Psychometric tools provide invaluable insights to HR teams regarding their candidates, enhancing talent decision-making. In our blog, we present a carefully curated list of the top 20 psychometric tools, guiding you on how to select the most suitable one for your assessment needs. Additionally, we delve into the multitude of advantages that psychometric tools offer, along with the best practices to follow in tool selection.
Introduction
Psychometric tools offer valuable insights to your HR teams about your candidates to determine skills that can help them better place the right talent in the right roles. It also gives your employees an insight into their own competitive edge.
Psychometric assessments are now used by 80% of Fortune 500 companies in the United States as part of their hiring process.
This indicates that a significant number of leading organisations recognise the value and benefits of incorporating these tools into their talent selection.
What are Psychometric Tools?
Psychometric tools are structured frameworks used to provide an unbiased evaluation of various psychological characteristics such as personality, creativity, intelligence, motivation, and values. These tools are commonly used in recruitment processes, talent development and management, as well as retention strategies and offer an objective assessment of individuals across different dimensions.
Thoroughly validated and widely utilised, psychometric tools assist recruiters in gaining insights that are different to extract from face-to-face meetings alone.
What are the 3 Basic Psychometric Principles?
A good psychometric test must have three fundamental principles – reliability, validity, and norming or standardisation. Be it hiring or developing employees, choosing the correct set of assessments is vital in making or breaking a business.
1. Reliability
Reliability refers to the consistency and stability of a psychometric tool’s measurements. For example, if a test aims to measure a trait (introversion), then each time an individual takes the test, the assessment will produce consistent results.
This indicates the extent to which the tool produces consistent and dependable results over time and across different conditions. Reliable measures yield related results when administered to the same individual on various occasions or by different assessors.
2. Validity
Validity refers to the extent to which a psychometric tool measures what it intends to measure. It assesses the accuracy and meaningfulness of the inferences and interpretations drawn from the tool’s scores.
Validity is crucial to ensure the tool measures the psychological construct of interest and not something else. It depends on the sample of participants, such as age, gender, language, and culture, to ascertain whether the results apply to a wide range of populations, cultures, and other settings.
3. Standardisation
Standardisation involves the use of consistent procedures and norms in the administration and scoring of psychometric tools. This ensures that the assessment process is uniform and comparable across different individuals and settings.
For example, the norm groups are based on the general adult population from graduates and individual contributors to management and executives. It includes a large sample of working adults from a variety of industries and job types, different genders, age groups, ethnicities, and educational backgrounds. The norm groups are periodically reviewed to ensure they remain representative of the working population.
Organisations that effectively use pre-hire assessments, including psychometric tools, achieve an average ROI of 8.8 times the initial investment.
IBM study
This indicates a substantial positive impact on hiring ROI.
What are the Different Types of Psychometric Tools?
Psychometric tests rely on the concept and technique of psychological measurement, with tests being the primary tools used for assessment. These tests add objectivity to the evaluation process by measuring various parameters such as ability, attitude, competencies, intelligence, and personality. Let us take a deeper dive into the different types of psychometric tests that are commonly used today.
|
Psychometric Tool |
Description |
|
Personality Assessments |
These tools measure various aspects of an individual’s personality, such as traits, preferences, and behaviours. |
|
Intelligence Tests |
These tools assess an individual’s cognitive abilities, including verbal, mathematical, and spatial reasoning. |
|
Aptitude Tests |
Aptitude tests measure specific abilities or skills related to particular domains, such as numerical reasoning, verbal reasoning, logical reasoning, or spatial awareness. These assessments are commonly used in educational and occupational settings. |
|
Interest Inventories |
These tools evaluate an individual’s interests and preferences in various areas, such as careers, hobbies, or academic subjects. They provide insights into areas of potential motivation and engagement. The Strong Interest Inventory and the Holland Codes are examples of interest inventories. |
|
Values Assessments |
Values assessments examine an individual’s personal values and beliefs. They help to identify the guiding principles and motivators that drive their behaviours and decision-making. |
|
Emotional Intelligence Assessments |
These tools measure an individual’s ability to perceive, understand, and manage emotions in oneself and others. |
|
Motivational Assessments |
These tools assess an individual’s intrinsic and extrinsic motivators, including needs, preferences, and goals. They provide insights into what drives an individual’s behaviour and engagement. |
Our Top List of 20 Psychometric Tools
Below is a compilation of the top global psychometric tools to consider implementing in your talent processes.
|
Name |
Tools Offered |
|
Learning Agility Assessments, Culture Fit Assessments, Digital Mindset Assessments, AON and Hogan Assessments for personality traits, Criteria Assessments for cognitive abilities, Functional & Technical Assessments, Business Simulations Assessments | |
|
Aon |
Ability and Skills Assessments, Behavioural Assessments, Coding Assessments, Gamified Assessments, Job Simulations, Video Interviewing, Virtual Assessment Center, Remote Proctoring |
|
Criteria |
Cognitive Aptitude, Personality, Emotional Intelligence, Risk, Skills, Video Interviewing, Game-Based Assessments |
|
DDI |
360 Feedback, Behavioural Interviewing, Coaching, Consulting, Leadership Courses, Leadership Assessments, Leadership Competencies, Leadership Development, Succession Management, Success Profiles, Train-the-Trainer Workshops, Virtual Reality, Women in Leadership |
|
Epitome |
Career Discovery, Lifelong Learning, Job & Skills Matching, Upskilling & Reskilling, Job Placement & Hiring, Workforce Analytics |
|
Harrisons |
Talent Acquisition Assessments, Talent Development Assessments, Leadership Development Assessments, Organisational Development Assessments |
|
Hogan |
Talent Acquisition Assessments, Talent Development Assessments |
|
Jombay |
Psychometrics Assessments, Hiring, Development, Succession Planning |
|
Korn Ferry |
Assessment & Succession, Talent Acquisition |
|
MeritTrac |
Cognitive Assessments, Communication Assessments, Domain Assessments, Behavioural Assessments, Employability Skills Assessments, Coding and English Tests, Aptitude Tests, Psychometric Tests |
|
Mettl |
Online Assessments, Online Examinations, Hiring, Learning & Development |
|
Predictive Index |
Talent Optimization, Employment Hiring, Employee Management, Employee Engagement, Team Assessment, Behavioural Assessments, Job Assessments, Cognitive Assessments, Employee Engagement Survey |
|
PSI / Talogy / Cubiks |
Assessment Finder, Screen & Select Assessments, Develop & Engage Assessments, Cubiks Practice Tests, Personality Assessments (Cubiks Factors) |
|
Psychometrica |
Psychometrics Assessments, Training & Development |
|
Pymetrics |
Gamified Assessments, Career & Succession Planning, Leadership & Capability Development, Soft Skills API & Integrations, Mobility & Reskilling, Workforce Transformation |
|
Saville |
Talent Assessments, Learning & Development, Leadership Assessments, Personality Questionnaires, Sales Effectiveness Toolkit, Psychometric Training Courses |
|
SHL |
Behavioural Assessments, Personality Assessments, Cognitive Assessments, Skills & Simulations, Job-Focused Assessments, 360 Feedback, Video Feedback, Video Interviews, Assessment & Development Center |
|
Talegent |
PATH Personality, PATH Cognitive, PATH Values, Skills Tests, Gamify Suite, Video Interviews, Branding Videos, Digital Assessment Centers, Situational Judgement, Psychomotor Ability |
|
Talent Plus |
TalentBank, TalentMine, Talent Online Assessments, Talent+Hire, Applicant Tracking System |
|
Thomas |
Personality Assessments, Behavioural Assessments, Aptitude Assessments, Emotional Intelligence Assessments, Engage Assessments, 360-Degree Feedback |
70% of organisations reported improved hiring decisions and reduced recruitment costs by using psychometric assessments.
Chartered Institute of Personnel and Development (CIPD)
Why Top Leaders Choose Accendo’s Psychometric Tools
Managing multiple assessments can be challenging. However, with an assessment marketplace on a single platform, such as TalentPulse, Accendo’s talent intelligence platform, you can simplify and enhance the assessment process.
TalentPulse provides you with a psychometric test platform for the best behavioural assessment tools. By using the assessment marketplace within this platform, you gain access to the best psychometric tests for recruitment from various trusted psychometric test providers. They include:
AON Assessments
AON assessments measure personality traits, attitudes, and psychological characteristics to gain insights into candidates’ behavioural preferences, motivations, and values.
- Personality Test (ADEPT-15) – Measures a person’s behavioural preferences, work styles, and tendencies across 15 personality aspects to gauge alignment with the competencies required for a job/role.
- Views (Work-Related Interests and Motives) – Measures a person’s motivation or drivers at work across 18 dimensions to gauge alignment with the cultural values of an organisation.
- Numerical Reasoning – Measures the ability to retrieve relevant numerical information, interpret and analyse to draw logical conclusions accurately under time pressure.
- Verbal Reasoning – Measures the ability to retrieve relevant verbal information, interpret and analyse to draw logical conclusions accurately under time pressure.
- Inductive Logical Reasoning – Measures the ability to identify patterns among information and make logical decisions by using bottom-up (inductive) logic to solve problems.
Hogan Assessments
Hogan’s assessments measure various aspects of personality, values, and motivations. It aims to provide insights into an individual’s work style, leadership potential, and potential derailers that may impact job performance and career success.
- Hogan Personality Inventory (HPI) – Measures the “bright side” of personality, offering insights into interpersonal style, work approach, and leadership potential.
- Hogan Development Survey (HDS) – Measures the “dark side” of personality, identifying potential career derailers and disruptive behaviours under stress.
- Motives, Values, Preferences Inventory (MVPI) – Measures an individual’s values, interests, and motives, providing insights into their career aspirations, work preferences, and job satisfaction potential.
Criteria Assessments
Formerly known as Revelian, Criteria assessments evaluate cognitive abilities such as problem-solving, critical thinking, decision-making, spatial reasoning, memory, and attention through Cognify.
Examples of Using Psychometric Tools in B2B/B2C Companies
Psychometric tools are widely utilised in both business-to-business (B2B) and business-to-consumer (B2C) companies to gather valuable insights about candidates and make informed decisions. Here are a few examples of how psychometric tools can be employed in these contexts:
Employee Selection and Recruitment
Psychometric tools can be used to identify individual strengths, development areas, and training needs within B2B and B2C companies. Assessments such as 360-degree feedback, personality assessments, or emotional intelligence tests can provide insights into employees’ abilities, preferences, and potential areas for growth.
Development and Training
Psychometric tools are essential in the hiring process for B2B and B2C companies. Assessments like cognitive ability tests, personality and behavioural assessments, and situational judgment tests provide objective insights into candidates’ suitability, helping predict job performance, identify desired qualities, and ensure fair evaluations.
Performance Management
Psychometric assessments can aid in performance management processes by providing objective data on employee competencies, strengths, and development areas. These tools can support performance appraisals, identify training needs, and align individual goals with organizational objectives.
Succession Planning and Leadership
Psychometric tools support succession planning and leadership development in B2B and B2C companies by evaluating potential, assessing competencies, and identifying high-potential employees. They enable informed decisions on leadership transitions, targeted development initiatives, and personalized feedback for aspiring leaders.
Team Restructuring and Reorganisation
When reorganising teams or merging departments, psychometric tools can help evaluate individual and team dynamics. These assessments can assist in determining compatibility, identifying potential conflicts, and facilitating smoother transitions during the restructuring process.
Organisations that use pre-employment assessments, including psychometric tools, experience a 40% improvement in new hire retention.
Aberdeen Group
The Best Practices to Follow in Tool Selection
Now that we have seen the varying options of tools available, here are the three best practices that HR teams can follow in their tool selection process.
Identify what needs to be measured
To maximise the effectiveness of psychometric tools, HR teams should identify and assess key factors relevant to the role, such as logical processes, problem-solving skills, personality traits, integrity, and team fit. By aligning the tools with these criteria, HR can ensure greater relevance and accuracy in the assessments.
Customise and contextualise outputs
Psychometric tools are evolving to customise and contextualise results in familiar language for companies, enhancing output quality. HR teams must overcome the challenge of demonstrating the value of assessments to business managers using familiar terms, avoiding jargon. This boosts familiarity and adoption of psychometric tools within the business.
In complex situations requiring the evaluation of diverse traits and skills, HR teams should seek psychometric tools that consolidate output. AI-driven platforms can aid in data interpretation, providing in-depth and non-conflicting insights, thus addressing the challenges of manual consolidation.
Assess reliability and validity
Thoroughly assessing the reliability and validity of psychometric tools ensures consistent and accurate measurements of psychological characteristics, providing confidence in the tool’s ability to produce reliable results and accurately measure what it intends to measure.
Evaluate user-friendliness and accessibility
Considering the user-friendliness and accessibility of psychometric tools is crucial for seamless and effective implementation. Choosing tools that are easy to use and accessible to a wide range of users promotes a positive user experience and maximises the potential impact of assessments.
Key Takeaways
By familiarising yourself with our talent assessment tools, their selection criteria, and best practices for utilisation, you gain the ability to effectively use TalentPulse as a comprehensive solution catering to your assessment needs. This solution offers convenience, reliability, and improved outcomes throughout the talent management lifecycle.
To summarise our blog, here are the key takeaways:
- Psychometric assessments are widely used by 80% of Fortune 500 companies in the United States, indicating the value and benefits these tools bring to talent selection.
- Accendo’s TalentPulse offers a comprehensive talent intelligence platform with an assessment marketplace, providing access to trusted psychometric assessments from top providers like AON, Hogan, and Criteria.
- TalentPulse simplifies and enhances the assessment process by consolidating multiple assessments within a single platform, eliminating the need to work with multiple assessment partners or vendors.
- Psychometric tools support various HR functions, including employee selection, development and training, performance management, succession planning, leadership development, and team restructuring, making them versatile and valuable across different organisational needs.
- The use of psychometric tools in hiring and recruitment processes leads to improved hiring decisions, reduced recruitment costs, and increased new hire retention, all of which contribute to a positive return on investment (ROI).
Frequently Asked Questions (FAQs)
What are psychometric tests in recruitment?
A psychometric test is used to assess a candidate’s cognitive ability and personality. From a candidate’s response, psychometric testing can predict valuable insights such as job performance, competence, and motivations. There are two general types of psychometric tests: ability tests and personality tests.
What does a psychometric test mostly does?
A psychometric test is an objective way to measure the potential ability of candidates to perform well in a job role. Psychometric tests measure a range of skills from cognitive abilities, knowledge to assessing your personality.
Are psychometric tools available on Accendo’s Assessment Marketplace?
Yes, we have our psychometric tools on the platform as well as AON’s; Cut-e & Adept tools, and Hogan’s. Visit our assessment marketplace page to get more insights.
What are the 3 types of psychometric assessments?
The 3 types of psychometric tests are personality assessments, intelligence tests, and aptitude tests. Personality assessments measure traits and behaviours, while intelligence tests evaluate cognitive abilities. Aptitude tests assess specific skills in domains like numerical reasoning and logical reasoning.
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