Psychometric Assessment: Predict Who’ll Perform

A psychometric assessment is a standardized, scientifically validated measure of how a person thinks, behaves and is motivated at work. Every candidate answers the same questions under the same conditions, and their results are scored against a norm group, so you compare people on one scale rather than on how well they interviewed.

Employers use psychometric assessments at three points: to screen large applicant pools fairly, to choose between shortlisted candidates, and to develop or promote the people they already have. The output is a report written for a hiring manager, not a psychologist: what this person will deliver, how well, and where they will need support.

1 in 5

The odds of a mis-hire when you decide on interview alone. Make that 1 in 50 with a psychometric assessment powered by Wave®.

27/30

Independent test review score from the British Psychological Society.

65%

Better at identifying key leadership traits, so potential is spotted earlier and more accurately.

Predictive validity

Does the score predict the job? Predictive validity is how closely a result tracks what a person goes on to do at work. Ours has been independently reviewed by the British Psychological Society, and the validity studies are published, not just claimed. The numbers sit on the science page.

Fairness

Does it treat every group the same? Every scale is checked for adverse impact across groups, candidates can request reasonable adjustments and extra time, and the report shows evidence rather than a verdict, so the final decision stays with a person.

Honest answers

Can candidates fake it? They rate each statement, then rank the ones they scored the same, so claiming to be strong at everything forces a trade-off. A consistency check flags profiles that still read as overly positive or negative.

See it run on one of your live roles

Send us a vacancy you are hiring for now. We will build the success profile, run the assessment on your shortlist, and walk you through the reports with the hiring manager in the room. No slides, just your candidates and the evidence.

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1. Behavioral

How they’ll work. A questionnaire that measures working style, motives and talents, and predicts how someone will behave in the role. The core of most hiring and development decisions, available at three depths from a short screen to an expert-grade deep dive.

See who’ll perform

2. Cognitive ability

How fast they’ll learn. Timed verbal, numerical and abstract reasoning tests that measure how quickly a person takes in new information and solves problems, which matters most in complex roles.

Measure learning speed

3. Situational judgment

What they’d do. Realistic work scenarios with a choice of responses, scored against what your best performers would do. Built around your roles, so candidates see the job before they join it.

See the full range

4. Screening

Who to see first. A short behavioral and ability screen for high-volume roles that ranks applicants by fit in minutes, so recruiters spend interview time on the right people.

Screen thousands, fairly

Candidate screening results ranked by fit

Three steps from role to report

1. Profile the role. Tell us what success looks like in the job, or build the success profile from the role description with the AI success profiler.

2. Candidates complete it online. Behavioral questionnaires are untimed; ability tests are timed. Candidates get practice questions, reasonable adjustments and a clear explanation of how their data is used.

3. You read the report. Scores sit against a norm group, with predicted strengths and risks for the role, interview questions to probe them, and a feedback report the candidate can keep.

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Taking a psychometric assessment?

If an employer has asked you to complete a Saville assessment, start in the Candidate area. It explains what each test looks like, has free practice questions, and tells you what happens to your results. If you need extra time or an adjustment, ask the employer before you start; the platform supports both.

Practice before your assessment

Fits into how you already hire and develop

Frequently asked questions

The questions buyers ask before their first project. If yours is not here, ask us and an expert will reply.

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What is the difference between a psychometric assessment and a psychometric test?

They are the same thing in practice. “Test” usually means one timed ability measure, such as numerical reasoning; “assessment” usually means the whole exercise, which can combine behavioral, ability and situational judgment measures into one report.

How long does a psychometric assessment test take?

Between six and 35 minutes for a behavioral questionnaire, depending on depth, and around 15 to 25 minutes per timed ability test. A full hiring battery rarely needs more than an hour of a candidate’s time.

Can a candidate fail a psychometric assessment?

No. There is no pass mark. Results show how a person compares with a norm group on each scale, and you decide what matters for the role. That is also why the same assessment works for development, not just selection.

Are psychometric assessments fair to all candidates?

Yes, when they are built and monitored properly. Every scale is checked for adverse impact across groups, candidates can request adjustments and extra time, and the report shows evidence, not a verdict, so the final decision stays with a person.

Can candidates cheat on psychometric testing?

On behavioral questionnaires, candidates rank statements they rated the same, which makes it hard to present a flattering version of yourself consistently, and a consistency check flags unusual patterns. On ability tests, a behind-the-scenes safeguard flags likely AI-assisted answers, so you can still trust the scores.

Will a psychometric assessment stand up if a candidate challenges a decision?

Yes. Each assessment has published validity evidence, a documented link to the role profile, and a report that records the basis for the decision, which is what an employment tribunal or an equal opportunity review asks to see.

Tell us the decision you need to get right

A short note on the role or the program, and one of our consultants will come back to you with what the assessment would show.

Psychometric assessment that predicts who’ll perform

What is a psychometric assessment?