assess these group of competencies in candidates to gauge role fitment. Psychometric testing in hiring is best used at the screening level to filter out candidates and make interviews more effective.
4. What does psychometric test measure?
Psychometric tests measure an individual's personality traits, aptitude, intelligence, abilities and behavioral style to make better people decisions. Psychometric tests also measure employee-company culture compatibility, job-personality compatibility, and other such relations relevant for employment. Primarily, psychometric tests measure the degree to which a candidate's disposition will be suitable to a particular role and organization.
5. What are top psychometric assessment tools used in Hiring?
The top psychometric assessment tools used in hiring are:
Cognitive or aptitude tests, namely
- Numerical reasoning
- Verbal reasoning
- Logical reasoning
Personality Tests, such as
- Trait based - MBTI, or
- Type based - Big Five
6. What is a psychometric personality test?
A psychometric personality test assesses aspects of human personality - traits, behavioral tendencies, motivations, values, etc. Psychometric personality tests are widely used in corporate settings to predict response and fitment. Popular psychometric personality tests are MBTI, DISC, Enneagram Test, Big Five Personality Test.
7. What is a dark personality?
A dark personality is one that threatens the safety of employees, customers and the work culture in an organization. Therefore, a dark personality test is undertaken to identify such traits to prevent damage and create a positive, productive, healthy workplace.
8. What is a career personality test?
Career personality tests reveal a prospect's unique characteristics that determine whether a candidate is a good fit for a specific career. It does so by assessing different traits, interests, strengths and weaknesses.
