What Is a Psychometric Test? A Plain Guide for HR Teams
A psychometric test is a standardised way of measuring something about a person that is hard to see in a CV or an interview: how they reason, how they tend to behave, what they are interested in, or how they judge a work situation. This guide explains the main types, how the results are produced, and what they can and cannot tell you.
The main types of psychometric test
Most tests used in hiring and development fall into a few families. Knowing the family tells you what the test is for and how to read it.
- Ability or aptitude tests (numerical, verbal, abstract, diagrammatic, mechanical): timed questions with right and wrong answers. They estimate how well someone reasons with numbers, language or patterns.
- Personality and behavioural style tools (Big Five, DISC): self-report questionnaires with no right answers. They describe typical preferences and behaviour, not ability.
- Situational judgement tests: short work scenarios where the candidate chooses the most and least effective response. They sample practical judgement in a specific kind of job.
- Interest inventories (Holland's RIASEC): which kinds of activity a person finds engaging. They support career conversations rather than selection.
- Emotional intelligence, learning agility, leadership and derailer measures: mostly used for development, coaching and talent reviews.
How a score is produced
Each answer is converted to points by a scoring key. The points are added up into a raw score. A raw score on its own says little: 18 out of 25 means something different on an easy test and a hard one.
To make the number meaningful it is compared with a reference group, called a norm group. The result is usually shown as a percentile (the share of the reference group the person scored above) or as a band such as Developing, Average, Strong. The choice of reference group matters: the same raw score can sit at different percentiles in different groups, so a report should always say who the person was compared with.
Reliability and validity: the two questions to ask
Reliability is consistency: would the same person get a similar result on another day or on a parallel form? Validity is whether the test measures what it claims to and whether results relate to something that matters, such as later job performance.
Both are shown with numbers in a technical manual. A vendor that cannot show you reliability and validity evidence for the test you are buying is asking you to take the result on trust.
What the research says about tests in selection
The most cited review is Schmidt and Hunter (1998), which compared selection methods using corrected validity coefficients. It reported about .51 for general mental ability tests, about .51 for structured interviews and about .38 for unstructured interviews. It also reported that combining general mental ability with a structured interview or with a work sample test gave higher validity than either alone (about .63).
Two cautions apply. These are results for the method in general, not for any particular commercial test. And later re-analyses of the same literature (for example Schmidt, Oh and Shaffer, 2016) report different values, so the figures from different papers should not be mixed.
Using tests fairly and well
A test result is one input to a decision. The practices below are widely recommended.
- Use tests that are relevant to the role and ask candidates to complete only what you will actually use.
- Combine results with a structured interview and other evidence; avoid a single score as a pass/fail line unless it has been validated for that purpose in your own setting.
- Tell candidates what is collected, why, and who will see it; keep the data only as long as you need it.
- Check results for group differences over time, and offer reasonable adjustments (for example extra time) where appropriate.
- Give candidates feedback where you can.
Where AXIS360 fits
AXIS360 Assess offers aptitude, personality, situational judgement, interest, leadership and 360-degree tools, with reports for HR teams. Browse the full list on the assessments page. Each assessment page states what the test measures, how long it takes and how it is scored. For the reliability and validity evidence available for a specific instrument, ask us and we will tell you what exists and what is still to be published.
Frequently asked questions
Are psychometric tests accurate?
Accuracy depends on the test, the role and how the result is used. Well-built tests are consistent and relate to outcomes at a modest to useful level; none is a crystal ball. They work best as one input alongside interviews and other evidence.
Can a candidate prepare for a psychometric test?
Practice helps with the format of timed ability tests, which is one reason to use them under consistent conditions. Personality questionnaires have no right answers, so preparation matters less, though candidates can answer to create an impression, which is why results should be tested in interview.
How long does a psychometric test take?
Short screeners take about 8 to 15 minutes; single ability tests about 15 to 30 minutes; broad personality and competency surveys 20 to 40 minutes. Each AXIS360 page lists the time for that assessment.
Related
Assessments: Cognitive Ability Battery · Big Five OCEAN Assessment · DISC Personality Assessment · Customer Service SJT
Solutions: Campus Hiring Solution · BPO Volume Hiring Solution
More guides: Choosing a psychometric test provider · How to interpret psychometric test results
Sources
- Schmidt, F.L. & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262-274.
- Schmidt, F.L., Oh, I.-S. & Shaffer, J.A. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 100 years of research findings. Working paper.
This guide is general information, not legal advice. Questions or corrections: nizam@nonverbals.com.