Exploring psychometric assessments

Measuring work related abilities

Maximising value

Client stories


Psychometric assessments for selection.

It's not easy to find the right candidate for a job. Whether it's an external applicant or an internal promotion, there's no guarantee how a person will perform once in the role.

Psychometric assessments provide objective data that increases the chance of hiring the right candidate.

On this page

Exploring psychometric assessments

Get an overview of the theory and our view on psychometric assessments.

Measuring work related abilities

Learn about the assessment tools we use.

Maximising value

Find out more about our psychometric assessments and strategic approach.

Client stories

Read case studies about the real-world effect of psychometric assessments.

Exploring psychometric assessments

The cost of poor selection decisions

Most leaders will have seen a person that performed well at interview who didn't perform well in the job. The consequences range from an organisation becoming front page news (for all the wrong reasons) to negotiating a performance improvement plan. There is a financial cost from lost productivity of the person and their team, but also the leadership time needed to address issues. And the more senior the role, the greater the cost of getting it wrong.

Psychometric assessments reduce risk by increasing certainty.

Measurable characteristics

Psychometric assessments are an objective measurement of skills and attributes that directly relate to job performance such as a person's:

  • Integrity
  • Emotional intelligence
  • Likely behaviours during routine (and pressure) situations – their personality
  • Leadership potential
  • Adaptability
  • Thinking style
  • Aptitude – their numerical and verbal abilities

Such assessments provide insight into how a person is likely to function in a particular role and environment.

Psychometrics + development

Psychometrics are also used for cost-effective professional development. By identifying key areas for growth, developmental activities can be tailored to individual needs. This avoids spending time and money on already well-developed skills. By tracking progress over time, psychometric data helps organisations measure the effectiveness of their development initiatives. Why waste money on development programs if there aren't delivering results?

Want effective, targeted development? Use psychometrics.

Further information on psychometrics for development is available in the leadership, teams and graduate sections.

Best-practice use

Assessments are a useful tool for selection decision-making. But like any tool, they need to be used correctly to be safe and effective. You wouldn't use a saw to hammer in a nail.

We follow these key principles to safeguard clients and applicants:

Select a part of our interactive model for more information.

Assessment Key Principles • © Kaya 2022

Measuring work related abilities

What can be measured?

Want to find out more about commonly used psychometrics for different roles and abilities? Click or tap each assessment to discover more.

Many psychometrics are available but not all are appropriate for selection. Some are best suited to professional development.

Collectively, Kaya staff are accredited in over 20 assessments.

Select a part of our interactive model for more information.

Commonly Used Psychometrics • © Kaya 2022

Maximising value

How we add value

Firstly, we guide clients in choosing the most suitable and cost-effective assessment/s for the essential competencies of a role. An assessment that doesn't provide the necessary answers is a waste of time and money.

Also, the validated assessments needed for selection are not available to the general public. Every assessment requires certification in order to administer tests and access reports. In some countries, such as South Africa, psychometrics can only be used by registered and accredited practitioners.

Most importantly, we translate assessment results into real-world impacts, so that clients understand how well an applicant meets the requirements of a role. Because it is possible to have too much of a good thing.

Client stories

The appeal of learning agility to organizations and leaders

© The Kaya Group • All Rights Reserved