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Executive Search

Psychometric assessments

Unlike education, skills and experience, behavioural characteristics and the personality of a candidate can remain hidden and can be much more difficult to assess during an interview scenario. As such, some employers choose to utilise psychometric assessments during a hiring process to help inform a better and more robust overall candidate evaluation.

There remains some debate over the value of psychometric testing but those who use it believe that it has the ability to give a more objective overview of a candidate’s character, strengths, weaknesses and working style. Typically, a psychometric test would never be used in isolation but rather as a single component of a wider, integrated evaluation strategy.

How can psychometric testing aid hiring decisions?

Psychometric testing can measure a number of attributes including intelligence, motivation and personality profile. An interview process can be fairly subjective and although employers will normally assess skills and experience fairly accurately much can still be left to gut instinct regarding aligned values. There are different types of tests but generally they’ll be used to measure how people differ in their motivation, values, priorities and opinions with regards to different tasks and situations. In terms of personality, the tests can also give an indication of the working style favoured by a candidate and how they interact with both their environment and colleagues.

Hogan

Grounded in more than a century of science and underpinned by comprehensive industry research, Hogan assessments measure: normal personality (Hogan Personality Inventory); derailment characteristics (Hogan Development Survey); and core values (Motives, Values, Preferences Inventory).

  • The Hogan Personality Inventory (HPI) measures normal or “bright-side” personality - characteristics that describe how people relate to others when they are at their best. Normal personality affects an individual’s ability to get along with others and achieve their goals.

  • The Hogan Development Survey (HDS) measures “dark-side” personality - interpersonal behaviour that can be strengths, but when overused can cause problems in work and in life. Whereas characteristics of the HPI can be seen in a person’s day-to-day behaviour, the performance risks assessed by the HDS will only be seen in situations where the individual is not actively managing his or her public image. These situations might include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when an individual feels so comfortable in his or her work environment that little or no concern is given to public image.

  • The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside - the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be most productive.

Wave Professional Styles

The Saville Consulting Wave Styles assessments are part of a multi-dimensional assessment suite and can be applied in a wide variety of settings including selection, personal development, coaching, leadership assessment, etc. Wave assessments were developed to separate talents from underlying predispositions or motives, and can measure motivation, talent, competency, potential and preferred culture in one questionnaire.

OPQ

The OPQ (Occupational Personality Questionnaire) measures 32 different personality traits that are relevant to occupational settings. Ultimately the test measures traits with the purpose of determining your behavioural style at work. Employers often use this personality test to see how well job applicants fit the role they are applying for.

Talent Q

The Talent Q questionnaire - “Dimensions”, measures personality across three areas; people and relationships, tasks and projects, and drivers and emotions. The questionnaire includes 160 statements about behaviour at work.
 

As well as the psychometric assessments listed above, the Executive Search team are also able to administer and interpret a number of ability tests including verbal, numerical and critical reasoning. Please contact us on 0113 322 5672 to find out more.