Ability & aptitude
Measure reasoning, problem solving and critical thinking, to see which candidates learn quickly, handle complex information and make sound decisions.
Recruitment & candidate selection
Make better hiring decisions with psychometric tests
Screen, shortlist and select candidates on how they will actually perform, not just how they look on paper.
Talk to our teamKnow who you’re hiring before you hire them.
Resumes and interviews only show part of the picture. Assess the capabilities and behaviours that matter for the role, and make better-informed hiring decisions.
See what a resume and interview can’t.
Resumes and interviews show what a candidate has done and how well they present. Psychometric assessments measure the behaviours, reasoning and skills that matter in the role, and give your interviewers clear areas to explore before you decide.
Keep the people you hire for longer.
Early turnover often starts with a mismatch at hiring and grows with poor onboarding. Assessments show how well a candidate suits the role, and each report includes management and development guides so managers can support new hires from day one.
Get from hundreds of applicants to the right shortlist.
Every applicant completes the same short online assessment, scored against what the role requires. Your team spends its time interviewing the best-suited candidates, not reading every application.
Make the final call with clear, comparable evidence.
When your finalists look equally strong, compare them side by side on the measures that matter for the role. Your panel works from the same information, so the decision is easier to reach and easier to justify.
Spot potential when there’s little work history to go on.
Assess learning ability, reasoning and work ethic, the qualities that matter most when experience is limited. Development guides in each report then help you build on that potential once they start.
Identify safety and integrity risks before someone starts.
For safety-critical and high-trust roles, assess attitudes to safety, rule-following, reliability and integrity at the hiring stage, so concerns are raised before they become incidents.
Measure the critical factors that set strong candidates apart.
Personality & behaviour
Understand how candidates prefer to work, handle pressure and work with others, so you can find people who suit the role and your team.
Situational judgement
See how candidates are likely to respond to realistic workplace situations, from competing deadlines to difficult conversations.
Skills
Test practical skills like Excel, typing and data entry, so you know which candidates can do the job confidently from day one.
Every role is different. Your assessments can be too.
Build assessments around the real demands of each role you hire for, so every result is directly relevant to the job.
- 1
Identify what matters in each role
Pinpoint and measure the critical factors for each of the roles you hire for.
- 2
Test for the realities of the job
Assess candidates on the situations and tasks the role actually involves, so results are relevant to the job.
- 3
Benchmark against your top performers
Understand what sets your best people apart, and compare candidates against that standard.
- 4
Compare candidates with clear reports
Practical, easy-to-read reports for hiring managers, so you can shortlist and select with confidence.
Fewer mis-hires. Lower turnover. Real savings.
Get results like these
B2B sales team
80%
Fewer poor-performing sales hires
Underperformers dropped from 20% to 4% of new hires after adding a custom pre-hire assessment.
Read the story
Top US bank, teller hiring
$4.5M
Saved every year
60% fewer unsatisfactory hires, and 37,000+ unproductive interviews cut from the process.
Read the story
Non-profit hospital
39%
Lower staff turnover
Pre-employment testing helped them hire people who stay, easing pressure on care teams.
Read the story
“After the interviewing process we were undecided on the top 3 candidates. Using the DISC and Values assessments, we were able to hire the candidate with values that aligned the most with our firm.”
Smit & Van WykUsed DISC and Values assessments to choose between finalists
Make your next hire the right one.
Tell us about the role you're filling and our assessment experts will recommend the right tests for it. Hiring for a single role? We can usually have you set up the same day.
What happens next
- 1Tell us about the roleDiscuss the requirements for success in the role.
- 2Get a recommendationThe assessments that predict success in that role.
- 3Candidates complete online10–20 minutes each, with a clear report for every candidate.
Common questions about psychometric tests for hiring.
Answers to what hiring managers and HR teams ask us most.
Can't see your question?
Send us your question and we'll get back to you promptly.
Ask a questionWhich psychometric tests should we use for hiring?
It depends on what success looks like in the role. Most hiring combines a few types: personality and behaviour (such as DISC), values and motivators, cognitive ability and reasoning, situational judgement, and practical skills. For high-risk roles, safety and integrity assessments can be added.
We'll recommend the right combination for each of your roles, so candidates only complete what's relevant.
Where in the hiring process should candidates take them?
Wherever they add the most value. For high-volume roles, a short assessment early on helps you shortlist quickly and fairly. For smaller or senior hires, most clients assess shortlisted candidates before the final interview, so the report can guide the questions they ask.
How quickly can we start assessing candidates?
Straight away. If you have an urgent role to fill, we can usually set you up with ready-made assessments the same day. If you're planning something longer term, we'll help you build assessments into your hiring process.
Can you tailor assessments to our roles?
Yes. We can combine existing assessments, benchmark candidates against your own top performers, or develop a custom assessment around the demands of a specific role. Custom assessments are validated against real performance data, so you know they predict success in your organisation.
How long do the assessments take?
Most take 10 to 20 minutes, depending on the assessments you choose. Candidates complete them online from anywhere, with no preparation needed. Some sections, such as reasoning, are timed.
Can candidates pass or fail?
No. There's no pass or fail. Results show how well a person's strengths, thinking style and approach to work match the role, and are best considered alongside interviews, experience and references.
What do the reports show?
Each candidate gets a clear report showing their natural strengths, development areas and potential risks, along with targeted interview questions. You can compare candidates against each other and against a benchmark for the role.
After you hire, the same report helps guide onboarding and development.
Are psychometric tests suitable for every job level?
Yes. Assessments can be tailored to any role, from graduate and entry-level positions to managers and senior executives. We'll help you choose assessments that suit the level and demands of each role.
Are the assessments valid and reliable?
Yes. They're built on established psychological theory and decades of research, developed by industrial psychologists through a rigorous process, and closely aligned with International Test Commission guidelines for fair and ethical use.
How much do they cost, and is there a subscription?
There's no subscription fee for the assessments or the platform. You pay only for the assessments you use, at some of the most cost-effective rates on the market, with discounts for bulk orders. Talk to us for a quote based on your roles and volumes.
Can we see a sample report first?
Yes. We're happy to share free sample reports and talk through the right assessments for your roles before you commit to anything.