We use a range of personality tests; the more popular personality tests that our clients find helpful for selection are the Occupational Personality Questionnaire, the Saville Wave, FIRO B, the DISC Behaviour Inventory, the 16 PF and 15FQ. In addition, employers often use the Hogan Personality Inventory, the Motives, Values and Preferences Inventory, and the Hogan Business Reasoning Inventory for management roles. All these tests measure personality and values. Some of them also measure specific job competencies.

Verbal reasoning tests are commonly used to evaluate candidates for a range of roles, particularly roles requiring that the post-holder works with large amounts of written information. In verbal reasoning tests, you are typically asked to read short passages and then answer a set of multiple-choice questions. You will be asked, for example, whether a particular fact is true, whether you can infer particular facts from the passage. Occasionally, such tests will assess your spelling and grammar. However, this is more typically done through an in-tray exercise or written submission.

Numerical reasoning tests will be used if a job requires the post-holder to use and interpret numerical information and make conclusions quickly. Such jobs might include accountants, scientists, statisticians, or managers of large budgets. A numerical reasoning test typically asks you to interpret statistics, financial data, graphs, and charts. During the test, you will often be asked to perform arithmetic, such as percentage increase, percentage change, conversion from fractions to decimals, and currency conversions. You will typically be asked to choose from a range of multiple-choice answers to questions.

Error checking psychometric tests are used to assess candidates in clerical and data input roles. We also use these tests for candidates employed in technical positions, which involve identifying and rectifying electronic or mechanical systems faults. We advise employers on the most appropriate tests and administer them to identify individuals who can quickly detect clerical errors. The tests will assess candidates’ ability in this area through a series of multiple-choice questions. Data checking tests measure how quickly and accurately you can detect errors. These tests are frequently used for clerical and data input vacancies.

What is psychometric analysis? Psychometric analysis is used in our assessment processes to measure an individual’s psychological skills and abilities. We do this by carefully evaluating test data and ensuring that this meets our rigorous quality standards when determining whether the individual has the necessary psychological profile to perform well in the job.

In our review of the test results, we examine each item on the test and the responses. The psychometric analysis is carried out by experienced psychologists who hold the British Psychological Society’s Certificate in Occupational Testing. Their expertise in this area allows them to provide bespoke in-depth reports for clients, which helps clients make effective decisions.