Testgrid is the only Australian owned and operated provider of psychometric assessments in the market.
Psychometric assessments are used by organisations to assess candidates’ skills, intelligence, abilities, potential and personality.
There is no one size fits all solution because every person and every organisation is unique. Psychometric assessments can help you match your company’s needs with the right person for the role.
Can Do
Wants To
Aware Of
Has Done
PSYCHOMETRIC ASSESSMENTS
Cognitive aptitude assessments measure natural ability so they can be referred to as things we ‘Can Do‘
Psychometric assessments are objective, standardised and excellent predictors of on-the-job performance.
The commonly used aptitude assessments include:
Benefits & Use Cases
PSYCHOMETRIC ASSESSMENTS
Behavioural Assessments measure our motivations and styles to determine the work we ‘Want To‘ do.
From preferred work styles, values and motivation, to potential behavioural strengths, leadership potential and organisation/team fit, behavioural pre-employment assessments can help you understand what makes your candidate tick, how to help them perform at their best, and ensure a good culture fit or “culture add”.
The data collected at the talent acquisition stage can be vital to support onboarding, development and management of new hires.
If you are interested in learning more about our pre-employment assessments then get simply get in touch.
Benefits & Use Cases
PSYCHOMETRIC ASSESSMENTS
Emotional intelligence Assessments assess how ‘Aware Of ‘our own and others’ emotion we are.
Emotional intelligence pre-employment assessments identify areas of emotional intelligence, including, emotional self-awareness, control, expression and reasoning.
Research now indicates that employees with strong emotional intelligence are better leaders, more successful at building high performing teams, more resilient and are stronger communicators. Strong emotional intelligence correlates with customer service performance: employee engagement and turnover in customer-facing roles.
Enquire today to add these pre-employment assessments to your talent acquisition strategy.
Benefits & Use Cases
PSYCHOMETRIC ASSESSMENTS
They may include simulations and scenario-based questions, and are closely aligned with specific roles. Skills assessments measure a candidate’s ability based on work the candidate ‘has done‘ in the past.
Skills based pre-employment assessments enable you to ensure that candidates meet a minimum standard for key skills required in a role.
Testgrid’s extensive range of commonly used skills pre-employment assessments cover skills across areas such as admin and clerical, data entry, typing, desktop and software, coding, data mining and analytics, digital literacy, industrial, retail, call centre and customer service, healthcare and medical, mathematics, finance and accounting, sales and business, cybersecurity, programming, and Microsoft Office.
Benefits & Use Cases
PSYCHOMETRIC ASSESSMENTS
1 in 6 people fail our SSA assessment — meaning 1 in 6 people may be unsafe.
Our specialist safety psychometric assessments measure a blend of skills, behaviour and aptitude, giving you a clear picture of your workforce’s safety profile.
By understanding employees’ propensity for safe working, you can:
Reduce risk
Drive down near misses and reportable incidents
Make smarter, safer hiring decisions
Better manage risk-taking employees
Protect your workforce and customers with confidence
Custom-designed assessments are available for Building & Construction, Mining & Resources, Transport & Logistics, Warehousing, and Industrial sectors.
Benefits & Use Cases
Psychometric assessments are standardised tools used to objectively measure a person’s cognitive abilities, personality traits, behaviour, and emotional intelligence. They’re commonly used in recruitment to predict job performance, cultural fit, and potential.
They provide data-driven insights that go beyond CVs and interviews. By measuring aptitude, personality, and values, organisations can:
Identify top-performing candidates early
Reduce unconscious bias in hiring
Predict on-the-job performance and learning ability
Resumes show experience and qualifications but don’t measure key factors like cognitive ability, behaviour, or safety awareness — all of which directly affect job performance. Resumes have low predictive validity (a low likelihood to predict if someone is going to perform well on the job.)
AI tools have made resumes highly polished and standardised, making it harder to see genuine capability. Many candidates now look almost identical on paper, which makes differentiating talent more challenging.
Assessments measure actual skills, abilities, and behaviours — giving you objective insights to make better hiring decisions, reduce bias, and identify the best fit faster.
Testgrid’s philosophy is to test as widely and as early as possible – this will maximise the diversity of your candidate pool, identify hidden candidates and ensure you are measuring candidates fairly throughout your process.
The most widely used types include:
Aptitude Assessments – Abstract Reasoning, Verbal Reasoning, Numerical Reasoning and Mechanical Reasoning
Behavioural Assessments – work style preferences, traits, work styles and team compatibility
Emotional intelligence (EI) – self-awareness, managing own & others emotions, empathy, and relationship management
They identify candidates who are not only capable but also aligned with the company culture and role demands. This leads to:
Improved employee engagement
Higher job satisfaction
Better retention rates
Studies show organisations using psychometric testing reduce turnover by up to 30% (source: SHRM, 2022).
Yes, reputable assessments are based on psychological research and are statistically validated for reliability and fairness. Tools like Testgrid’s assessments, Hogan and Saville undergo regular validation and are legally defensible for employment decisions.
Yes. Properly designed tests reduce subjectivity and help eliminate bias by:
Standardising evaluation
Focusing on ability rather than background
Supporting inclusive hiring strategies
They can be applied at different stages:
Early screening to reduce applicant volumes
Mid-stage assessments to shortlist candidates objectively
Final stage to support behavioural interviews or development planning
Organisations that implement psychometric tools see:
24–36% improvement in hiring accuracy
Reduced time-to-hire by 20–50%
Significant reduction in mis-hires, which can cost up to 30% of the employee’s salary
Yes. Tests can be tailored for blue-collar, white-collar, leadership, graduate, and safety-critical roles. Industry-specific benchmarks and job profiling ensure relevance to performance outcomes.
No. They’re also valuable for:
Leadership development
Succession planning
Team building
Employee coaching
Identifying high-potential talent (HiPo)
They support long-term organisational growth by aligning people with business goals.
Reduction time to shortlist
Increase in sales performance
Reduction in staff turnover
of Fortune 500 companies use psychometric assessments
– Government Employee
Completion Rate
Boosted Candidate Experience (CX)
Improved Diversity
Boosted Hiring Quality
– Tracy Wright | Lead, Service Proficiency, NAB
Cost savings per year
Required engagement sessions
Candidates successful in final engagement
Reduction in recruitment time
