Personality type tests

Psychometric insights

There’s valuable insights from ‘how’ a candidate plays a game or completes an assessment. For example, their response time or the choices they make.

Firstly, traditional assessment counts points scored. Secondly, new assessments like work style and game based assessment collect many more data points. Thus providing so much more information to interpret.

Knowing not only what score a candidate achieved but how they went about it can help you to prevent cheating and spot potential.

Each candidate processes info in a unique way. Plus we all uniquely answer the online assessment. The candidate’s psychometric fingerprint’.

Work Type Test

The popularity of RJPs has increased as employers recognise the importance of matching applicants’ expectations with the day-to-day realities of working life. Firstly, this realistic info improves the decisions an employer can make based on their appplicant data. Secondly, it improves role fit. Hence job satisfaction increases and employee attrition decreases.


Psychometric fingerprint


Rob Williams Assessment Ltd


There’s valuable information and insights that can be gleaned from ‘how’ a candidate plays a game or completes an assessment, such as their response time or the choices they make. In the past, assessing candidates was the equivalent of measuring footballers simply by the number of goals they score. Now, so much more information can be generated. For example, a footballer’s ‘heat map’ can show their movement on the pitch, whether they make productive runs, whether they track-back etc. A similar level of analysis is now possible in assessment. The vast number of data points that are now included in traditional, gamified and game-based assessments gives you more information to interpret, so you can make more accurate decisions about your candidates. Also, because the way each of us processes information and responds when we’re assessed is unique, it’s now possible to create a ‘psychometric fingerprint’ for each candidate. Knowing not only what score a candidate achieved but how they went about it can help you to prevent cheating and spot potential

We led a UK-wide project managing over twenty occupational psychologists including leading global psychometricians. Over a fourteen-month period this project encompassed the following: situational judgement tests (SJT) design, realistic job preview design, ability test design (numerical reasoning, verbal reasoning, problem-solving ability test design, spatial reasoning test design) and personality questionnaire design.

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