Definition
Standardised assessments used in recruitment and development to measure candidates' cognitive abilities, personality traits, or behavioural tendencies in an objective and reliable way.
UK Context
The British Psychological Society regulates psychometric testing standards in the UK. Under the Equality Act 2010, employers must make reasonable adjustments for candidates with disabilities. Test results must be stored in compliance with GDPR, and candidates have the right to request feedback on their scores.
Best Practices
- Only use tests that are validated for the specific purpose and population being assessed
- Ensure assessors hold appropriate BPS qualifications
- Provide candidates with practice materials and clear instructions before the assessment
- Make reasonable adjustments for candidates with disabilities without compromising test validity
- Use test results as one input alongside interviews, never as the sole selection criterion
Frequently Asked Questions
What types of psychometric test are used in UK recruitment?
The main types are aptitude tests (verbal reasoning, numerical reasoning, logical reasoning, situational judgement) and personality questionnaires. Aptitude tests have right or wrong answers, while personality questionnaires measure preferences.
Can candidates prepare for psychometric tests?
Practice improves performance on aptitude tests by familiarising candidates with the format. Most publishers provide practice tests. Personality questionnaires cannot be meaningfully prepared for.
Are psychometric tests fair?
Well-designed tests are among the fairest selection tools because they apply the same standard to every candidate. However, employers must ensure tests are validated, relevant, and that reasonable adjustments are available.