Top 10 Best Psychometric Test Providers for Recruitment 

Written by Sheu Quen

13 minute read

Tired of sifting through countless CVs? Discover how the best psychometric tests, favoured by 65% of Malaysian recruiters, offer profound insights into candidates’ cognitive abilities and personality traits, leading to better hires and reduced turnover. This blog covers the types of tests, their benefits, and future trends in psychometrics for recruitment. Don’t miss this crucial opportunity to transform your recruitment process and elevate your organisation’s success. Act now and supercharge your hiring with Accendo as your psychometrics test provider. 


In the ever-evolving landscape of recruitment, organisations are constantly seeking effective tools to identify the best-fit candidates for their teams. One significant challenge in this process is determining if a potential hire is the right match for the company, considering factors like personality and job-related abilities. This is where psychometric tests come into play.  

65% of Malaysian recruiters say that psychometric assessments have helped them to reduce the risk of hiring the wrong person.

Psychometric tests provide valuable insights into a candidate’s cognitive capabilities and personality traits, offering a more holistic view of their potential in the workplace. At the same time, they help to predict job performance and cultural fit, leading to better hires and reduced turnover. Ultimately, using psychometrics streamlines recruitment, thus saving time and resources for organisations. 

What is a Psychometric Test in Recruitment?

A psychometric test is a standardised assessment used in recruitment to measure cognitive abilities, personality traits, and behaviour. These tests evaluate a wide range of psychological attributes and are administered in a controlled environment with a strong emphasis on scientific validity and reliability.  

Two primary types of psychometric tests commonly used in recruitment are: 

  • Cognitive ability tests
  • Evaluates an individual’s mental agility and problem-solving capabilities. 
  • Measures logical reasoning, numerical aptitude, verbal comprehension, and spatial awareness. 
  • Useful for roles with critical thinking, problem-solving, and decision-making skills. 
  • Personality and behavioural assessments
  • Evaluates an individual’s character, temperament, and behaviour patterns. 
  • Assess factors such as extraversion, introversion, conscientiousness, openness to experience, and emotional stability. 
  • Provides insights into how a candidate might interact with colleagues, handle stress, and adapt to different work environments. 

90% of Singaporean companies use psychometric assessments to identify and select high-potential employees.

Why are Psychometric Tests Used When Hiring?

Psychometric tests provide a structured approach to evaluating a candidate’s personality, cognitive abilities, and behavioural tendencies. Incorporating these tests into the hiring process enables employers to gain valuable insights into a candidate’s suitability for a role, leading to more informed decisions and ultimately building stronger, more effective teams.  

In the quest to make sound hiring decisions, companies turn to psychometric tests for a variety of compelling reasons: 

  • Objective assessments – The best psychometric tests for hiring provide objective data concerning a candidate’s abilities and personality traits, enabling employers to make more informed and equitable hiring decisions.
  • Predictive validity – Top psychometric tests for recruitment are renowned for their exceptional predictive validity. They accurately forecast a candidate’s performance in a specific role, offering valuable foresight.
  • Efficiency – Best psychometric assessments swiftly sift through candidates, identifying those who meet job prerequisites, thereby conserving time and resources during recruitment.
  • Organisational culture fit – These assessments also aid in evaluating if a candidate’s values, behaviours, and work style harmonise with the company’s culture and values, ensuring an organisational culture fit.
  • Development and training – Beyond hiring, these top psychometric tests for recruitment can serve the purpose of employee development and training. They pinpoint areas where employees may require additional support or skill enhancement, contributing to overall growth. 

It’s crucial to choose the best psychometric assessment for candidate screening, provided by top psychometric test providers, to optimise the recruitment process and ensure the best possible organisational fit.  

Benefits of Using Psychometrics in Recruitment

Psychometrics have now become an indispensable tool in modern recruitment processes. Employers have increasingly recognised the numerous advantages it offers when identifying and selecting the right candidates for their organisations. Here are some key advantages of employing the best psychometric tests for hiring and assessments in the recruitment process. 


Enhanced hiring accuracy and reliability

Psychometric assessments provide a structured and standardised approach to evaluating candidates’ cognitive abilities, personality traits, and other relevant characteristics, leading to heightened accuracy and reliability in hiring decisions. Employing the best psychometric assessments ensures a more precise selection process. 

A 2019 survey by the Malaysian Employers Federation (MEF) found that 67% of Malaysian companies use psychometric assessments in their recruitment process.

Reduced turnover rates and improved employee retention

Top psychometric tests for recruitment can assist in the selection of candidates whose values, motivations, and personality traits align with the company’s culture and the specific requirements of the role. This alignment significantly reduces turnover rates and improves employee retention, making the best psychometric assessments a wise choice for any organisation. 

Ensuring cultural fit and team dynamics

Successful organisations prioritise both individual competence and the ability of employees to work effectively as a team. The best psychometric tests for hiring and assessments can be tailored to assess a candidate’s suitability for a company’s culture and existing team dynamics, thus fostering a productive work environment. 

Psychometric tools

5 Psychometric Tests for Recruitment

Personality assessments represent a category of psychometric evaluation tools employed to assess a candidate’s behavioural attributes, preferences, and inclinations. By integrating a selection of these assessments into your recruitment procedures, you can enhance your capacity to make well-informed hiring choices that are in harmony with your organisation’s needs. Here are 5 best psychometric tests for hiring that you can use. 

Personality Tests

These assessments are widely used to understand an individual’s behavioural tendencies, preferences, and traits. A study by CareerBuilder found that companies that use personality tests save an average of $800 per hire.  

Some popular personality tests include the Myers-Briggs Type Indicator (MBTI), the Big Five Personality Model (OCEAN: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism), and the DISC assessment (Dominance, Influence, Steadiness, and Conscientiousness).  

  • MBTI – Provides insights into an individual’s preferences in terms of extraversion vs. Introversion, sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving. It can help to identify potential fits within a team and improve communication.
  • Big Five – Offers a more comprehensive view of personality traits, making it useful for a wider range of roles. It’s backed by substantial research and reliability.
  • DISC Assessment – Focuses on dominance, influence, steadiness, and conscientiousness. It is user-friendly and valuable for improving team dynamics and communication. 

Cognitive Ability Tests

These tests evaluate an individual’s problem-solving skills, critical thinking, and intelligence. They assess cognitive abilities such as numerical reasoning, verbal reasoning, and abstract reasoning. A study by Harvard Business Review found that companies that use cognitive ability tests are 2.5 times more likely to hire the right person for the job.  

Popular cognitive assessments include the Wonderlic Cognitive Ability Test, Raven’s Progressive Matrices APM-III, and the Wechsler Adult Intelligence Scale (WAIS). 

  • Wonderlic Cognitive Ability Test – Measures an individual’s general cognitive ability and problem-solving skills.
  • Raven’s Progressive Matrices APM-III – Evaluates nonverbal, abstract reasoning, and pattern recognition skills. This test is designed to assess general intelligence and cognitive potential.
  • Wechsler Adult Intelligence Scale – A comprehensive assessment of a person’s intellectual abilities and cognitive functioning, including both verbal and nonverbal subtests to assess a wide range of cognitive skills, such as memory, problem-solving, and language abilities.

A 2020 study by the Malaysian Human Resources Development Corporation (HRDC) found that 80% of Malaysian companies believe that psychometric assessments are effective in predicting employee performance.

Emotional Intelligence Tests

Emotional intelligence (EQ) is crucial for success in the workplace. It encompasses skills like self-awareness, empathy, interpersonal effectiveness, and emotional regulation. High EQ is associated with better leadership, teamwork, and adaptability. A study by Deloitte found that companies that use EQ-i tests have a 25% higher ROI on their hiring process. 

Prominent EQ assessments include the Emotional Quotient Inventory (EQ-i) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT).  

  • Emotional Quotient Inventory (EQ-i) – Assesses various aspects of emotional intelligence, including self-awareness, self-regulation, empathy, interpersonal relationships, and decision-making.
  • Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) – Focuses on measuring an individual’s capacity to perceive, use, understand, and manage emotions in oneself and others. 

Situational Judgment Tests (SJTs)

SJTs present candidates with realistic workplace scenarios and ask them to choose the best course of action. These tests assess problem-solving, decision-making, and judgment skills that are directly applicable to the job. SJTs are effective because they mimic real work situations, making them strong predictors of job performance. They reduce bias by focusing on behaviour rather than self-reported traits. 

Research has consistently shown their utility in predicting job performance. A study by SHL found that companies that use SJTs have a 20% higher ROI on their hiring process. KPMG, Deloitte, and PricewaterhouseCoopers (PwC) are known to have successfully utilised SJTs in their hiring and assessment processes. 

Skills and Aptitude Tests

These tests are customised to evaluate a candidate’s proficiency in specific job-related areas. For example, technical skills assessments might evaluate programming abilities, while language proficiency tests assess communication skills. To select the right skills tests for different positions, consider the essential skills required for success in those roles and choose assessments that align with competencies. 

Research has shown that well-designed skills and aptitude tests can be strong predictors of an individual’s ability to perform effectively in a specific role. 76% of organisations with more than 100 employees rely on assessment tools such as aptitude and personality tests for external hiring. Some well-known companies that have integrated skills and aptitude testing into their hiring processes are Google, Microsoft, and Procter & Gamble (P&G). 


The Best Psychometric Test Providers in Malaysia and Singapore

Below is a compilation of the best psychometric test providers in Malaysia and Singapore that you can implement in your recruitment process. 

A 2021 study by the Malaysian Institute of Management (MIM) found that 90% of Malaysian companies use psychometric assessments to identify and select high-potential employees.

NameTools Offered

Agility and Culture Fit Assessments, Digital Mindset Assessments, AON and Hogan Assessments for personality traits, Criteria Assessments for cognitive abilities, Functional & Technical Assessments, Business Simulations Assessments
CubiksPsychometric Tests and Assessment Solutions for talent management, including recruitment and development
Kenexe (IBM)Psychometric Assessments, Talent Assessments, and Management Tools
Pario InnovationsPsychometric Tests and Assessments for recruitment and development
Pearson TalentLensPsychometric Assessments for employee selection and development
PeopleFirstPsychometric Tests and Assessments for talent management and selection
Psytech InternationalPsychometric Assessments for recruitment and career development
Saville AssessmentsPersonality and Aptitude Tests for recruitment and development
SHLPsychometric Assessments and Talent Measurement Solutions
Talent Plus AsiaPsychometric Tests, Talent Assessments, and Development Solutions

Why Do Companies Choose Accendo as Their Psychometric Test Provider for Recruitment?

Accendo’s TalentPulse is your gateway to a wealth of talent intelligence through its extensive assessment marketplace. TalentPulse streamlines and elevates your assessment journey by consolidating a diverse range of assessments, such as AON, Hogan, and Criteria, on one convenient platform.  

Here are some things that Accendo’s Assessment Marketplace can do for you: 

  • Simplify talent assessment by consolidating vendors and tools, streamlining procurement, automating data consolidation, and enhancing report clarity
  • Integrate with other talent data to improve hiring and employee development
  • Enrich user experience with objective evaluations and personalised development plans to empower career goals
  • Identify high performers with data-driven insights while monitoring their progress. 

Let us now turn our attention to TalentPulse, Accendo’s Talent Intelligence Platform, in the field of talent acquisition. TalentPulse utilises a holistic measurement framework across four quadrants – Leadership, Agility, Skills, and Cultural Fit – that can help you define management criteria. 

4 quadrant

Employing behavioural and motivation assessments: 

  • Helps identify leaders with the right traits
  • Measure adaptability using cognitive assessments
  • Gauge cultural alignment with organisational values
  • Assess technical expertise with role-specific evaluations 

This holistic strategy is instrumental in talent identification and nurturing for strategic leadership and seamless succession planning. 

TalentPulse also provides integrated report outputs: 

  • Development Report containing assessment results and developmental areas
  • Executive Report offering supplementary insights gathered from interviews 

These reports facilitate candidate evaluation, pinpoint areas for growth, and empower data-driven decisions for talent development and succession planning. 

Succession Planning

Additionally, TalentPulse empowers organisations to establish success profiles, outlining the preferred attributes and competencies for critical business positions. 

With 30 years of research, Accendo boasts an extensive repository of more than 3,000 globally benchmarked profiles for succession planning, covering sector-specific and corporate roles at all hierarchies. 

This collection receives regular updates with 20 frameworks spanning 16 industries to ensure alignment with prevailing job market requirements. 

TalentPulse Success Profile

The Future Trends in Psychometrics for Recruitment

As the field of recruitment evolves, so too does the role of psychometrics. Technological advancements and innovations are reshaping the landscape of psychometric testing, paving the way for the top psychometric tests for recruitment. These trends hold great promise, empowering organisations to make better hiring decisions, enhance the candidate experience, and ultimately build stronger, more diverse, and high-performing teams.  

Technological advancements and innovations in psychometric testing

  • Artificial intelligence (AI) – AI enhances data analysis for better predictive assessments, helping match candidates to specific roles.
  • Virtual reality (VR) – VR assessments immerse candidates in simulated environments, providing insights into their skills and suitability.
  • Natural language processing (NLP) – NLP tech analyses responses, content, style, and sentiment for insights into communication, emotions, and cultural fit.
  • Integration with HR tech – Psychometrics will seamlessly integrate into HR tech, providing access to assessment results within existing applicant tracking systems.

75% of Malaysian recruiters say that psychometric assessments have helped them to improve the quality of their hires.

With evolving technology, psychometrics will continue to play a pivotal role in shaping the future of recruitment and talent acquisition, making it vital to partner with the top psychometric test providers. 

Key Actionable

Accelerate your hiring process, reduce costs, and improve ROI with Accendo’s TalentPulse, a one-stop shop for all your psychometric testing needs. 

Accendo’s TalentPulse platform simplifies the assessment process by consolidating a wide range of assessments from industry leaders such as AON, Hogan, and Criteria into a single marketplace. This eliminates the need to deal with multiple vendors, saving you time and money. 

With Accendo’s TalentPulse, you can: 

  • Hire the right people faster: Accendo’s psychometric tests can help you identify the best candidates for the job quickly and efficiently.
  • Reduce turnover: Accendo’s tests can help you select candidates who are more likely to succeed in the role and the company culture, which can lead to reduced turnover.
  • Improve ROI: Accendo’s tests can help you make better hiring decisions, which can lead to improved employee performance and productivity, and ultimately, a higher ROI on your hiring process. 

Elevate your recruitment process and enhance your organisation’s success with a FREE trial of Accendo’s TalentPulse today! 

Psychometric free trial

Frequently Asked Questions (FAQs)

What are the 3 types of psychometric assessments?

The top psychometric assessments include cognitive, personality, and skills tests, vital for candidate screening and hiring. Cognitive tests measure mental abilities, personality tests assess traits and behaviour, and skills tests evaluate job-specific proficiencies. When looking for the best psychometric assessments, consider top providers in the field. 

Are IQ tests considered a psychometric test?

Yes, IQ tests are considered a type of psychometric test. They are designed to measure a person’s cognitive abilities, including logical reasoning, problem-solving, and pattern recognition. IQ tests are widely used in psychometrics to assess intellectual capabilities. 

What is the difference between an aptitude test and a psychometric test?

The difference between an aptitude test and a psychometric test lies in their focus. Aptitude tests assess specific skills or abilities required for a particular job, such as numerical reasoning or mechanical comprehension. In contrast, psychometric tests encompass a broader range of assessments, including cognitive abilities, personality traits, and behaviour. 

Are psychometric tests reliable for recruitment?

Yes, they are. Top psychometric tests for recruitment are developed using rigorous research methods, and their reliability is established through statistical analysis. When used in conjunction with other assessment methods and considering job-specific criteria, psychometric tests can provide valuable insights into a candidate’s potential for success. 

What is the most accurate psychometric test?

The accuracy of a psychometric test depends on its specific purpose and the validity evidence supporting it. There isn’t a one-size-fits-all answer to the “most accurate” psychometric test, as different tests are designed to measure different aspects of an individual’s abilities and traits. The accuracy of a test also depends on its appropriate use in a specific context. 

Why are psychometric tests reliable?

Psychometric tests are reliable because they undergo rigorous validation processes. These tests are developed and refined using statistical analysis and data from large, diverse samples. The reliability of a psychometric test is measured by its consistency and ability to produce consistent results over time, making them a dependable tool for assessing candidates. 

What is the advantage of choosing Accendo’s psychometric tests over other companies?

Accendo’s psychometric tests are backed by extensive research and validation, ensuring their reliability and relevance. Accendo’s tests are also designed to be user-friendly and accessible, providing a positive candidate experience. Additionally, Accendo offers customisable solutions, allowing organisations to tailor assessments to their specific needs.

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