Scientifically backed psychometric tests

Psychometric assessment tests combine the science of cognition testing and personality testing to help you find the best-fit candidates for your organization.

Personality testing enables you to identify the candidate's strengths and weaknesses. Cognitive testing predicts their reasoning, judgement and critical thinking abilities.

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Easy to use enterprise grade psychometric tests

~20 minutes completion time

Short and conversational asssessment for high test taking rates

Ready for immediate use

Send the tests to candidates with in a matter of minutes

Automated grading and instant reports

Access detailed scorecards immediately post test completion

Screen junior to senior level hires

Psychometry tests for all levels of your organization hierarchy

Reliable and valid psychometry tests

Proven psychometry tests backed by 40 years of research

GDPR and EEOC compliant

Built-in enterprise grade security and privacy

Adaface psychometric tests are trusted by enterprises globally

Ready-to-use psychometric tests to recruit for potential, not for pedigree

Personality Tests

Time: ~25 mins

Personality testing examines an individual's personality traits and how they may influence his or her behavior in a specific job setting. The Big 5 model of personality traits is a scientifically backed model to assess the personality traits and behavioral competencies of your candidates.

Big-five Personality Test Short Big-five Personality Test

General Mental Ability Tests

Time: ~25 mins

General mental ability tests evaluate a candidate's capacity for reason. This includes not only intelligence, but also memory, attention span, creativity, and problem solving.

Analytical Skills Test Fluid Intelligence Test Critical Thinking Test

Psychometric Tests

Time: ~25 mins

Psychometric assessments include a combination of personality testing and aptitude testing to find the most suitable candidates for a given role.

Campus Recruitment (Psychometry) Leadership Psychometric Testt

Psychometric testing is the most effective hiring selection method

Why use personality tests for hiring

Personality tests enable you to hire candidates who share your company culture, values, and goals. Online personality tests give you a holistic view of a candidate’s personal traits so that you can base your decisions on facts, rather than emotions.

Why use aptitude tests for hiring

Cognitive ability has been found to be the single best predictor of job performance across several studies. It is a common recruitment practice to use cognitive ability tests in the initial stages of the selection process.

Why use psychometry tests for hiring

Psychometry tests bring in the best of both worlds. When personality tests and aptitude tests are used together, they amplify the accuracy of your screening. Psychometry assessment tests are 51% more effective as a hiring selection method compared to traditional personality tests.

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Assess and identify key personality and cognitive traits

The Adaface Psychometry Profiling System was developed in context of The Big Five Model. The BFM (Big Five Model) describes a person based on their position on the five broad personality factors. Adaface experts augmented the five factor model with cognitive skill indicators to create a holistic view that enables you to screen for important job-relevant outcomes such as reasoning ability, decision making processes and management skills.

2x improved quality of hires

1.5x better employee engagement

85% reduction in screening time

Psychometry tests in action: deep dive into personality traits

Detailed reports help you understand where the candidate lies between the extremes for each personality trait, and explain the behavioural, motivational and inclination patterns. Depending on the nature of the role, you can determine the candidate's suitability to the role based on these patterns.

Reasoning skills measure an individual's capacity to think logically, their ability to analyse a given situation and derive logical conclusions.

Comparative analysis and industry benchmarking

The science of cognition meets modern recruiting

Analyze your candidates' aptitude levels across reasoning scales like logical reasoning, abstract reasoning and situational judgement to understand their strengths and weaknesses.

Evaluate each candidate against your existing candidate pool, internal employee benchmarks and industry benchmarks to ensure you are always hiring strong-fit candidates for your team.

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Hire quality talent with reliable and valid psychometric tests

Adaface psychometric tests are based on validated scientific theories with 40 years of research. The psychometry profiles generated by our models are based on acclaimed theories and can be used to explain motivational, attitudinal and cognitive patterns of candidates. Quality of each profile is reflected in the reliability and validity metrics.

Personality measures

Our classic model of personality testing comes from renowned Big-Five theory. It models candidates around the five OCEAN scales.

Critical thinking theory

Screening based on coginitive theory and the heirarchy of intelligence to profile a candidate's problem solving abilities.

Abstract reasoning model

Reasoning scales to assess core reasoning skills of candidates: general intelligence, broad abilities and specific skills.

Role-based reasoning

Customized psychometry tests for different roles in your organization, at every seniority level to screen for must-have skills.

FAQs

What is a psychometric test?

Psychometric testing is a scientific method used to test a candidate's mental capabilities and behavioral style. Psychometric tests aim to measure candidates' suitableness for a role based on required personality traits and ability (or cognitive skills).

What are the types of psychometric test?

There are 4 main categories within psychometric tests: aptitude testing, behaviour testing, personality testing & emotional intelligence testing.

What does a psychometric test measure?

Psychometric tests are used to evaluate employees' personalities, aptitudes, skills, and abilities. They can help determine whether someone is suited to a specific position within an organization. These tests may include personality assessments, cognitive ability tests, and situational judgment tests. They can also be used to assess how compatible a person is with a company's culture and work environment.

It's very easy to share assessments with candidates and for candidates to use. We get good feedback from candidates about completing the tests. Adaface are very responsive and friendly to deal with.

Kirsty Wood, Human Resources, WillyWeather

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