What types of psychometric test are there?

Confusion when choosing the right psychometric test for your needs is unsurprising when there are hundreds on the market. Here we list four key characteristics which differentiate tests and also summarise the main three types of psychometric test. For more information you can see the full range of tests offered by LCP on out psychometric testing page – don’t hesitate to get in touch if you require further advice.

1. What they measure: Tests can measure or assess a wide range areas e.g. abilities, personality traits or thinking styles. Generally, the more reputable and accurate tests will carefully measure just one characteristic at once – what this is should be clear to the test taker and user.

2. How they measure it: The questions to be addressed can range from choosing a correct answer (as in many ability tests) to choosing from alternatives based on preference (as in many personality profiles) - a well-designed test will provide instructions on how to answer.

3. How the test is completed: Tests can be completed by hand, with a handheld electronic device, or – as becoming increasingly popular – over the Internet. Similarly, calculating and interpreting the results could be done in person or with a computer. Accessbility, cost, travel needs and security are areas that may be considered when choosing.

4. How the results are reported: The results may be compared against a known group of other people to give some sort of “standard”, known as “normative” or using “norms”. Alternatively “ipsative” tests compare one set of test results against each other and not against other people e.g. an individual’s preference for socialising against his/her preference for reading. Both approaches – along with some that are a mix of the two – can be equally valid.

UPDATE 1/3/2012: You can now download our psychometric testing glossary here (PDF)

The main test categories

1. Ability and aptitude tests: designed to measure an individual’s performance and can be used to assess current as well as potential performance levels. The two most commonly used are verbal and numerical reasoning tests, others include diagrammatic, clerical, spatial and mechanical.

2. Personality profiles: attempt to describe individuals by identifying personality traits or type. They are based around an underlying theory (model) of the characterisitics
that make up personality, for example see MBTI / Myers Briggs Type Indicator. Personality profiles do not have right or wrong answers, but provide useful insight often used to identify areas to improve with development and coaching.

3. Interests and values inventories: assess an individual’s preferences, e.g. a career interest inventory would help identify which careers would suit them best. By revealing what’s important to an individual, they can be helpful in career counselling, training, coaching and succession planning as they can help to predict future job satisfaction.

See our psychometric training page for further information on a range of well-know psychometric tests and profiles we can offer at LCP, with British Psychological Society accredited consultants. Email enquiries@lcp.org.uk if you’d like more information.

Receive our e-newsletters Email: