Psychological tests are tests which can be systematically scored and administered. They are backed up by a body of evidence and statistical data which demonstrates their validity and reliability. They are commonly used in employment to measure individual differences (for example in ability, aptitude, attainment, intelligence or personality).

With the increase in unemployment there are inevitably more people applying for jobs and due to the increasing amount of pressure placed on organisations to do more with less, without proper engagement, there are increasing numbers of employees actively seeking alternative employment within more positive working environments.

Using psychometric tests increases your ability to narrow down the candidate pool to a more manageable level using ability tests and additionally using trait based personality tests you can narrow your selection down to individuals with the most ideal personality profile for your organisational context, culture and values.

Most personality tests are designed and developed by occupational psychologists and based on the big five constructs (Extraversion, Agreeableness, Conscientiousness, Emotional Stability and Intellect/Openness to Experience) and are accompanied by detailed manuals providing the data to establish the reliability of the test and the normative information against which test results may be compared. An organisation can chose the appropriate norm group to compare against, i.e. general public, middle managers, leaders etc or complete their own internal sample to establish if there are any particular abilities or traits that positively correlate with they highest performing individuals and teams and use these results as the basis for their search and selection of new recruits or internal promotion.

Administering tests and analysing the results is a skilled task and only a trained practitioner should ethically undertake this role. Scoring of tests is often complex and how it is done will depend on what a test is trying to measure. With personality tests there are no right or wrong answers as they are designed to present a profile of an individual.

Before using a test, users should consider:

  • whether a test is necessary, i.e. will a test provide any additional relevant information
  • do you have internal capacity and resources to carry out the test effectively
  • are the tests relevant to the job/person specification
  • is the person choosing the tests, trained to identify the appropriate test
  • what weight will be apportioned to the decision making process
  • equal opportunities
  • data protection
  • how will feedback of any tests be given


How MBHR Consulting can help you

MBHR Consulting Ltd can administrate, analyse and feedback the results of the following psychometric tests on behalf of your organisation for the purpose of individual or team development and / or recruitment and selection:

  • BPS Level A: Ability tests such as literacy, numeracy, customer service, spacial reasoning, abstract reasoning, etc. (Used for development or recruitment)
  • BPS Level B: Personality profiling such as the NEO-PIR (Used for recruitment or development)
  • BPS Level B: MBTI (Myers Briggs Type Indicator) (Used for personal or team developmental purposes only)