Psychometric testing that tells you something you can actually use

Psychometric testing reduces the risk of a bad hire by giving you an objective view of a candidate's capability, style, and fit for the role, beyond interview polish. It adds even more confidence when the findings shape your reference check questions and the new hire's onboarding plan, so the insight keeps working after the decision is made.

Good ones are among the best predictors of workplace performance we have, and they're far more reliable than interviews alone, which reward confidence over capability. Accuracy depends on two things: an evidence-based tool, and expert interpretation against your specific role, culture and strategy rather than a generic report.

People can shade their answers, which is why quality tools include validity checks, why ability tests are supervised, and why I spend two hours with every candidate before writing a word of my report. It's hard to sustain a false persona through all three. And a candidate who fakes a profile would have to keep performing it in the job.

Ideally, tell me when you start recruiting, and we'll test your shortlist before final interviews, so the findings shape your questions and reference checks. Testing can also run for a preferred candidate before offer. Standard turnaround is about seven days, but faster is often possible.

Always. Every candidate has a two-hour session with me before the report is written, so my findings are tested with them, not just about them. Candidates regularly tell me it's the most valuable conversation they've had in years, whether or not they get the role.

In recruitment, always. A report alone is of limited use, which is why mine include an hour with me. This helps the hiring manager understand what the findings mean for the role, what to probe in reference checks, and how to onboard the person for success. In development, the results are confidential to the leader, even when the organisation pays.

Personality questionnaires are completed online in the candidate’s own time. Ability assessments are always supervised via video conference to ensure fairness and integrity.

For personality questionnaires, candidates don't need to prepare: just answer the questions as openly and honestly as possible. For ability assessments, sometimes called cognitive tests, candidates are sent practice questions to try so they can familiarise themselves with the test-taking process and format.

Standard turnaround is usually seven days (including a weekend) from when you request the assessment to the time that the report is delivered and discussed with you, to avoid putting unnecessary pressure on candidates. Faster turnaround is often possible.

Yes, I regularly provide psychometric testing to clients in New Zealand, Australia, and further afield. The tools I use have been translated into many different languages, and validated across many different cultures.

For senior appointments, psychometric testing with a registered psychologist usually costs $4,000+GST per candidate, including personality, values, behaviour under pressure and reasoning assessments, a two-hour session with the candidate, a written report, and an hour with the hiring manager to apply the findings.

If you’re early in the process, book a short call with me. If you’ve already got the candidate detail, order urgent psychometric testing and we’ll get started immediately.