It is known to be a test to assess a person’s mental capabilities and behaviour. It comprises of questions that are designed to show your overall suitability for a particular role. Psychometric tests have made it easier to eliminate choices which are not of their interests and have clarity to have a bright vision.
More often companies are practising psychometric assessment in their recruitment procedures. This is benefitting applicants in a way to find the best fit for a role. A study says, 75% of the UK Times 100 Companies use them.
Psychometric asessment act as a helping hand in identifying a candidate’s character, strengths and weaknesses and also their working methodology.
Aptitude tests evaluate a person ascertaining whether they have the exact skill set for the job, while, the former examines behaviours, emotions and relationships in a choice of circumstances. The psychometric tests prospect the candidate’s values, interests and determination.
Due to the increase of digital media in our lives, the traditional process of hiring via CV’s and interviews are outdated now, usage of technology, the inclusion of AI and machine learning to have advanced the hiring methods. It is less time consuming, cost efficient and more accurate when it comes to facts and statistics.
As a result, companies are considering new ways of hiring and as a result these tests are neutral and more authoritative, therefore speculating which aspirants are more likely to triumph.
IBM
IBM, a multinational technology company, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide valuable insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about IBM’s use of psychometric assessments:
- Assessment Types: IBM uses a variety of psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: IBM’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests help IBM assess an individual’s intellectual capabilities and their potential to perform well in challenging and analytical roles.
- Personality Questionnaires: IBM utilizes personality questionnaires to assess candidates’ personality traits and work-related preferences. These assessments provide insights into an individual’s behavioral tendencies, motivations, and interpersonal skills. They help IBM determine if a candidate’s personality aligns with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Situational judgment tests present candidates with realistic work scenarios and ask them to choose the most effective or appropriate course of action. These tests evaluate candidates’ decision-making abilities, problem-solving skills, and judgment in work-related situations.
- Online Platforms: IBM often administers psychometric assessments through online platforms. Candidates may receive instructions and access to the assessments via email or through the company’s designated recruitment portal. The tests are typically timed and can be completed remotely.
- Assessment Impact: IBM uses the results of psychometric assessments as one of several factors in the overall evaluation of candidates. These assessments help IBM identify individuals who possess the cognitive abilities, personality traits, and work-related preferences that align with the company’s culture and job requirements.
Deloitte
Deloitte, one of the leading professional services firms in the world, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide valuable insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Deloitte’s use of psychometric assessments:
- Assessment Types: Deloitte utilizes a range of psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Deloitte’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are essential skills for professionals working in diverse roles at Deloitte.
- Personality Questionnaires: Deloitte employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, leadership potential, teamwork orientation, and adaptability. Deloitte aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Deloitte may utilize situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Assessment Centers: In addition to online assessments, Deloitte often conducts assessment centers, which are in-person evaluation events that include various activities such as group exercises, case studies, presentations, and interviews. These assessment centers may incorporate psychometric assessments along with other assessment methods to provide a holistic view of candidates’ abilities and potential.
- Assessment Impact: Deloitte considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Deloitte assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Procter & Gamble
Procter & Gamble (P&G), a multinational consumer goods company, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about P&G’s use of psychometric assessments:
- Assessment Types: P&G utilizes a range of psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: P&G’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are crucial skills for various roles at P&G, including marketing, sales, research, and development.
- Personality Questionnaires: P&G employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. P&G aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: P&G may use situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Online Platforms: P&G often administers psychometric assessments through online platforms. Candidates receive instructions and access to the assessments via email or through P&G’s designated recruitment portal. The tests are typically timed and can be completed remotely.
- Assessment Impact: P&G considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help P&G assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Microsoft
Microsoft, a leading technology company, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Microsoft’s use of psychometric assessments:
- Assessment Types: Microsoft utilizes a variety of psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Microsoft’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are essential skills for various roles at Microsoft, including software engineering, data analysis, and technical positions.
- Personality Questionnaires: Microsoft employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. Microsoft aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Microsoft may utilize situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Online Platforms: Microsoft often administers psychometric assessments through online platforms. Candidates receive instructions and access to the assessments via email or through Microsoft’s designated recruitment portal. The tests are typically timed and can be completed remotely.
- Assessment Impact: Microsoft considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Microsoft assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Unilever
Unilever, a multinational consumer goods company, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Unilever’s use of psychometric assessments:
- Assessment Types: Unilever utilizes various psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Unilever’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are valuable skills for various roles at Unilever, including marketing, sales, research and development, and supply chain management.
- Personality Questionnaires: Unilever employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. Unilever aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Unilever may use situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Assessment Centers: In addition to online assessments, Unilever often conducts assessment centers, which are in-person evaluation events that include various activities such as group exercises, case studies, presentations, and interviews. These assessment centers may incorporate psychometric assessments along with other assessment methods to provide a holistic view of candidates’ abilities and potential.
- Assessment Impact: Unilever considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Unilever assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Amazon
Amazon, the e-commerce and technology giant, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Amazon’s use of psychometric assessments:
- Assessment Types: Amazon utilizes a variety of psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Amazon’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are important skills for various roles at Amazon, including software development, data analysis, operations, and management.
- Personality Questionnaires: Amazon employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. Amazon aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Amazon may use situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Online Platforms: Amazon often administers psychometric assessments through online platforms. Candidates receive instructions and access to the assessments via email or through Amazon’s designated recruitment portal. The tests are typically timed and can be completed remotely.
- Assessment Impact: Amazon considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Amazon assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Google, a leading technology company, utilizes psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Google’s use of psychometric assessments:
- Assessment Types: Google employs various psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Google’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to analyze complex information, think creatively, and make informed decisions, which are crucial skills for roles across engineering, data analysis, product management, and other technical positions at Google.
- Personality Questionnaires: Google utilizes personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. Google aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Google may use situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Assessment Centers: In addition to online assessments, Google often conducts assessment centers, which are in-person evaluation events that include various activities such as group exercises, case studies, presentations, and interviews. These assessment centers may incorporate psychometric assessments along with other assessment methods to provide a comprehensive evaluation of candidates’ abilities and potential.
- Assessment Impact: Google considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Google assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
Goldman Sachs
Goldman Sachs, a global investment banking and financial services company, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about Goldman Sachs’ use of psychometric assessments:
- Assessment Types: Goldman Sachs utilizes various psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, situational judgment tests, and other related tools.
- Cognitive Ability Tests: Goldman Sachs’ cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to analyze complex information, think critically, and make sound financial judgments, which are essential skills for roles in finance, investment banking, and related fields.
- Personality Questionnaires: Goldman Sachs employs personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, leadership potential, teamwork orientation, and adaptability. Goldman Sachs aims to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Goldman Sachs may use situational judgment tests to evaluate candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Assessment Centers: In addition to online assessments, Goldman Sachs may conduct assessment centers as part of their recruitment process. These assessment centers typically involve various activities such as group exercises, case studies, presentations, and interviews. Psychometric assessments may be integrated into these assessment center activities to provide a comprehensive evaluation of candidates’ abilities and potential.
- Assessment Impact: Goldman Sachs considers the results of psychometric assessments as one component of the overall evaluation of candidates. These assessments help Goldman Sachs assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
McKinsey & Company
McKinsey & Company, a renowned management consulting firm, incorporates psychometric assessments as part of its recruitment and selection process. These assessments provide insights into candidates’ cognitive abilities, personality traits, and work-related preferences. Here are some key details about McKinsey’s use of psychometric assessments:
- Assessment Types: McKinsey utilizes various psychometric assessments to evaluate candidates. These assessments may include cognitive ability tests, personality questionnaires, case interviews, and other related tools.
- Cognitive Ability Tests: McKinsey’s cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to analyze complex problems, think analytically, and make data-driven decisions, which are crucial skills for consultants at McKinsey.
- Personality Questionnaires: McKinsey may employ personality questionnaires to assess candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, leadership potential, teamwork orientation, and adaptability. McKinsey aims to identify candidates whose personality traits align with the company’s values and the requirements of the consulting role.
- Case Interviews: In addition to psychometric assessments, McKinsey is known for its case interviews, which are interactive problem-solving exercises. During case interviews, candidates are presented with business scenarios or challenges and are required to analyze the situation, identify key issues, and provide strategic recommendations. These interviews evaluate candidates’ problem-solving abilities, business acumen, and communication skills.
- Assessment Centers: McKinsey may conduct assessment centers as part of its recruitment process. These assessment centers typically involve a combination of activities, including group exercises, case interviews, presentations, and individual assessments. Psychometric assessments may be integrated into these assessment center activities to provide a comprehensive evaluation of candidates’ abilities and potential.
- Assessment Impact: McKinsey considers the results of psychometric assessments, case interviews, and other evaluation components as part of the overall assessment of candidates. These assessments help McKinsey assess candidates’ cognitive capabilities, problem-solving skills, teamwork potential, and fit for the consulting pro
Johnson & Johnson
Johnson & Johnson, a multinational healthcare company, may utilize psychometric assessments as part of its recruitment and selection process. While specific details about Johnson & Johnson’s psychometric assessment practices are not publicly available, here is a general explanation of how psychometric assessments could be incorporated into their recruitment process:
- Assessment Types: Johnson & Johnson may employ various types of psychometric assessments, including cognitive ability tests, personality questionnaires, situational judgment tests, and other relevant tools.
- Cognitive Ability Tests: Cognitive ability tests assess candidates’ critical thinking skills, problem-solving abilities, numerical reasoning, verbal reasoning, and logical reasoning. These tests measure candidates’ ability to process information, analyze data, and make sound decisions, which are valuable skills for roles across different functions within Johnson & Johnson, such as research and development, marketing, sales, and operations.
- Personality Questionnaires: Personality questionnaires help evaluate candidates’ personality traits, work styles, and behavioral preferences. These assessments provide insights into an individual’s communication style, teamwork orientation, leadership potential, and adaptability. Johnson & Johnson may aim to identify candidates whose personality traits align with the company’s values and the requirements of the specific role.
- Situational Judgment Tests: Situational judgment tests assess candidates’ decision-making abilities and judgment in work-related scenarios. These tests present candidates with realistic workplace situations and ask them to choose the most appropriate or effective course of action.
- Assessment Impact: The results of psychometric assessments are typically considered alongside other evaluation components, such as interviews, resumes, and reference checks. Johnson & Johnson uses these assessments to assess candidates’ cognitive capabilities, personality fit, and potential for success in their desired roles within the organization.
FAQ About Companies that use Psychometric Assessment
What is a psychometric assessment?
A psychometric assessment is a tool used by companies to evaluate an individual’s personality, aptitude, and cognitive abilities.
Why do companies use psychometric assessments?
Companies use psychometric assessments to assess the suitability of candidates for a job role, to identify potential strengths and weaknesses, and to make more informed hiring decisions.
What types of psychometric assessments do companies use?
Companies use various types of psychometric assessments, including personality tests, aptitude tests, and cognitive ability tests.
Can a candidate prepare for a psychometric assessment?
Candidates can prepare for a psychometric assessment by practicing similar types of questions and taking sample tests. However, it is essential to note that the assessments are designed to measure innate qualities, and it is challenging to cheat or fake the results.
