Psychometric and behaviour-based assessments are two of the most powerful tools available for making confident, evidence-based hiring decisions. At Hudson, we use both to help you understand how candidates think, behave, and perform before they even step into a role. 

Here’s a quick overview of the types of assessments we offer, and how they support smarter recruitment and development. 

Psychometric Assessments  

These assessments provide objective, evidence-based insights into cognitive ability, personality and motivation, helping you predict performance and ensure team fit. 

Aptitude Tests 

These measure a candidate’s ability to work with information, solve problems, and make decisions. We assess: 

• Numerical reasoning – working with data and numbers 

• Verbal reasoning – understanding and interpreting written information 

• Abstract reasoning – spotting patterns and thinking logically 

These tests help you identify candidates with strong learning agility, strategic thinking, and commercial awareness. 

Personality & Motivation Questionnaires 

These explore how a candidate prefers to work, lead, and interact with others. We assess: 

• Work style and interpersonal preferences 

• Resilience and decision-making 

• Motivational drivers and cultural alignment 

This helps you understand whether someone will thrive in your team, and what drives their performance. 

Behaviour-Based Assessments  

Behaviour-based assessments give you a real-world view of how candidates act in context especially useful for leadership, customer-facing, or high-impact roles.  

Simulation Exercises 

These replicate real workplace scenarios to observe how candidates behave in action. Formats include: 

• In-tray exercises – prioritising tasks and solving problems 

• Role plays – managing conversations with colleagues or clients 

• Group exercises – collaborating and influencing in team settings 

• Analysis and presentation tasks – interpreting data and communicating solutions 

These exercises reveal how candidates respond under pressure, interact with others, and apply their skills in realistic settings. 

Competency-Based Interviews 

Structured interviews designed to explore specific behaviours and capabilities. We use targeted questions to uncover how candidates have handled real situations giving you deeper insight into their experience and decision-making. 

Why they work

Together, psychometric and behaviour-based assessments give you more than just a snapshot—they provide a full picture of a candidate’s potential. They’re: 

• Predictive – backed by science and proven to link with job performance 

• Defensible – fair, consistent, and easy to justify 

• Flexible – tailored to your roles, values, and success profiles 

Whether you’re hiring one person or running a large-scale intake, our assessments help you make better decisions, faster. 

Want to assess with confidence? 

Speak to our team about how Hudson’s assessment services can help you hire smarter, support development, and build high-performing teams.