These tests help interviews make objective and informed decisions about candidates as highlighted in the examples below.
Psychometrics help in determining one’s ability to critically think and solve. In many cases, candidates perform well in oral interviews but may not demonstrate the depth of problem-solving or cognitive flexibility required for a particular role. Psychometric tests such as Cognitive ability tests provide additional quantifiable measures of a candidate’s ability to handle, for example, the technical aspects of the role, especially in high-pressure situations.
Psychometrics measure Personality which helps in predicting candidates’ behaviour in different situations and ability to fit in the organizational culture (e.g., Big Five Traits, MBTI, DISC). For example, candidates who score highly in traits like openness or agreeableness may be more adaptable and team-oriented, while those who score higher in conscientiousness may show strong attention to detail and reliability. Candidates who score high on introversion may be a good fit for a bank teller job while those who score high on extroversion may be a good fit for a customer care role
It’s only with psychometric tests that we can measure emotional intelligence (EQ) by Assessing interpersonal and self-regulation skills. This particular aspect measures a candidate’s ability to understand and manage their own emotions, as well as recognize and influence the emotions of others. A leadership role would benefit from evaluating a candidate’s emotional intelligence because Individuals with high EQ are typically better at resolving conflicts, empathizing with others, and staying calm under pressure
Psychometric assessments can identify whether a candidate’s Career Interests align with the job responsibilities, organizational goals, and company culture. When career interests align, candidates are more likely to stay with the organization long term, as they find their roles fulfilling and engaging.
Assessing a candidate’s values and beliefs. Candidates whose values resonate with the organization’s culture are more likely to thrive, stay engaged, and contribute positively to the company’s mission and goals helps predict potential conflicts in terms of ethics, work philosophy, or approaches to decision-making.
Further, psychometrics can Conflict. Understanding a candidate’s values Example in the interview process: If an organization values teamwork and customer care, a candidate who values independence over transparency might not be a good fit
Psychometric skills tests directly measure job-specific competencies such as accounts, project management, writing, or mathematical skills. Rather than relying solely on subjective interview impressions or self-reported qualifications, skill-based psychometric assessments provide objective benchmarks to evaluate candidates’ abilities.
Psychometric tests measure Behavioral Tendencies (e.g., Integrity Tests, Risk-Taking)
The tendencies of risk-taking behaviour are useful for understanding how a candidate might handle ethical dilemmas, decision-making under pressure, or risky situations. This is particularly important for roles where security, trust, or compliance is critical.