The Top 10 Psychometric Tests to Help You Hire Top Talent

Unlike traditional hiring methods that often overlook crucial aspects of candidate suitability, leading to higher turnover rates and missed opportunities, psychometric tests help you find candidates who truly fit the role. They’re efficient, reduce turnover by 20%, and are a favourite among Fortune 500 companies.

If you’re an HR professional, hiring manager, or recruiter uncertain about which psychometric tests can help select the best candidate for a role, our article can provide the necessary guidance. 

All sorts of ‘assessments’ abound, but not all of these are good choices. For a psychometric test to be ‘a good choice’, it has to be valid, reliable, and non-discriminatory. To assist you in the process of knowing what the best options are, we have put together a list of the top 10 psychometric tests that meet the above criteria and will, therefore, help you hire top talent. However, keep in mind that psychometric tests can only be administered by HPCSA-registered professionals, such as psychometrists and psychologists. 

But first, a quick reminder of why you should be using psychometric assessments. 

Find out which of the top 10 psychometric tests will best meet your recruitment needs by contacting Competence SA. 

Are Psychometric Tests Worth It? 

Absolutely! According to Pearson’s TalentLens survey, over 80% of Fortune 500 companies use psychometric tests to add crucial objectivity to their hiring processes. Surely they must be doing something right? 

Besides being a popular choice for companies across the globe, psychometric tests are an objective and measurable way to assess candidates. While traditional interviews rely on subjective judgments prone to unconscious bias, psychometric assessments use scientific methods to objectively measure skills, aptitudes, and behaviours. This approach enhances recruitment efficiency by identifying well-suited candidates early on and reducing turnover. Plus, modern technology allows for easy, customisable online assessments.

Read more about psychometric tests and their importance in the recruitment process in our blog, Hire Smarter Not Harder With Psychometric Assessments. 

The Top 10 Psychometric Tests for Recruitment 

Without further delay, here are the top 10 psychometric tests, recommended by the Competence SA team, to enhance your recruitment process. 

Personality Tests

Personality tests are questionnaires designed to systematically collect information across various aspects of an individual’s personality traits and behavioural tendencies, resulting in a unique profile of personality. Most often, these tests provide insights into how a person may think, feel, and interact with others in a work environment, which can help you understand whether a candidate’s personality aligns with the company culture and the role.

Personality questionnaires have the following benefits:

• Offers a nuanced and detailed personality profile.
• Helps predict job performance and satisfaction.
• Provides insights into leadership potential and team dynamics.
• Predicts job performance and career success.
• Identifies candidates who will fit well with company culture.
• Reduces turnover by ensuring better role fit.
• Enhances understanding of candidates’ work behaviour and potential.
• Aids in identifying strengths and development areas.
• Supports better decision-making in recruitment and talent management.

1. The 16 Personality Factor Questionnaire

The 16 Personality Factor Questionnaire (16PF), first developed by Cattell in the 1940s, assesses 16 primary personality traits and five global factors (AKA the ‘Big Five’ factors), providing a comprehensive view of an individual’s personality. It measures traits such as warmth, reasoning, emotional stability, dominance, and openness to change. By understanding these factors, you can gain insights into a candidate’s behavioural tendencies, work style, and potential fit within your organisation.

Very similar to this is the locally developed 15FQ+ of Psytech, which covers the same constructs as the above but without the reasoning component. 

2. Occupational Personality Questionnaire

The Occupational Personality Questionnaire (OPQ) assesses 32 personality traits related to work behaviour and, like the 16PF,  is used to match individuals to roles where they are most likely to succeed. These 32 traits are clustered into three broad categories, namely social inclination, thinking style, and feelings and emotions, which are then further divided into subcategories such as influence, creativity and change, and dynamism. 

An added benefit of the OPQ is that it can also be mapped to a competency framework, known as the Universal Competency Framework (UCF), making it easy to use and understand. 

Reasoning Tests

Reasoning tests are designed to measure a candidate’s cognitive abilities and critical thinking skills. These tests evaluate how well individuals can process information, solve problems, and think logically. They typically include verbal, numerical, deductive, and inductive reasoning tests, helping you determine a candidate’s aptitude for various cognitive tasks and their potential to succeed in roles that require different types of analytical and problem-solving skills. 

Unlike personality questionnaires that are based on self-report, reasoning tests cannot be easily influenced by a candidate’s self-perception or desire to present themselves in a certain way.

3. SHL Verify Cognitive Ability Tests

SHL’s Verify Cognitive Ability Tests measure a host of different abilities, for example, Deductive Reasoning, Inductive Reasoning, and Numerical Reasoning. Therefore, it can provide information on a candidate’s ability to reason with numbers, words, and shapes, thereby assessing critical thinking, problem-solving, and the ability to learn and apply new information.

Why you should use this test:

• Provides a clear measure of cognitive ability.
• Helps predict job performance and potential.
• Enhances the quality of hire by identifying top talent.

4. Psytech’s Reasoning Tests

Psytech’s Reasoning Tests are designed to measure different aspects of cognitive ability, such as verbal, numerical, and abstract reasoning. These tests help in identifying candidates’ potential for various cognitive tasks and problem-solving.

Why you should use this test:

• Assesses a range of cognitive abilities.
• Enhances decision-making in recruitment.
• Identifies candidates with strong problem-solving skills.

5. Raven’s Progressive Matrices

The Raven’s Progressive Matrices (RPM) is a non-verbal test designed to measure abstract reasoning and problem-solving abilities. It consists of a series of diagrams with a missing piece, and the test-taker must select the correct option to complete the pattern. This test evaluates a person’s capacity to identify relationships, think logically, and solve novel problems without relying on language or prior knowledge. This makes it an ideal option for candidates who are not native English speakers.

Why you should use this test:

• Measures general cognitive ability and fluid intelligence.
• Assesses problem-solving skills independent of cultural or educational background.
• Helps predict performance in roles requiring abstract thinking and innovation.

Integrity Tests

Integrity tests are assessments that evaluate a candidate’s honesty, reliability, and ethical behaviour. These tests measure traits such as moral judgement and dependability. These tests can help identify individuals likely to adhere to organisational standards and maintain ethical conduct in the workplace and those who may be a risk to the organisation. Assessing integrity helps identify potential risks early, allowing companies to address issues before they escalate into major problems, such as misconduct or legal issues. According to the EY Global Integrity Report, nearly 40% of employees confessed they might engage in unethical behaviour to further their careers, emphasising the need for strong integrity measures to prevent such risks.

6. JVR’s WRISc

JVR’s WRISc (Workplace Risk and Integrity Scale) provides a comprehensive view of an individual’s ethical standards. The WRISc is a covert questionnaire-based integrity assessment designed to minimise a range of negative behaviours that may harm an organisation or individuals within an organisation. These behaviours are collectively referred to as counterproductive work behaviours (CWB).

Why you should use this test:

• Ensures candidates meet ethical standards.
• Reduces the risk of counterproductive behaviour.

Giotto Integrity Test

The Giotto Integrity Test evaluates candidates’ integrity, ethical standards, honesty, and reliability. This test is a useful tool when hiring for positions where trust and ethical behaviour are paramount. The test acknowledges the challenges in accurately measuring integrity and is designed as an ipsative questionnaire. This format helps to minimise the risk of candidates distorting their answers by lying or faking responses.

Giotto’s 7 factors identify behavioural risks such as carelessness, accident-proneness and negligence; lack of commitment, absenteeism and laziness; proneness to violence, hostility and intimidation; disciplinary problems, subversion and intolerance; disrespect for senior managers, overbearing behaviour and arrogance; theft of company property, wasteful use of resources; and inability to cope with or resisting change. 

Why you should use this test:

• Assesses candidates’ ethical standards.
• Ensures reliability and trustworthiness.
• Reduces risk of unethical behaviour in the workplace.

Cognitive Potential Tests

Cognitive potential tests are psychometric tests that evaluate a candidate’s ability to learn, think critically, and solve problems. These tests measure cognitive abilities such as memory, reasoning, and processing speed. They differ from reasoning tests, which focus on specific cognitive skills, as cognitive potential tests assess broader cognitive capabilities and growth potential. They can be useful if you want to identify individuals with high potential for complex and dynamic roles, or for predicting a candidate’s future performance and capacity for growth within an organisation.

8. Cognadev’s Cognitive Process Profile (CPP)

The Cognitive Process Profile (CPP), created by Cognadev, is a sophisticated computerised assessment tool designed to externalise and track thought processes, thereby revealing an individual’s cognitive preferences and abilities. Based on this information, a suitable Stratified Systems Theory (SST) work environment, learning potential and developmental needs of the person can be identified

It is broadly used all over the world. It is unique in that, by using advanced computerised logarithms, it tracks an individual’s cognitive processes and learning potential. Based on Stratified Systems Theory, the CPP indicates the degree of complexity that a person is most comfortable handling, corresponding with different organisational levels. It also identifies preferred problem-solving styles. Whereas reasoning tests are time-restricted, the CPP isn’t, nor does it require ‘right’ or ‘wrong’ answers. This assessment provides detailed insights into a person’s cognitive strengths and areas for development, making it highly valuable for strategic roles, leadership development, and career planning.

Why you should use this test:

• Provides detailed insights into an individual’s preferred problem-solving styles.
• Helps in identifying the degree of complexity an individual will be most comfortable handling.
• Supports long-term career development and succession planning.

Motivational Questionnaires

Motivational questionnaires are assessment tools designed to identify and evaluate the factors that drive an individual’s behaviour and performance in a work environment. These questionnaires measure intrinsic and extrinsic motivations. By understanding these motivational drivers, you can better predict job satisfaction, performance, and retention, and tailor development plans to align with individual motivations.

Motivational questionnaires have the following benefits: 

• Identifies unique motivational drivers.
• Predicts where optimal job satisfaction and best performance can be achieved.
• Supports tailored development plans.
• Identifies candidates whose motivational drivers align with the organisational culture and job requirements.

9. SHL’s Motivational Questionnaire

SHL’s Motivational Questionnaire (MQ) measures 18 dimensions allowing a comprehensive assessment of a candidate’s intrinsic and extrinsic motivational drivers. It measures these intrinsic motivational drivers; achievement, autonomy, and personal growth. The extrinsic motivational drivers measured are compensation, recognition, and work environment. The MQ evaluates key motivational factors to help organisations understand what drives their employees and candidates. This understanding is crucial for predicting job satisfaction, performance, and long-term retention. Questions are designed to explore different motivational factors, including individual goals, work preferences, and values.

When combined with the OPQ the MQ provides valuable insights, especially for sales roles. This combination generates detailed sales reports, identifying key personality traits and motivational drivers contributing to performance. It offers a holistic candidate profile, enhancing job fit and success predictions, and aids in crafting targeted development plans to optimise sales effectiveness. 

10. Cognadev’s Motivational Profile (MP)

Cognadev’s Motivational Profile (MP) is a very atypical psychometric assessment. It uses archetypes and metaphors to assess a candidate’s motivational drivers. It is difficult to manipulate, non-transparent, enjoyable to complete, and founded on various psychological theories, including the Enneagram. The results of the MP provide insights into certain aspects of subconscious functioning and awareness. It is successful in reflecting on one’s energy themes, defence mechanisms and life scripts.

As such, the primary value of this assessment is to gain deep insights into what motivates individuals to predict their long-term job satisfaction, purpose, and performance. 

Why Choose Competence SA for Your Psychometric Testing?

Incorporating psychometric tests into your recruitment can significantly enhance candidate selection. See our blog Hire Smarter Not Harder With Psychometric Assessments.

Here’s why Competence SA is your best choice:

• Customised Reports: Tailored to highlight the most relevant competencies and skills for the role.
• Optimal Talent Utilisation: Identify strengths and growth areas to make informed decisions.
• Clear Feedback: Actionable insights without jargon, ensuring quick understanding.
• Fast Turnaround: Prompt delivery of results without compromising quality.
• Diverse Test Options: Access to a comprehensive suite of assessments tailored to your needs.
• All Role Coverage: From junior to executive positions, we meet diverse job-level needs.

Competence SA can help you identify the best fit for a position or how your existing employees can be best utilised and developed. Our assessments go beyond surface-level evaluations, offering deep insights into candidates’ cognitive abilities, personality traits, and emotional intelligence. 

Conclusion: Top 10 Psychometric Tests to Use in Recruitment

Using any of the top 10 psychometric tests mentioned above and partnering with Competence SA, you can improve the quality of your hires, reduce turnover, and build a more effective and cohesive team. Whether you are hiring for leadership positions, team roles, or customer-facing jobs, a psychometric test can provide invaluable insights that go beyond what a CV or interview can reveal. 

Start integrating the top 10 psychometric tests into your recruitment process today with the help of Competence SA and experience the benefits of making smarter, more informed hiring decisions.

About Competence SA

We excel in recruitment, psychometric testing, employee development, and leadership development. 

Discover how we can help you raise the bar at www.competencesa.co.za 

Contact us at hello@competencesa.co.za or 082 853 7456