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Psychometric tests are assessment tools used to objectively measure an individuals personality traits, aptitude, intelligence, abilities and behavioral style. Psychometric assessments are widely used in career guidance and employment to match a persons abilities and personality to a suitable career or role.
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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).
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.
Psychometric tests are used to measure individuals behavioral and mental competencies. Competencies are identified and defined, depending on the job role, following which psychometric tests are administered to assess them. Afterward, they are matched to the role requirement.
Psychometric tests are interpreted as a percentile result, indicating that it is compared to a benchmark set for a specific role. Typically, there is no passing score in psychometric testing.
Likert and Semantic Scale are common answering scales used in psychometric testing.
The validity of psychometric tests is defined as the degree to which the test measures what it claims. Validity is determined by the various data points and insights revealed by the research to focus on the relationship between the test and the personality traits it measures.
A psychometric test can only be reliable if it produces similar results under invariable conditions. A reliable test score is precise and consistent during every test. It can also be recreated on multiple occasions.
A standardized psychometric test is implemented and scored in a standard or consistent manner. Standardization also means that the tests development, evaluation, usage, reporting, conditions of administering, scoring procedures and interpretations are consistent and in line with the set standards.
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Mercer | Mettls platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from a process standpoint.
Lead, Early Career Development Campus & Employer Branding
Once people have undergone Mercer | Mettl's assessments, we are not worried about their technical prowess. We believe they can be developed further to contribute to Telkom's survival in the digital world.
Manager - Business Planning and Performance, Telkom Indonesia
The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of competencies. I had a 5-star experience!
Organization Development Manager, Averda
Seventy-five percent of the candidates we hired for sales with Mercer | Mettl assessments were precisely the kind of people we sought, which further built trust, credibility and validation for Mercer | Mettl's assessments.
Head HR, Modern Foods
We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client’s problem to seamless integration with our applicant tracking system, Mercer | Mettl’s assessments ticked all the checkboxes in our wishlist and delivered within our timelines. There is no better validation than what we have witnessed - our attrition has reduced by 50%.
CHRO, Aditya Infotech Limited (CP PLUS)
Mercer | Mettl’s team was excellent in understanding our needs. They heard us intently, also sharing some pertinent inputs. They ensured we remained on track for our competency assessments, besides providing us considerable follow-up support. We look forward to our continued partnership with Mercer | Mettl for all our competency-based assessment needs in the future.
Head, Learning and Development, SRL Diagnostics
An HR's Handbook To Understanding & Implementing Competency Framework In Organizations
Mercer | Mettl psychometric assessments are a product of hard research and strong alignment to renown psychometric theories
A hierarchical organization of personality traits in terms of basic dimensions: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience.
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.
A Critical Thinking Test designed to assess an individual's ability to digest & understand situations and information.
A test used to measure abstract reasoning and regarded as a non-verbal test of reasoning.
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.
Normed on a sample of 10000+ respondents across different geographies - India, US, Europe, LAT-Am, Middle East, South Africa and South-East Asia (representative sample with different age, gender, job level, occupations).
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The different types of psychometric tests are:
Personality Tests, such as
Aptitude Tests, such as
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.
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.
Psychometric tests measure an individuals 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.
The top psychometric assessment tools used in hiring are:
Cognitive or aptitude tests, namely
Personality Tests, such as
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.
Psychometric Tests
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