Why Use Psychometric Testing in Recruitment?

Because important hiring decisions deserve more than interview impressions

Interviews can tell you a lot. But they often show you the most prepared and polished version of a candidate - not the patterns that really matter once they’re in the role. And the cost of getting it wrong is high: lost time, lost momentum, and a leadership team left picking up the pieces.

That’s where psychometric testing helps.

It gives you more than surface impressions - showing how someone is likely to approach problems, make decisions, and lead and work with others.

But a report on its own isn’t enough.
The real value comes from my collaborative feedback process.

With the candidate, I go beyond the raw data - exploring how their patterns might play out in the role, where they’ll thrive, and where they may need support.

With the client, the focus is on turning those insights into action - where to probe in references, what to watch for in the early months, and how to tailor onboarding so the new hire gets traction quickly.

It doesn’t replace your judgment. It strengthens it.  

Psychometric testing, at its best, isn’t something candidates pass or fail.
It's insight that helps you make better hiring decisions - and set new hires up for success.