Psychometric Testing: A Complete Guide for Employers and Candidates

Psychometric testing is one of the most powerful tools organisations can use to understand people’s skills, behaviours, and potential. It is no longer just for big corporations, many small and medium-sized businesses in Australia and New Zealand now use psychometric tests for recruitment, development, and team building.

In this guide, we explain what psychometric testing is, the different types, how it works, and why it is becoming essential for modern workplaces.

What is Psychometric Testing?

While the phrase psychometric testing can sound intimidating, it simply refers to scientifically designed assessments that measure a person’s behavioural style, skills, and abilities.

The University of Auckland describes a psychometric test as:

“A standardised test designed by psychologists to measure a person’s mental performance and identify their personality type to determine their behaviours and potential.”

These tests provide objective insights into both natural strengths and areas where someone might need more energy, concentration, or training.

Types of Psychometric Tests

Most psychometric testing in Australia falls into two main categories:

1. Ability Tests
   • Measure skills such as numerical reasoning, verbal comprehension, and problem-solving.
   • Assess a person’s capacity to learn new skills and perform specific tasks.
2. Behavioural Assessments
   • Analyse how someone is likely to behave in a workplace setting.
   • Identify their preferred working environment, communication style, and motivators.

Who Uses Psychometric Testing?

Psychometric assessments are used by:

• Employers hiring new staff
• HR teams developing talent
• Recruiters screening candidates
• Leaders building stronger teams

It is not just corporate giants, businesses of all sizes benefit from psychometric testing for recruitment and staff development.

Key Features of Our Psychometric Tests

• Languages: Available in 70+ languages for DISC, with gender-neutral reporting. (30+ for ability tests)
• Time: Behavioural questionnaires take 8–10 minutes, ability tests take 10–30 minutes
• Validity: All tests are independently validated every two years
• Delivery: Reports are emailed within minutes of completion

How Psychometric Testing Works

Most psychometric tests involve answering multiple-choice questions that explore:

• Preferred behaviours
• Interpersonal relationships
• Emotional responses
• Problem-solving skills

There are no right or wrong answers for behavioural assessments, honesty is key. For ability tests, however, there are correct answers, and time limits apply.

Benefits of Psychometric Testing in the Workplace

Organisations use psychometric testing to:

• Predict job performance and team fit
• Reduce recruitment costs, with many clients reporting savings of $10,000 to $50,000 or more
• Improve staff engagement and workplace culture
• Increase productivity by understanding how to motivate and manage employees

Because these tests are standardised and statistically validated, they are both objective and reliable.

How Businesses Apply Psychometric Testing

• Recruitment: Identify candidates who match both the role and the company culture
• Team Development: Help employees understand each other’s thinking styles and motivators
• Leadership: Provide managers with data to guide coaching and performance conversations

Global brands like Hewlett Packard, Ford Motor Group, McDonald’s, and 3M use psychometric tools as part of their hiring process. Around 20% of companies worldwide now incorporate them into recruitment and training.

Preparing for a Psychometric Test

For candidates, here is how to prepare:

• Choose a quiet environment with no distractions
• Answer honestly, behavioural tests detect inconsistent patterns
• Read instructions carefully before starting
• Practise timed tests if completing an ability assessment
• Focus on weaker areas when practising

Psychometric Test Questions and Answers

Our Extended DISC® behavioural questionnaire contains 24 forced-choice questions. Candidates select which statement describes them most and least in their current work role.

Ability-based tests vary depending on the skill being assessed and can include mathematical, written, or visual problem-solving tasks.

After the test, candidates receive a personalised report and a one-on-one debrief with their manager or coach.

The Real Value: Applying the Results

The real benefit of psychometric testing comes from applying the insights to everyday work. Self-awareness allows people to adapt their behaviour, communicate more effectively, and work more productively.

We recommend revisiting your assessment regularly to track progress and support ongoing development.