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Hiring Psychometric Testing – Frequently Asked Questions and Answers

A company is only as strong as its leadership team. Even the most efficient departments can be harmed by a single underperforming employee, causing disruptions in communication, group harmony, workflow, and other areas. 

An underperformer is not always an unmotivated employee; rather, they may be someone who does not fit with the company culture or does not have the skills or aptitudes required for their position. Shrewd hiring is thus an essential component of corporate expansion.

Psychometric testing has been adopted by organizations of all sizes, from startups to Fortune 500 companies, as part of the rigorous assessment process required to build strong teams of employees with all the right traits and skills.

What Exactly Is Psychometric Testing?

Psychometric testing assesses candidates' abilities and personality traits to determine their suitability for any given position. The tests are created using a scientific method and are intended to be objective and unbiased.

 Oftentimes, they're conducted once recruiters or HR have decided that a candidate has fulfilled all the initial requirements for a position after screening, interviewing, and background checks. The psychometric assessments provide HR with detailed information about a candidate's personality, aptitudes, and skills - critical information for making the final hiring decision.

Psychometric tests assess what traits and skills.

Psychometric tests are frequently chosen with custom-selected questions based on the position to be filled. Not all candidates are tested for the same characteristics; however, tests frequently include personality questionnaires, situational judgement, critical thinking, numerical reasoning, a variety of abilities, verbal reasoning, and other components. They can usually provide information about a candidate's extraversion, social skills, and logical reasoning.


What Types of Businesses Use Psychometric Testing?

Companies that take hiring seriously often use psychometrics as one part of their highly involved selection process. Deloitte, for example, performs an initial screening, interviews, psychometric testing, and a final interview (among other HR best practices).

No matter the industry, psychometric evaluations benefit nearly everyone - companies that care about selecting and retaining top talent can use it as part of their recruitment process for better results.


How Is Testing Performed?

Psychometric tests are typically administered in a multiple-choice format. They are frequently administered online or in person in an office setting. Some of the questions involve written scenarios that assess how a candidate would react in different work situations.

The assessments do not require any preparation on the part of the testee, but the individual should be briefed on the process and told why they are being tested.


What Happens After the Test?

It is recommended that after the results have been evaluated, all testees receive some feedback. The tests can reveal strengths and weaknesses that candidates were not aware of previously. Even if a candidate is hired based on excellent test results and interviews, tactfully pointing out areas for improvement can be beneficial to them in the long run.

Personality test is useful not only for hiring, but also for building stronger teams, resolving conflicts, and retaining employees. Many organizations use testing to evaluate current employees for executive positions or other opportunities for advancement.


Myers-Briggs Type Indicator (MBTI) 

Myers-Briggs psychometric tests, also known as the "16 Personality Tests," are founded on four fundamental principles.


  1. Extraversion vs. Introversion -> describes how a person obtains energy


  1. Sensing vs. Intuition -> describes how a person acquires information.


  1. Thinking vs. Feeling -> describes how a person makes decisions.


  1. Judging vs. Perceiving -> describes how quickly a person makes decisions.


  • Not very reliable because test-takers get different results if they take the test multiple times. 
  •  First, candidates must take a test. They will be labeled based on their personality type. As a result, there are 16 distinct personality types. 
  •  There is no relevant backed-up research to prove the claim and validity.


  1. The Multiphasic Personality Inventory of Minnesota

The Minnesota Multiphasic Psychometric tests are primarily used to assess high-risk roles in the aviation and public safety industries. Employers use psychometric tests to assess candidates' mental health, which has a direct impact on the workplace.


The MMPI test is divided into ten sections known as Scales:

Hypochondria (Hs)

This section contains 32 questions that focus on how a candidate perceives various health-related complaints.

Depression (D)

This section contains 57 questions designed to determine whether the candidate is suffering from clinical depression. As a result, the answers to these questions reveal the candidate's hopelessness and negativity.

Hysteria  (Hy)

This section uses a series of 60 questions to identify people who are overly emotional or exhibit hysteria in stressful situations. 

Psychopathic Deviation  (Pd)

This section of the test consists of more than 50 questions. In this situation, the questions concern social maladjustment, rebelliousness, and antisocial behaviour. Candidates will be questioned about any problems they have with family or authority figures. 

Masculinity/Femininity (Mf)

The Masculinity/Femininity scale asks 56 questions to determine whether a candidate fits a masculine or feminine stereotype. It examines activity-passivity, hobbies and career options, and personal sensitivity. 

Paranoia (Pa)

This scale assesses a candidate's ability to trust others. Candidates will be asked 40 questions about their levels of suspicion, self-righteousness, and sensitivity. The method of questioning used here will reveal any paranoid or psychotic tendencies. 

Psychasthenia (Pt)

Psychasthenia has been replaced by Obsessive-Compulsive Disorder (OCD). The test consists of 48 questions designed to assess the presence of obsessive tendencies, as well as anxiety, fear, doubts, and guilt. 

Schizophrenia (Sc)

Candidates must answer a total of 78 questions in the longest section of the exam. Candidates will be evaluated for unusual cognitive, emotional, and social tendencies that may indicate schizophrenia during this section.


Hypomania (Ma)

This 46-question scale assesses a candidate's level of energy and mood instability. Candidates will be asked about things that would indicate excitability in this case. Such as racing thoughts, hurried speech, or agitated body movements. It also includes characteristics such as irritability, narcissism, and egocentricity. 

Social Introversion  (Si)

The MMPI-2 test's tenth and final category contains 69 questions. The Social Introversion scale assesses a candidate's comfort level in social situations and around other people. Introverts, for example, may feel uneasy in large groups or overly stimulating social situations.

Recognize the value of an aptitude test and choose a career that both interests you and has a high chance of success. Mercer Mettl's personality tests are simple and require little preparation. An aptitude test can be administered before an interview or online in the privacy of your own home. An aptitude test will ensure that you continue to grow and develop your skills in the appropriate career path.

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