Full range of Psychometric Assessments

The Purpose

Psychometrics is a specialized field dealing with the measurement and assessment of individual functioning.  “Psychometric Testing” often interchanged with the terms “occupational testing” and “psychological testing” is increasingly being used by different organisations for a range of quite separate purposes, including recruitment and selection, training and development, and counselling, including career counselling.  Psychometric tests are in fact, psychological assessment tools that use measured, criterion-based, and standardized interview techniques – in addition to background information, will provide a powerful way of obtaining objective, comprehensive, and relevant information about a person’s ability to function in a wide variety of areas. The assessment results will indicate the person’s strengths and development areas as well as a development plan should it be required. This process will ultimately benefit the organisation as the employee feels more suitable in what he is doing and therefore enjoys a more productive and better quality of life

The Benefits of Psychometric Assessments

Benefits are derived by both the organisation and the candidate. These include:


  • The candidate gaining insight into their work style and strengths.
  • It adds to the fairness of the selection/promotion process as your success or failure does not just hinge on just a verbal interview.
  • Candidates can utilize their feedback for development purposes or to apply for other jobs where organisations may not use assessments. This gives prospective employers more information about you to aid their decision-making process.
  • With the recruitment and training process being expensive, psychometric assessment is designed to assist the employer gauge whether or not a candidate’s skills and behavioural style make them suitable for a specific role. The tests can reveal, with a great deal of accuracy, information about the applicant’s suitability. The organization should however not use psychometric assessments in isolation.
  • Research has shown that good psychometric assessments reduce recruitment costs and reduce the time it takes a new recruit to become fully effective. In other words, it can impact the bottom line with a positive return on the investment.
  • For development purposes, Job Seekers and Employers can put together more tailored and comprehensive development plans which support career and personal development.
  • Psychometric Assessments may allow for the identification of potential which neither the candidate nor the employer realized. It can open new avenues of development and/or new career paths.


The following assessment tools are normally recommended depending on the purpose of assessment:

Managerial Competence

E-Tray Exercises

It is a business simulation, usually part of an assessment centre where you play a member of staff who has to deal with the tasks of a busy day. You will be given a selection of letters; emails and reports in either paper or electronic format, which somebody doing the job might find in their in-tray or email inbox first thing in the morning.


Why do employers use E-Tray exercises?

They allow employers to check how well suited you are to a particular work role. They are designed to represent the tasks that employees usually encounter in the job, and therefore provide evidence on a variety of relevant skills. Job interviews are notoriously unreliable when used on their own to select staff as at interview candidates may alter their behaviour to satisfy expectations.

E-Tray exercises allow employers to simulate working attitudes. Exercises that require candidates to perform typical job tasks are a good predictor of job performance. They can find out if you can analyse facts and figures, prioritise information, and make good decisions under pressure: qualities not easily demonstrated at interviews


Thinking Abilities

General Mental Ability (GMA) (Critical Reasoning).

The GMA is an Aptitude assessment looking at the person’s Verbal, Numerical, Abstract Reasoning, etc. It is especially the Abstract Reasoning that is of critical importance as it will indicate the person’s learning potential for future advancement and development. These tests provide information about a person’s ability to perform tasks and will also indicate the person’s ability/potential to learn and understand new tasks and information.

The General Mental Ability Tests (GMA) battery follows the theory that different individuals have varying levels of interest and intelligence in different fields. You may be good at maths but bad at verbal reasoning. Some may architect language excellently but may be very bad in calculations. However, a differential aptitude test measures all kinds of aptitudes separately.

The five aptitudes/abilities are:

Verbal Reasoning

How well can you understand ideas expressed in words?
How clearly can you think and reason with words?

Numerical Reasoning 
How well can you understand ideas expressed in numbers?
How clearly can you think and reason with numbers?

Abstract Reasoning 
How well can you understand ideas that are not expressed in words or numbers?
How well do you think out problems even when there are no words to guide you?

Mechanical Reasoning 
How easily do you grasp the common principles of physics as you see them in everyday life? How well do you understand the laws governing simple machinery, tools, and bodies in motion?

Spatial Reasoning 
How well can you visualise, or form mental pictures of, solid objects from looking at flat paper plans?


16PF (16 Personality Factor)

The Cattell 16PF (16 Personality Factor) model is probably the most widely used system for categorizing and defining personality. Unlike other common personal profiling tools, the 16PF defines our basic, underlying personality, without regard to how we apply it or the environment in which we apply it. The 16PF is a personality assessment, giving a thorough reflection of the employee’s personality and emotional stability. It will also indicate whether the person has the personality for the position or job function.

The Jung personality test

The Jung personality test measures your preferences for dealing with and relating to people, processing information, making decisions, and organizing your life. Its results give you a good overview of your personality and behaviour. You can then see how your Jung types match up with a potential employer’s requirements.

The Jung typology is the result of the work of Carl Gustav Jung, an eminent Swiss psychiatrist who originated Jungian Psychology. This is one of the world’s most established and well-respected models of personality and behaviour. Tests using the Jung typology model are widely used by organizations for assessment centers, team building, coaching, and personal development.


360 Degree Performance Appraisal

The assessment results will be integrated into a report form which will be discussed with the relevant employee and if necessary his/her supervisor


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Pretoria East, 0076, Gauteng.

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