Aptitude Tests Explained

Tina Palmer

June 25, 2021 5 min read

What is psychometric testing? 

Psychometric testing is typically used in the recruitment and selection process to assist hirers by providing additional candidate information not always picked up in interviews or CVs.  

These tests will typically take the form of either self-report questionnaires or performance-based ability tests. Personality tests are a kind of psychometric assessment used to measure motives, talents, and competency. Aptitude tests measure a candidate’s suitability for a position by testing a person’s ability to solve verbal, numerical, or mechanical challenges.  

We often use personality assessments to gain insight into the behaviours and attitudes a candidate might exhibit in the workplace. In contrast, an aptitude test evaluates how well a candidate performs in certain situations and hints at their stress tolerance level. 

Why use it? 

One of the key benefits of psychometric testing is that it allows the candidate to show harder to assess skills through formal interview processes. You can tailor these tests to fit the needs of the role and the values of your company to ensure that you’re testing the right abilities to find the right fit for your business.  

However, this is not to say that employers should make decisions on psychometric test results alone. Over-interpreting the data you receive from a test can do more harm than good. You may find yourself turning away excellent candidates who show great potential. Using a recruiter who is trained and experienced in interpreting these results helps eliminate this risk.  

When should you use it? 

The ideal time to use a psychometric assessment is after the first interview with your candidates before taking any further steps in the process. Doing so will allow you to tailor future interactions and make a more informed hiring decision.  

You can also use psychometric assessments to guide career development and promotion within your organisation, as they are not exclusive to the recruitment process. By combining data collected from interviews, performance reviews, and role requirements with the assessment report, you get a much more in-depth look at how your staff are progressing. 

Is it right for my business? 

Psychometric testing is worth considering for most businesses, as the cost of hiring the wrong person can be significant.  

Any business owner looking to use psychometric testing as part of their recruitment process should ensure they use a reputable tester. Those who are fully qualified can discuss and analyse the results with you and give candidates feedback. Using a testing service will also benefit the candidate. The feedback they receive can help set them up for success if they are offered a position or explain why they were not the right fit if they are unsuccessful.  

Are you thinking about including psychometric testing in your recruitment process? For more information on how we can help your business, please contact Tina on 500000.

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Tina Palmer


Tina is a very passionate director with more than 29 years’ experience in the industry. She has spent 9 years on the Employment Forum and 3 years on the Skills Board of Jersey.

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