Psychometric Testing – The VB&A Guide

Psychometric testing has become a widely used tool in hiring, team development, and career growth. When used correctly, these assessments provide valuable insights into cognitive abilities, personality traits, and workplace behaviours (and much more!). But with so many options available, how do you choose the right test? And when is the best time to use one? Let’s break it down.

What Is Psychometric Testing?

Psychometric tests measure aspects of a person’s abilities, personality, or behaviour in a structured way. They help employers and individuals make informed decisions about hiring, team dynamics, and personal development. These tests generally fall into three categories:

Aptitude Tests – Assess problem-solving skills, logical reasoning, and numerical or verbal ability.
Personality Tests– Identify behavioural tendencies, strengths, and preferred working styles.
Emotional Intelligence & Leadership Assessments – Evaluate leadership potential, interpersonal skills, and decision-making approaches.

How to Choose the Right Psychometric Test?

Selecting the right test depends on your goals. Consider the following factors:

✅ Purpose: Are you hiring, developing a team or talent pool, or looking for personal career insights? Different tests serve different needs.

✅ Validity & Reliability: Ensure the test has been scientifically validated and provides consistent results. Pay attention to the norm groups and other information about how the assessment was developed!

✅ Fairness & Inclusivity: Choose assessments that do not disadvantage certain groups and align with ethical hiring practices.

✅ Ease of Use: Consider how easy the test is to administer and interpret. In our experience, if a report is too complex, it loses its meaning. The good news is that lots of assessments come with a suite of reports so you can pick and choose to suit your need/audience.

✅ Cost & Accessibility: Some tests require certification to administer, while others are freely available online. Also, be aware that a key element of any assessment is the feedback – i.e. what happens once the report is available….in almost all cases we recommend the individual spends time with another person (often a Coach who is accredited to use the assessment in question) to identify themes and discuss ‘what’s next’. This is a critical phase not to be missed – and can often be the most expensive part of the process!

When Should You Use Psychometric Testing?

Psychometric assessments can be used at various stages of a business or career journey:

📌 Hiring & Recruitment: To assess candidates’ problem-solving skills, personality fit, and leadership potential.

📌 Team Development: To improve communication, collaboration, and team dynamics.

📌 Leadership / Talent Development: To identify emerging leaders and provide targeted training.

📌 Career Planning: To help individuals understand their strengths and areas for growth.

📌 Succession Planning: To prepare future leaders within an organisation.

Can I use multiple psychometric tests at once?

Yes you can, and we love it! By blending various psychometric tests, (often alongside performance data / 360 feedback) you can achieve a ‘full 360 view’ of an individual. For example, maybe you want to assess your future leader’s emotional intelligence, alongside their strengths and motivations, plus their personality traits….at VB&A we call this ‘layering’…which produces a rich set of insights and topics for discussion. You can create a development plan on an individual level as well as look at organisational themes – i.e. What skills or traits are the group missing? How can we build or hire them in to support our strategy?

One ‘watch out’:

Psychometric testing can be a powerful tool when used appropriately. However, it should never be the sole decision-maker in hiring or development. Instead, it should be combined with interviews, experience, feedback and other evaluation methods to get a well-rounded view of an individual’s potential.