Choose from a list of the top 20 psychometric tools this 2023 based on your assessment needs while understanding the benefits and the best practices to follow.
Psychometric assessment Tools offer valuable insights to HR teams about their candidates to determine skills that can help them better place the right talent in the right roles. It also gives employees an insight into their own competitive edge. In our article, we have listed the top 20 psychometric tools and how to choose one based on your assessment needs. We will also explore the benefits of using psychometric tools and the best practices to follow.
Our List of Top 20 Psychometric Tools
Below is a compilation of the top global psychometric tools to consider implementing in your talent processes.
| Name | Tools Offered |
| Accendo | Agility, Culture, Digital Mindsets, Game-based, Functional, Psychometrics, Sales, Simulations, Technical |
| Aon | Ability and Skills Assessments, Behavioural Assessments, Coding Assessments, Gamified Assessments, Job Simulations, Video Interviewing, Virtual Assessment Center, Remote Proctoring |
| Criteria | Cognitive Aptitude, Personality, Emotional Intelligence, Risk, Skills, Video Interviewing, Game-Based Assessments |
| DDI | 360 Feedback, Behavioural Interviewing, Coaching, Consulting, Leadership Courses, Leadership Assessments, Leadership Competencies, Leadership Development, Succession Management, Success Profiles, Train-the-Trainer Workshops, Virtual Reality, Women in Leadership |
| Epitome | Career Discovery, Lifelong Learning, Job & Skills Matching, Upskilling & Reskilling, Job Placement & Hiring, Workforce Analytics |
| Harrisons | Talent Acquisition Assessments, Talent Development Assessments, Leadership Development Assessments, Organisational Development Assessments |
| Hogan | Talent Acquisition Assessments, Talent Development Assessments |
| Jombay | Psychometrics Assessments, Hiring, Development, Succession Planning |
| Korn Ferry | Assessment & Succession, Talent Acquisition |
| MeritTrac | Cognitive Assessments, Communication Assessments, Domain Assessments, Behavioural Assessments, Employability Skills Assessments, Coding and English Tests, Aptitude Tests, Psychometric Tests |
| Mettl | Online Assessments, Online Examinations, Hiring, Learning & Development |
| Predictive Index | Talent Optimization, Employment Hiring, Employee Management, Employee Engagement, Team Assessment, Behavioural Assessments, Job Assessments, Cognitive Assessments, Employee Engagement Survey |
| PSI / Talogy / Cubiks | Assessment Finder, Screen & Select Assessments, Develop & Engage Assessments, Cubiks Practice Tests, Personality Assessments (Cubiks Factors) |
| Psychometrica | Psychometrics Assessments, Training & Development |
| Pymetrics | Gamified Assessments, Career & Succession Planning, Leadership & Capability Development, Soft Skills API & Integrations, Mobility & Reskilling, Workforce Transformation |
| Saville | Talent Assessments, Learning & Development, Leadership Assessments, Personality Questionnaires, Sales Effectiveness Toolkit, Psychometric Training Courses |
| SHL | Behavioural Assessments, Personality Assessments, Cognitive Assessments, Skills & Simulations, Job-Focused Assessments, 360 Feedback, Video Feedback, Video Interviews, Assessment & Development Center |
| Talegent | PATH Personality, PATH Cognitive, PATH Values, Skills Tests, Gamify Suite, Video Interviews, Branding Videos, Digital Assessment Centers, Situational Judgement, Psychomotor Ability |
| Talent Plus | TalentBank, TalentMine, Talent Online Assessments, Talent+Hire, Applicant Tracking System |
| Thomas | Personality Assessments, Behavioural Assessments, Aptitude Assessments, Emotional Intelligence Assessments, Engage Assessments, 360-Degree Feedback |
Benefits of Psychometric Tools
Psychometric assessments are now used by over 80% of the Fortune 500 companies in the US and by over 75% of the Times Top 100 companies in the UK.
The use of psychometric testing can help predict a job candidate’s likely behaviour patterns, attitudes, mental reasoning, and personality type. When used as part of a wider recruitment and acquisition process, this candidate assessment tool can mean the difference between finding a star employee, and someone who doesn’t fit the organisational culture or job requirements.
With an array of ways to gain insights into candidates even before interviewing them, it comes as no surprise that companies have adopted psychometric assessments as a mandatory part of their recruitment and talent management process.
Here are 3 benefits of using psychometric tools:
For employers and recruiters
Managers can make the most of a candidate’s psychometric assessments by actively incorporating the insights into their onboarding and development plan:
- Objective and scientific evaluation
- Determine aspects of a candidate’s fit for the role
- Gauge where the candidate will be most effective, and how to develop their potential
- Create awareness of any possible red flags that may have negative consequences for the organisation or other employees
- Provide insight into how best to onboard and manage the chosen candidate
For candidates
Candidates can make the most of their psychometric assessments by approaching the results with a growth-oriented mindset and being open to feedback. This will allow their personal and career goals to be set for their own personal development.
- Provide an opportunity for self-reflection
- Increase self-awareness of strengths and development areas and point out “blind spots”
- Provide insights to tap into personal motivators in terms of work ethics and productivity
- Identify possible triggers and likely behaviours when under major stress and pressure
- Give insight into how to get along better with other personality types in the workplace
In the workplace
Psychometric assessments may be commonly used in the recruitment process, but they can also be used in the workplace for the ongoing development of individuals, teams, and organisations:
- Organisational development – the understanding gained through conversations brought about by the results of psychometric assessments can help companies create and develop interventions to bring about improvements at various levels of an organisation.
- Career pathing – a psychometric assessment can assist in guiding an employee’s growth strategy and setting realistic goals through identifying areas in which they may need training or coaching for both personal and professional betterment.
- Conflict resolution – psychometric assessments can be used to open conversations about why employees might have trouble getting along or are getting frustrated by things in the workplace. This serves to improve teamwork, efficiency, and productivity.
Best Practices to Follow in Tool Selection
Now that we have seen the varying options of tools available, we will identify the 3 steps that HR teams can take to avoid falling into this trap.
Clearly identify what needs to be measured
According to a study by McKinsey & Co, “Simple advice—if there isn’t direct science linking the assessment to job performance or to the characteristic you’ve determined matters for the job in question, don’t use it.” HR teams must identify the factors that will tell them if a candidate will or will not be a right fit for the role in question.
These factors can include anything that provides a rounded view of a candidate, revealing their logical processes, aptitude for problem-solving, and the ability to interpret and analyse a range of data. Equally important is the insights provided into their personality traits, integrity, and how they might fit into an existing team.
Once this has been set, HR can start to evaluate the psychometric tools to accurately measure the criterion set, thereby increasing the relevancy of each tool.
Customise and contextualise outputs
Often, the journey leading into onboarding multiple tools doesn’t begin with the search for a better test, but a search for better output. Many psychometric assessments today have reached similar levels of validity, making differences in input minimal. With test validity being standardised and controlled by industry bodies, assessments have now focused on improving outputs.
The toughest job HR teams have in the introduction of a new psychometric assessment tool is to convince business managers that this assessment will give them better results. The biggest challenge stems from the fact that psychometric assessment outputs generally speak a more psychological language unfamiliar to business managers.