Types of Psychometric Tests

Types of Tests

There are a number of Psychometric Tests that can be tailored to your organisation and preferences for the role. These fall into two broad categories, Personality and Ability, which we’ve outlined below:


Personality testing examines aspects of a candidate’s personality and competencies in a number of scenarios. It can identify personal traits or motivations that might be important to the role, working environment or motivations required. The tests are typically done on-line and with a number of preference based questions, for example ‘I prefer to work in small teams – Agree/Disagree etc.’  

There are no Right and Wrong answers in Personality testing, just a general idea of personality, motivations or preferences depending on the test and what specifically needs to be identified.

The results can either be broad and open to interpretation (to identify general trends and provide direction) or specific to a position, where an employer can look for specific traits or compare to a current/previous employee.

For example, a position that will generally have a lot of setbacks as well as victories (as any sales person will tell you) requires a candidate be able to take setbacks on the chin and keep going. A personality test will help identify if a candidate is likely to be resilient to these setbacks.requires.



Aptitude & Ability tests are typically used to assess a candidate’s strengths in a particular area and rate those against similar candidates. They  consist of a number of formats, but nearly all follow a typical set of rules that can be easily identified and practised to ensure the most accurate result.

Verbal and Numerical are the most common. These tests are used for a wide range of positions ranging from graduate to professional/managerial.

They can be based on written information (questions on a paragraph of text with only a limited amount of time) or numerical (simple math problems you might encounter in the role, spreadsheets)

Spatial and Mechanical Reasoning are far less used but also useful to know. These tests are usually found in more specific roles where companies need an assurance for their quality control. These tests are primarily picture based, and can focus on mechanical comprehension of cause and effect, while others may focus on pattern recognition and other abstract visual concepts.

These tests are usually set against a “baseline” or “cutoff” at which candidates either pass or fail. These percentages are closely linked to the position in question, so a company will rarely look for a high level of numerical skills unless it’s required as an important part of the job.