As more organisations focus on cultural fit, psychometric testing is becoming a standard part of the hiring process. These assessments give employers deeper insights into a candidate’s personality, strengths and work style, beyond what a resume or interview can show.

At Hudson, we believe in data-driven hiring. Psychometric tests help build a fuller picture of who you are, alongside your CV, cover letter, interviews and references.

What is a psychometric test?

Psychometric tests are structured tools that measure your personality traits and cognitive abilities. They’re not about psychoanalysis or digging into your private life they’re about understanding how you work.

Your responses are reviewed by trained professionals who interpret the results and compare them to benchmarks. This helps employers make informed decisions about your fit for the role and the team.

Two main types of psychometric tests

1. Personality tests
   These explore how you prefer to work your communication style, time management, and how you interact with others. There are no right or wrong answers.
2. Ability tests
   These assess skills like numeracy, verbal reasoning, and problem-solving. These tests are timed and scored, so preparation helps.

You might be asked to complete these tests at different stages of the recruitment process, before your first interview, between interviews, or as part of a final assessment.

Common myths about psychometric testing

Let’s clear up a few misconceptions:

• Myth: There’s a “perfect” personality
  Every role needs something different. A data analyst might need focus and precision, while a stakeholder manager needs strong communication. Be honest, authentic answers help match you to the right role.
• Myth: It’s like therapy
  Psychometric tests don’t explore your childhood or emotions. They simply look at how you prefer to work, solo or in teams, structured or flexible. These insights can even help shape how you’re managed if you get the job.

How to prepare for a psychometric test

Set yourself up for success with these simple steps:

1. Optimise your environment
   Find a quiet space with a stable internet connection. Ability tests are timed, so avoid interruptions.
2. Practise, practise, practise
   Familiarise yourself with the format and types of questions. Practice reduces nerves and boosts confidence.  It’s highly recommended that you take a full practice test in timed conditions and look up examples, too. Practising puts you in the best position to feel relaxed and comfortable and reduce nerves (which are very normal in this situation).
3. Allow plenty of time
   Personality tests take around 30 minutes. Ability tests vary check the time required and add extra for instructions and practice questions.
4. Study your resume
   Reflect on your career journey. What patterns do you see? What environments do you thrive in? This self-awareness helps you answer personality questions more authentically.

After the test: What happens next?

Once you’ve completed the test, you’re entitled to verbal feedback from a trained assessor. This is a great opportunity to learn more about your strengths and work style even if you don’t get the role.

And if you feel like you didn’t do your best? Don’t stress. Psychometric testing is just one part of the hiring puzzle. Employers also consider your experience, qualifications, and interview performance.

To speak to someone about how psychometric assessment could feature in your hiring process, contact us.