Recruiting is like putting together a jigsaw puzzle without the picture on the box. CVs, interviews and references give you a few pieces, but never the whole picture. The fewer pieces you have, the higher the risk of a mismatch.
That’s where an HR consultant using psychometric testing can support your hiring activities. By utilising tools such as personality profiling, emotional intelligence, ability testing and cognitive ability assessments you are given more of the puzzle pieces you need to reduce risk and hire with confidence.
Psych testing is a strategic tool that adds evidence and nuance to hiring processes. When used correctly, it creates a more complete picture of the candidate and many other benefits, including:
- Improves job performance prediction when combined with structured interviews and work samples.
- Brings objectivity and reduces reliance on “gut feel,” creating a disciplined hiring process.
- Establishes common benchmarks to compare multiple strong finalists.
- Demonstrates to the candidate that you take hiring seriously and that ensuring the correct decision is critically important.
The Science Behind Better Hiring
Hiring mistakes are costly. Research suggests a poor hire can cost up to 1.5 times an employee’s annual salary when you account for lost productivity, replacement costs and impact on culture. (TechRSeries, 2025).
Psych assessments offer measurable benefits:
- Predicting performance: Cognitive ability tests are among the strongest predictors of job success, with correlations of 0.5–0.6 for job performance and training outcomes (M.Memon et al – Journal of Organisational Research)
- Improving accuracy: Personality profiling tools using the Big Five model consistently predict teamwork, resilience, and leadership potential (Costa & McCrae, 2013).
- Better hiring outcomes: 82% of companies using psychometric testing report better quality hires (SHRM via EIN News, 2025).
- Reducing turnover: Organisations using psychometric assessments have seen turnover drop by up to 30% (TechRSeries, 2025).
- Widespread adoption: Over 80% of Fortune 500 companies use psychometric tests to improve hiring accuracy (HRM Leaders, 2025).
What to Measure (and Why)
There is no shortage of psychometric tests. However, there are a few areas where the results are especially useful:
- Cognitive ability: (verbal, numerical, and abstract reasoning tests) measure how quickly and accurately someone can process information, solve problems, and learn new skills. They are objective, standardised, and scored against correct answers, meaning there are right and wrong responses. Typically timed, these tests give you an evidence-based view of problem-solving capability and future job performance.
- Personality assessments: untimed, self-report questionnaires that reveal behavioural preferences, motivations and working styles. There are no right or wrong answers, instead results show how well a person is likely to fit with the requirements of the role and your company culture.
- Emotional intelligence: Emotional Intelligence (EI) ability tests measure a person’s actual capacity to process emotional information and apply it effectively in real situations. Unlike self-report questionnaires (which capture perceptions of behaviour), EI ability tests present people with problem-solving tasks involving emotions.
Together, these assessments are powerful. Here’s how they work in practice:
- Online assessments → Candidates complete cognitive, personality and EI tests.
- Expert interpretation → An accredited HR consultant analyses the data.
- Tailored reporting → Reports highlight strengths, risks and cultural fit aligned to the organisation and role.
- Comprehensive debrief → Hiring managers receive insights, plus tailored interview and/or reference questions.
Smarter, Safer Recruitment
Imagine starting every hire with:
- A roadmap for onboarding and development from day one.
- Confidence in cultural alignment and long-term fit.
- Reduced hiring risks, stronger culture and a more compelling EVP (Employee Value Proposition).
Recruitment doesn’t have to be a gamble. By combining structured interviews with psychometric testing, such as personality profiling, emotional intelligence ability testing and cognitive ability assessments, you’re not just hiring employees, you’re building a stronger, more resilient team and organisation.
How deliberatepractice HR Consultants Can Help
The right psych testing program can transform your hiring. But only if it’s designed and applied correctly.
At deliberatepractice, our experienced HR consultants help you choose the right tools, interpret results in context and build processes that attract and retain top talent.
If you’re ready to make your recruitment sharper, fairer, and more effective, Learn more about our HR consultant services or contact our team today.
