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Psychometric assessments are often successfully used as part of the recruitment process to determine a job fit of a candidate to a specific role. In this regard, psychometric assessments typically consist of two main areas, namely cognitive ability of the candidate in relation to the role and personality in relation to the role. It assists companies to scientifically identify best fit candidates beyond the interview. The cost of a wrong placement is well known and through psychometric assessments it is possible to minimize the risk and cost.

Psychometric assessments have many additional applications such as development, succession planning, coaching, talent audits and many more.

1. Cognitive Ability

Cognitive ability refers to a person’s ability to reason, plan and solve problems. It is widely considered the single best predictor of job performance and plays a crucial role in a person’s ability to effectively deal with the cognitive challenges inherent to a defined job. Cognitive Ability Tests assess a candidate’s performance across different work-based scenarios or tasks. Candidates who score well on cognitive ability tests are more likely to complete training successfully, learn and digest new information on the job, and adapt more quickly in fast-changing work environments. Combined with other assessments, such as personality questionnaires, cognitive ability tests provide recruiters with a more well-rounded view of their candidates’ strengths and weaknesses.

Verbal Ability

Verbal cognitive ability tests assess a candidate’s ability to understand, analyse and interpret written information.

Verbal ability tests are generally presented as a paragraph of text about a given topic, the respondent will then be asked to decide if these statements are true, false, or cannot be determined, within a time limit. 

Numerical Ability

Numerical cognitive ability tests assess a candidate’s ability to understand and interpret numerical data.

Numerical cognitive ability tests are multiple choice questions and timed. Candidates are allowed to use a calculator throughout. 

Abstract Ability

Abstract ability tests assess a candidate’s ability to work with new concepts and ideas. Abstract ability assessments are non-verbal and presented in a multiple choice format under timed conditions.

Respondents are then shown a number of patterns and/or shapes and must then predict what’s next in the sequence.

Attention To Detail

Checking cognitive ability tests assess a candidate’s attention to detail and their ability to both quickly and accurately find errors in written information.

Checking ability test questions are presented in a 5-option multiple choice format, which requires a respondent to corroborate at least 2 pieces of reference material before identifying any errors.

2. Personality Assessments

Personality assessments are used in recruitment to assess a candidate’s personality profile. It provides useful insights regarding how candidates behave in a work context and predict job performance and company fit. It is used to identify best fit candidates in relation to the role. Data can also be used to improve overall productivity and effectiveness of teams.

During the assessment candidates will usually be presented with a range of statements relating to expected workplace behavior and motivations before being asked to rate how much they either agree or disagree with them. Answers are used to build a more well-rounded view of a candidate’s personality in relation to the role being applied to.

A candidate’s results are then compared to a norm group, which allows the recruiter to gain a better understanding of their candidate in relation to a general average.

3. Career Development Assessments

How do you choose a career in a world disrupted by an avalanche of technological advancements compounded by the effects of a global pandemic when: 

  • 75 million jobs will be lost due to digital disruption in the next five years
  • Automation and Artificial Intelligence will lead to major industry disruptions
  • One chosen career can change and evolve multiple times over your working lifespan