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What is the value of using psychometric tests in recruitment?

Psychometric tests are Aptitude or Ability tests designed to assess your level of ability in a skill required for the role. They are strictly timed and typically involve verbal, numerical and logical reasoning. These are the most common form of tests that you will meet in the selection process.

The Personality Assessments and questionnaires are designed to assess your personality traits or preferred styles of working. These are not usually timed and there is no ‘right’ answer however, they do require your honesty.

Ability tests and personality questionnaires are methods for assessing critical qualities for job success. Such as solving problems, communicating effectively, ability to make decisions, being innovative and team working among others. It’s for these reasons that employers use such tests widely.

Used in recruitment and selection of entry-level roles e.g. Management Trainees, Entry-level jobs in Customer service, Engineering, Supply Chain, Marketing, Finance, Accounting, Medicine, Government, Service industry, etc. Used in mid-level, Senior and Executive Level Managers for Recruitment, Promotion, Coaching and Leadership Development.

What is the value of using psychometric tests in recruitment for your organization?

Research has shown that soundly developed tests of this type enhance the recruitment process by providing evidence of ability or potential in a particular area. Personality assessment provides our interviewers with objective, reliable and relevant information that helps them to make a well-informed decision on your suitability for a particular role.

A psychometric test aims to provide measurable, objective data that can give you a better all-round view of a candidate’s suitability and to what extent the candidate match to the role on offer. It could be argued that psychometric testing offers some ‘scientific’ credibility and objectivity to the process of recruiting. It perhaps provides a more objective and accurate way of assessing a candidate.

Why should employers use psychometric tests to support their current recruitment and selection techniques?


Employers will consider the behaviours and abilities needed for good job performance. Often described in terms of competencies. Competencies are a combination of “behaviours” that lead to high performance in the role. To measure an individual’s competencies, employers may use tests, interviews, and other assessment tools. During interview sessions, facets like education, experience, appearance, and punctuality are much easier to measure compared to the behavioural traits and personality which are more difficult.

Role match

The Personality Assessments help to give a better overall of a candidate personality and preferred styles of working. It offers more objective insight into a candidate’s character, preferred working style, strengths, and weaknesses. This evaluation, when used together with other interview tools, assist to secure the best fit for the role.

Mass Recruitment agencies often favour psychometric testing as a way of screening large amounts of candidates at the start of a recruitment drive. In this case, psychometric testing could help to drastically reduce the hiring manager’s workload. It helps to swiftly identify a smaller pool of suitable applicants who have the potential to perform well in the later stages of the interview. This is especially for when you want to measure candidates’ ability for basic skills. For example on numerical, verbal or logical capabilities for management trainees, customer service roles, data entry and administrative roles, entry-level positions in technical roles, Information management, etc.

Capability areas

Psychometric personality tests also provide leadership, team building and profiling capabilities, understanding of the sales profile and the career limiters and derailers of a candidate. The employers are also able to get an insight into the potential of the candidate’s performance in the future, their developmental needs and it increases retention when you hire the right candidates for any role.

Why should candidates take note of psychometric tests?

You are likely to have to complete at least one type of psychometric test in your career. When applying for new jobs and entry-level graduates and other roles. These could be aptitude tests, for example, numerical, verbal, Logical reasoning and personality Assessments. Candidates should often practice to  increase their chances of acing psychometric tests as they embark on their careers or looking to level up.

Does Flexi Personnel offer psychometric tests?

Yes, we do offer psychometric tests to support your recruitment process with a more objective, robust alternative and proven method for assessing critical qualities in addition to your panel and one to one interview techniques.

Specifically, we offer

  • Personality assessment
  • Numerical Tests
  • Verbal Tests
  • Logical tests

Written by Winrose Mwangi, a certified psychometric assessor with the British psychological society, psychological training centre. Winrose is the head of HR Consultancy at Flexi Personnel Kenya.

Are you an employer or individual in need of psychometric assessment services? Contact Flexi-Personnel Ltd via email: or call +254 709 661 000 for a customized quotation.

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