30 Psychometric Tests Used in Recruitment

A. Personality and Behavioural Assessments

Personality and behavioural assessments are structured tools that evaluate an individual’s traits, preferences, motivations, and interaction styles. They offer insights into how people think, feel, and behave in different situations. Several established forms of these assessments are available in the market, each designed to classify personality patterns and behavioural tendencies in distinct yet systematic ways. The most widely used types of this test are outlined below:

1. Myers-Briggs Type Indicator (MBTI)

What is it: The Myers-Briggs Type Indicator (MBTI) is one of the most recognized personality assessments, categorizing individuals into one of 16 personality types. It is based on four dichotomies—Extraversion–Introversion, Sensing–Intuition, Thinking–Feeling, and Judging–Perceiving. By mapping behavioural patterns, MBTI offers insights into communication styles, work preferences, and approaches to decision-making.

Purpose: For employers, MBTI helps reveal how candidates interact, collaborate, and resolve conflicts. It supports leadership development, teamwork enhancement, and communication training by highlighting personality differences that shape workplace behaviour.

How to take this test: The MBTI is administered through certified practitioners or The Myers-Briggs Company. Candidates complete a structured questionnaire, and employers receive interpreted reports that provide practical insights into workplace fit, leadership readiness, and collaboration potential.

2. DISC Assessment

What is it: The DISC assessment measures behaviour across four dimensions: Dominance, Influence, Steadiness, and Compliance. It captures how individuals respond to challenges, interact with colleagues, and follow procedures. Employers use it to understand behavioural tendencies that influence workplace performance.

Purpose: DISC helps employers identify communication preferences, teamwork potential, sales aptitude, and leadership style. It clarifies whether a candidate thrives in persuasion, problem-solving, or roles requiring resilience under pressure.

How to take this test: The assessment is available via Everything DiSC® or Indian DISC consultants. Candidates answer structured questions, and reports provide employers with a behavioural profile that aids in matching people to roles and improving workplace synergy.

3. 16PF (Sixteen Personality Factor Questionnaire)

What is it: The 16PF measures 16 personality traits and broader factors like extraversion and anxiety, offering a comprehensive picture of how candidates manage stress, adapt, and build relationships. It is widely regarded as a detailed assessment of workplace behaviour.

Purpose: For employers, 16PF provides deep insights into strengths, limitations, and leadership potential. It assists in making informed hiring decisions, succession planning, and aligning candidates’ personalities with job requirements.

How to take this test: The 16PF is conducted through IPAT or licensed providers. Employers benefit from structured reports interpreted by professionals, offering clarity on how candidates’ personalities align with organizational roles and career paths.

4. Hogan Personality Inventory (HPI)

What is it: The Hogan Personality Inventory evaluates traits linked to workplace performance and identifies potential derailers—behaviours that may emerge under stress. It provides a predictive view of how candidates will perform and adapt in demanding roles.

Purpose: Employers use HPI to assess leadership capability, decision-making styles, and developmental needs. It highlights not only candidates’ strengths but also the risks they must manage, supporting long-term talent planning.

How to take this test: HPI is available through Hogan Assessments providers. Reports, explained by certified consultants, give employers actionable insights into leadership readiness, cultural fit, and areas requiring coaching or support.

5. Caliper Profile

What is it: The Caliper Profile evaluates traits directly tied to job performance, exploring motivation, strengths, and areas for support. It is widely used to predict how well candidates fit into specific roles.

Purpose: Employers use the Caliper Profile to predict job fit, assess leadership potential, and measure adaptability. It helps organizations identify candidates with the right combination of drive, resilience, and long-term potential.

How to take this test: The test is administered by Caliper-certified partners. Candidates complete a structured questionnaire, and employers receive detailed reports that connect personality traits with workplace performance and role requirements.

6. SHL Occupational Personality Questionnaire (OPQ32)

What is it: The OPQ32 assesses personality across 32 workplace dimensions, mapping how individuals behave, interact, and manage tasks. It provides a clear link between personality and organizational outcomes.

Purpose: For employers, OPQ32 helps align candidate traits with job roles, team dynamics, and culture. It supports hiring decisions, succession planning, and leadership development by predicting how a person will contribute in a professional environment.

How to take this test: The OPQ32 is taken through SHL’s official platform. Candidates answer structured questions, and employers receive comprehensive reports with expert feedback, aiding in role alignment and organizational fit.

Prsonality and behavioural assessments give employers a structured way to evaluate candidates beyond technical skills and qualifications. These tools provide insights into collaboration style, leadership potential, and long-term cultural fit. When used thoughtfully, they help organizations build stronger teams, reduce hiring risks, and invest in talent that drives growth and organizational success.

B. Cognitive and Aptitude Tests

In today’s competitive job market, aptitude and reasoning tests are crucial tools employers use to evaluate candidates fairly. These assessments go beyond academic qualifications, focusing on how effectively you can analyse, think critically, and solve problems under pressure. By performing well, you not only prove your employability but also gain an edge in securing career-defining opportunities. The most widely used types of this test are outlined below:

1. SHL Verify Ability Tests

What is it: The SHL Verify Abil ity Tests measure candidates’ numerical, verbal, and inductive reasoning skills. They assess how effectively applicants analyze data, draw logical conclusions, and solve problems under time constraints. Widely used in graduate hiring and large-scale aptitude screening, these tests help employers identify individuals with the analytical capacity to succeed in demanding roles.

Purpose: These assessments provide employers with a standardized method to evaluate reasoning and problem-solving skills. They ensure fairness and consistency in comparing candidates’ potential for analytical and decision-making tasks.

How to take this test: The tests are delivered through the SHL platform. Candidates complete the assessment online, and employers receive detailed reports highlighting each applicant’s strengths and suitability for recruitment or development.

2. Talent Q Elements

What is it: Talent Q Elements is a set of adaptive online assessments measuring verbal, numerical, and logical reasoning. Since the difficulty adapts to candidates’ responses, the test offers a highly accurate picture of ability. Employers rely on it to screen large applicant pools quickly and fairly.

Purpose: This tool enables employers to identify candidates who can process complex information, solve problems under pressure, and adapt quickly to challenges. It ensures precision and fairness in aptitude testing.

How to take this test: The assessment is conducted through the Korn Ferry Talent Q platform. Employers receive structured reports that provide clear insights into candidates’ problem-solving abilities and reasoning skills.

3. Watson-Glaser Critical Thinking Appraisal

What is it: The Watson-Glaser test measures candidates’ critical thinking, reasoning, and decision-making skills. It assesses how well individuals evaluate arguments, draw inferences, and make logical judgments. Employers commonly use it for roles where strong analytical thinking is essential.

Purpose: The test gives employers reliable evidence of candidates’ decision-making ability, judgment, and analytical strengths—critical predictors of performance in leadership, legal, consulting, and managerial positions.

How to take this test: Administered via Pearson TalentLens, candidates complete the assessment online. Employers receive detailed reports showing strengths in reasoning, logic, and analytical thinking.

4. Raven’s Progressive Matrices

What is it: Raven’s Progressive Matrices is a non-verbal test that evaluates abstract reasoning and problem-solving ability. Candidates identify logical patterns in visual information. Its language-free format minimizes cultural or educational bias, making it useful for diverse applicant groups.

Purpose: This test helps employers assess problem-solving ability, learning potential, and adaptability across different educational and cultural backgrounds, providing a fair way to evaluate diverse candidates.

How to take this test: Delivered through Pearson or licensed providers, candidates complete the test online. Employers then receive scores reflecting each candidate’s ability to analyze complex information and solve new problems.

5. AMCAT Test

What is it: AMCAT is an India-based employability assessment that measures aptitude, logical reasoning, and job-specific skills. It provides standardized scores that recruiters widely use to shortlist candidates, especially fresh graduates entering the workforce.

Purpose: Employers use AMCAT to evaluate job readiness by combining aptitude and professional skill assessment. It helps recruiters identify candidates with strong potential for entry-level roles at scale.

How to take this test: Candidates register on the AMCAT portal and complete the assessment online. Scores are automatically shared with multiple employers, enabling recruiters to access a wide pool of pre-assessed talent.

6. CoCubes Assessment

What is it: CoCubes is a pre-employment test that measures aptitude, technical knowledge, and coding ability. It is widely applied in campus hiring and entry-level recruitment for engineering and IT roles.

Purpose: For employers, CoCubes offers a reliable way to evaluate both reasoning ability and technical competence, helping organizations match candidates to roles that require specialized knowledge.

How to take this test: The assessment is hosted on the CoCubes platform. Candidate scores are shared with employers, providing recruiters with ready access to qualified applicants for technical and engineering positions.

7. Mettl Aptitude Tests

What is it: Mettl Aptitude Tests measure logical reasoning, problem-solving, and sometimes domain-specific abilities. These assessments evaluate how candidates approach complex workplace challenges and adapt to changing requirements.

Purpose: Employers use Mettl Aptitude Tests to identify applicants who demonstrate strong reasoning skills, adaptability, and workplace readiness. They are especially valuable for junior and mid-level hiring.

How to take this test: Administered through the Mercer | Mettl platform, candidates complete the assessment online. Employers receive detailed reports outlining performance, strengths, and role fit.

Aptitude and cognitive ability tests act as gateways to many career opportunities, especially for graduates and early professionals. Success in these tests demonstrates analytical thinking, adaptability, and problem-solving skills—attributes employers greatly value in potential hires. With the right preparation and mindset, these assessments can significantly enhance visibility, increase shortlisting by employers, and help candidates stand out in competitive recruitment processes.

C. Emotional Intelligence and Motivation

Emotional intelligence and motivation are essential qualities that shape how you manage relationships, deal with stress, and remain driven at work. Employers increasingly look for candidates who can balance logic with empathy. By taking these assessments, you show your ability to lead, collaborate, and stay motivated, making you a stronger fit for people-focused and leadership roles. The most widely used types of this test are outlined below:

1. EQ-i 2.0 (Emotional Quotient Inventory)

What is it: The EQ-i 2.0 measures candidates’ emotional intelligence across self-perception, interpersonal relationships, decision-making, and stress management. It evaluates how effectively applicants recognize, regulate, and use emotions in workplace interactions. Employers value this test for identifying candidates with strong leadership and teamwork potential.

Purpose: The test helps employers assess adaptability, empathy, and relationship management—key qualities for leadership and collaborative roles. It also highlights candidates’ ability to handle stress and maintain resilience in challenging environments.

How to take this test: The EQ-i 2.0 is administered through certified practitioners who deliver detailed feedback and development reports. Employers receive structured insights into a candidate’s emotional intelligence profile, supporting hiring and leadership development.

2. Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)

What is it: The MSCEIT measures candidates’ ability to perceive, use, understand, and manage emotions. It focuses on how emotions influence decision-making and problem-solving in workplace situations. Employers use it to identify individuals who apply emotional awareness to drive better outcomes.

Purpose: This test helps employers evaluate suitability for people-centric roles such as HR, customer service, and leadership. It highlights candidates’ strengths in emotional reasoning, decision-making, and conflict resolution.

How to take this test: The MSCEIT is available through MHS Assessments and licensed practitioners. Candidates complete it online, and employers receive comprehensive reports with scores across key emotional intelligence areas.

3. Motivational Appraisal of Personal Potential (MAPP)

What is it: The MAPP test evaluates candidates’ core motivations, career drivers, and work-related preferences. It identifies what energizes individuals at work, offering guidance for aligning their strengths with suitable roles. Employers use MAPP to understand what motivates candidates beyond skills and qualifications.

Purpose: The test enables employers to match candidates with career paths that reflect their inner drives and long-term potential. It supports career planning, employee engagement, and retention strategies.

How to take this test: MAPP is available online through its official platform. Candidates receive career-matching results, while employers access reports that highlight motivational fit for specific roles and industries.

4. FIRO-B

What is it: FIRO-B (Fundamental Interpersonal Relations Orientation – Behaviour)assesses candidates’ interpersonal needs in inclusion, control, and affection. It measures how individuals prefer to interact with others and manage professional relationships. Employers use it to predict team compatibility and leadership style.

Purpose: The test helps employers evaluate how candidates contribute to group dynamics, decision-making, and collaboration. It is especially useful in leadership development, coaching, and team-building contexts.

How to take this test: The FIRO-B is delivered through CPP (now part of The Myers-Briggs Company) and certified consultants. Employers receive structured reports that outline interpersonal styles and compatibility with workplace environments.

5. Thematic Apperception Test (TAT)

What is it: The TAT is a projective test where candidates interpret ambiguous images through storytelling. It reveals underlying motives, personality traits, and drives that influence workplace behaviours. Employers rely on it for leadership assessment and deeper psychological insights.

Purpose: The test uncovers hidden motivations and leadership readiness, offering employers an understanding of what drives candidates’ decision-making and behavior in professional contexts. It provides valuable insights for senior-level hiring.

How to take this test: The TAT is administered by trained psychologists in professional settings. Candidates respond to visual prompts, and employers receive detailed interpretations of motivational themes and personality dynamics.

Emotional intelligence and motivation assessments help candidates demonstrate how they manage emotions, build relationships, and stay motivated in challenging environments. By performing well, they highlight qualities that employers consider essential for leadership, HR, and client-facing roles. These assessments also provide candidates with insights into their motivations, enabling them to pursue career paths that align with their strengths—something employers look for when assessing long-term fit and potential.

D. Situational Judgment and Job Simulation

Employers recognize that workplace success depends not only on knowledge but also on judgment in real-life scenarios. This is why situational judgment and job simulation tests are widely used. These assessments reveal how candidates respond to dilemmas, prioritize tasks, and handle complex workplace situations. They demonstrate decision-making, problem-solving, and leadership readiness in conditions that mirror real-world challenges. The most common types of these tests are outlined below:

1. Situational Judgment Tests (SJTs)

What it is: Situational Judgment Tests present candidates with realistic workplace dilemmas and ask them to select the most appropriate response. Attempting SJTs demonstrates ethical judgment, teamwork, and decision-making under pressure, as well as task prioritization, professionalism, and the ability to balance organizational goals with people considerations.

Purpose: Employers use SJTs to assess decision-making, ethical awareness, and interpersonal skills in realistic scenarios. These tests predict how candidates are likely to act in everyday workplace challenges and high-stakes situations.

How to take this test: SJTs are typically conducted through platforms like SHL, Korn Ferry, or customized portals. Employers receive detailed reports highlighting judgment style and alignment with organizational values.

2. In-Basket Exercise

What it is: The in-basket exercise simulates managerial responsibilities such as responding to emails, delegating tasks, and prioritizing urgent requests. It reflects a candidate’s ability to manage time, make sound decisions, and solve problems while balancing competing priorities.

Purpose: Employers use in-basket exercises to evaluate a candidate’s capacity to prioritize effectively and make managerial decisions under time constraints. These assessments also indicate readiness to handle complexity and strategic demands.

How to take this test: These exercises are usually offered in assessment centres or online simulators such as Mercer | Mettl. Employers review performance to assess managerial style and leadership readiness.

3. Role Plays

What it is: Role plays replicate workplace interactions such as resolving conflicts, persuading stakeholders, or negotiating with clients. Participation highlights communication, persuasion, adaptability, and emotional intelligence.

Purpose: Employers rely on role plays to observe interpersonal style and behavior under pressure. These exercises demonstrate how candidates influence, negotiate, and build relationships while maintaining professionalism.

How to take this test: Role plays are typically conducted in assessment centres or facilitated by trained consultants. Employers directly observe performance and provide feedback on interpersonal competencies.

4. Assessment Centre Exercises

What it is: Assessment centres combine psychometric tests, case studies, group tasks, and presentations to create a comprehensive evaluation. They showcase leadership, teamwork, and adaptability in dynamic, high-pressure situations.

Purpose: Employers use assessment centres to gain a holistic view of a candidate’s suitability for leadership and management roles. These exercises reveal how well candidates balance analytical and interpersonal skills.

How to take this test: Assessment centres are conducted by HR consultants or organizational development specialists. Employers use the resulting feedback to guide hiring, leadership development, and succession planning.

5. Case Study Exercises

What it is: Case studies present business challenges that require structured, well-reasoned solutions. Candidates demonstrate analytical ability, creativity, and business judgment, as well as problem-solving and evidence-based decision-making.

Purpose: Employers use case studies to assess structured thinking, business acumen, and problem-solving skills. They also evaluate how well solutions align with organizational goals and industry demands.

Situational judgment and job simulation tests allow employers to look beyond academic knowledge and technical skills. These assessments reveal how candidates perform under pressure, prioritize effectively, and interact with others in ways that support organizational success. Excelling in them not only improves selection prospects but also develops practical skills that contribute to long-term career effectiveness.