Why Do Companies use Psychometric Profiles?

Psychometric profiling is a support mechanism for employers and managers to objectively understand and compare people.

Psychometric profiling is a support mechanism for employers and managers to objectively understand and compare people; both as part of a recruitment process and to support with ongoing personal and professional development for employees, the team and the business as a whole.


Recruitment is often the place where most people first come across psychometric profiling. This could be as part of an initial application or further along in the process, for instance, as part of an interview or assessment day. In fact in many cases, tests take place earlier on, before assessment centre days, to select out candidates that do not meet the minimum job criteria. This is particularly true of many larger companies who use psychometric tests to help them shortlist which candidates will progress to the next stage.

Additionally, tests can be used later on in the process to provide the employer with a wider view of a candidate’s character or potential; to complement looking at their ability to do the job via their CV, application form or covering letter etc. These could focus on both aptitude and personality, helping the employer to consider how the candidate might fit in with the team. Though psychometric tests often form an important and helpful part in selecting a suitable candidate for a role, they are unlikely to be a significant deciding factor in the final decision. Often they are more as a means of highlighting the areas for further questions or query.


Personal and Professional Development

Psychometric Tests are also often used to support with personal and professional development with goal setting and action plans.

The use of personality tests can be highly insightful as part of an employer’s ongoing learning and development at a company. Personality tests are not a measure of whether someone has the ‘right’ or ‘wrong’ sort of personality, as there are no right or wrong answers, instead they highlight to both the individual/employee and the employer/team the strengths and weaknesses of the candidate. This better enables learning and development to be structured around improving areas of weakness, as well as further developing and utilising areas of strength. They also help the employer to set the scene as part of induction and on an ongoing basis and inform the best ways to share and grow knowledge.

Understanding how a candidate may fit into the team, the team can, in turn, understand how best to support them in fitting in. It encourages openness and honesty and enables the recruit to figure out where they fit in with the rest of the team. At E3, understanding the different personalities of our team members is of paramount importance, as it further enables us to work more collaboratively and coherently as a team. Having a healthy mix of personalities means that, everyone has their own individual strengths and weaknesses, thus as a team we are rounded, balanced and strong across the board.

Ability and aptitude tests, such as the GIA, can highlight skills that might not have been fully demonstrated in qualifications or other achievements. As such they can help to suggest areas someone could be directed towards as part of their learning and development, considering both their strength and weaknesses.

In addition to being helpful for the employer, psychometric profiles can also be very helpful for increasing an employee’s own self-awareness. At E3 we share profile results with the individual, and actively encourage and expect staff to refer to these on a regular basis.

Though most people know themselves very well, you have to be totally honest with yourself in order to get the most out of every learning experience. Psychometric profiles support this through encouraging objective self-review, best done by keeping a detailed learning journal (with practical reference to real life examples) that develops further perspective and then really takes dynamic learning to a higher plane. 


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