Psychometric tests: what they are and how to use them to select personnel
How much time would you save when selecting a candidate if you could understand in advance who will really perform well in the role?
No, we're not talking about reading resumes or trusting your "sixth sense" during interviews. There are methods that can help you objectively measure how a person thinks, learns, collaborates, and makes decisions.
This is precisely what psychometric tests do. Psychometric tests serve to minimize uncertainty: they allow us to distinguish between two candidates who appear identical on paper, to choose who will add value to the team, and to avoid poor hiring decisions that cost time, money, and credibility.
In this guide, we discover what they are, what the main psychometric tests are, and how to integrate them into the selection process in a serious and ethical manner.
Psychometric tests: what they are (and why they are really useful for HR)
Psychometric tests are standardized tools that objectively measure mental and behavioral characteristics: cognitive abilities, decision-making style, behavioral preferences, personality traits, and aptitudes for the role.
We can define them as scientific methods that allow you to understand how a person thinks and acts, going beyond what can be gleaned from CVs and interviews.
Unlike traditional assessments, psychometric tests fall into three broad categories:
- cognitive ability tests: these measure logic, problem solving, numerical reasoning, and learning. They are the most predictive of future performance, especially in complex roles;
- Personality tests: these are used to understand behavioral preferences, interpersonal skills, stress management, and motivations. They do not define "who is better," but rather "who is more suited" to a certain context.
- Aptitude tests: these assess natural inclinations toward certain tasks, such as organization, precision, sales, and analysis.
Today, thanks to technology, many of these tools are available in the form of online psychometric tests, which are quicker to administer and easier to integrate into selection processes.
Psychometric tests: what they are and what they measure
When an HR department chooses to introduce psychometric testing, it often does so for one simple reason: to understand how a person thinks, makes decisions, relates to others, and behaves in real-life situations.
However, we know that talking about these tests in general terms is somewhat reductive. The term "psychometric tests" does not refer to a single tool, but to several categories, each designed to measure a different aspect of a person.
Let's take a quick look at them.
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1. Aptitude tests (cognitive/aptitude tests)
Aptitude tests are the most reliable measure for assessing pure cognitive ability: how quickly a person learns, processes information, solves problems, and makes logical decisions.
In modern selection, they are often the first line of screening because they predict future performance very well, especially in complex roles.
These tests measure, for example:
- abstract reasoning (patterns, analogies, correlations);
- numerical reasoning and analytical skills;
- verbal reasoning;
- learning agility;
- Accuracy, attention to detail, ability to manage large amounts of information.
2. Personality test
Personality tests are used to understand how a person tends to behave, collaborate, communicate, and react to stress and conflict.
We can define them as the core of behavioral fit analysis and team integration, because they analyze:
- relational style (dominance, cooperation, openness);
- emotional stability;
- leadership potential;
- stress response;
- decision-making processes.
3. Behavioral and situational tests (SJT)
SJT (Situational Judgment Tests) are among the most popular tests used by modern HR departments because they show how a candidate actually behaves in realistic work scenarios. These tests assess:
- prioritization;
- ability to manage conflicts;
- customer focus;
- decision-making maturity
- problem solving in ambiguous contexts.
Difference between psychometric tests and psychometric assessments
Although they are often used interchangeably, psychometric tests and psychometric assessments are not the same thing. The main difference concerns how data is collected and what kind of information it produces.
Psychometric tests are structured and standardized tests: they measure specific skills through closed-ended questions, defined time limits, and objective scoring criteria. They are designed to assess skills such as logical reasoning, learning speed, numerical aptitude, or verbal comprehension. These tests provide a score that can be compared between candidates, which is useful for understanding who truly possesses the cognitive or aptitude skills required for a role.
Psychometric assessments, on the other hand, do not seek a "correct" answer. They collect more descriptive and interpretative information through questionnaires on personality, behavioral preferences, values, decision-making style, and collaboration methods. To perform this type of assessment, there are specific tools such as Big Five, DISC, or motivational questionnaires. In this case, they do not measure performance, but indicate how a person tends to behave in a work context.
To simplify the concept further, we could say that psychometric tests help you answer the question: "Does the candidate have the skills to handle this role?"
Psychometric assessments help you answer another equally important question: "How will they fit into the team and the company's way of working?"
Both are useful, but serve different purposes.
How Skillvue uses advanced psychometric testing for recruitment
Skillvue integrates advanced psychometric science and proprietary AI to deliver psychometric tests that go beyond measuring skills to provide a comprehensive and predictive picture of a candidate's potential.
Each assessment combines cognitive tests and behavioral tests, asking questions based on the BEI (Behavioral Event Interview) model. BEI (Behavioral Event Interview) model and validated by scientific literature.
The result is an objective, structured, and immediately readable output that provides a clear overview of a person's skill levels, the existence of certain behavioral indicators that can be used to predict their future professional development, areas for improvement, and overall suitability for the role.
AI optimizes assessment without replacing HR expertise: it standardizes question and answer management criteria, reduces unconscious bias in the processing of assessment output, speeds up profile comparison, and enables clearer and more defensible decisions to be made, without ever making the choice on behalf of the company.
The same tools can be used during the selection phase, as well as for development, succession planning, internal mobility, and growth paths, thus ensuring consistency and fairness throughout the employee's life cycle.
With Skillvue, psychometric assessment finally becomes fast, scalable, and reliable, without losing depth or scientific rigor.
Start evaluating candidates and employees with reliable psychometric tests based on science and real evidence.
Try Skillvue's Skill Assessments and bring transparency and accuracy to your HR processes.
