Types of Psychometric Tests Used by HR for Employee Recruitment

In the recruitment process, psychometric tests are one of the most widely used selection methods by companies to evaluate job candidates. These assessments help HR teams gain deeper insights into candidates beyond resumes and interviews. Common types of psychometric tests include personality assessments, cognitive ability tests, work attitude evaluations, and projective drawing tests.

Each type of psychometric test serves a different purpose, and not all tests are applied in every recruitment process. The selection depends on the role requirements and company policy. To better understand which psychometric tests are commonly used by HR teams, let’s explore them in detail below.

DISC Personality Test

The DISC Personality Test is a psychometric assessment used to identify behavioral tendencies and work styles. It categorizes personality into four main types:

• D (Dominance): decisive, results-oriented, quick decision-maker

• I (Influence): communicative, persuasive, people-oriented

• S (Steadiness): patient, stable, consistent

• C (Conscientiousness): detail-oriented, structured, rule-focused

Through DISC, companies can better understand how candidates make decisions, communicate, collaborate in teams, and respond to pressure in the workplace.

The test is typically administered as a behavioral questionnaire, where candidates choose statements that best describe themselves. There are no right or wrong answers the focus is on consistency and natural behavioral tendencies.

Big Five Personality Test (OCEAN)

The Big Five Personality Test evaluates personality based on five core dimensions:

• Openness (openness to new experiences)

• Conscientiousness (discipline and responsibility)

• Extraversion (social engagement and energy level)

• Agreeableness (cooperation and empathy)

• Neuroticism (emotional stability)

This test is widely used due to its strong scientific foundation and its ability to predict long-term job performance.

PAPI Kostick (Personality and Preference Inventory)

PAPI Kostick is a psychometric tool designed to assess personality traits and behavioral preferences in the workplace. HR teams often choose this test because it focuses on how candidates behave, work, and interact in everyday job situations.

Through PAPI Kostick, companies can evaluate motivation, response to pressure, leadership tendencies, teamwork style, and compliance with rules.

Logical and Reasoning Tests

Logical and reasoning tests assess analytical thinking and problem-solving ability. These tests measure how quickly and accurately candidates recognize patterns, understand cause-and-effect relationships, and draw logical conclusions.

These assessments are commonly used for roles that require critical thinking and decision-making skills.

Numerical Ability Tests

Numerical ability tests focus on a candidate’s ability to work with numbers and perform basic mathematical calculations. Unlike reasoning tests, these assessments emphasize accuracy and speed in numerical processing.

This test is particularly relevant for roles related to finance, accounting, data handling, and operations.

Verbal Ability Tests

Verbal ability tests measure how well candidates understand language, process written information, and apply logical reasoning through words. These tests help identify candidates with strong communication and comprehension skills.

MBTI (Myers-Briggs Type Indicator)

MBTI is a widely recognized personality assessment used to understand thinking styles, interaction preferences, and work behavior. It categorizes individuals into 16 personality types based on four dimensions.

The test is typically presented as a simple questionnaire, with no right or wrong answers, and is useful for evaluating team fit and work environment compatibility.

Work Attitude Test (Pauli / New Pauli)

The Pauli Test, also known as the New Pauli Test or “newspaper test,” evaluates work attitude, mental endurance, and consistency under pressure. Candidates are required to perform continuous vertical addition of numbers within a limited time.

Kraepelin Test

Similar to the Pauli Test, the Kraepelin Test is a fast-paced numerical assessment used to measure speed, accuracy, and resistance to work pressure. The main difference lies in the test format and execution method.

Despite these differences, both tests assess consistency and mental resilience through repetitive numerical tasks.

Wartegg Test

The Wartegg Test is a projective psychometric test used to assess personality, emotional response, and problem-solving approach. Candidates are asked to complete a series of incomplete drawings containing dots, lines, or curves.

The test is simple to perform, with no correct or incorrect answers, and candidates are often asked to title and sequence their drawings.

Baum Test (Tree Drawing Test)

The Baum Test, commonly known as the Tree Drawing Test, aims to explore personality structure, self-confidence, and emotional condition. Candidates are instructed to draw a tree freely on a blank sheet of paper.

Draw A Person (DAP) Test

The Draw A Person (DAP) Test requires candidates to draw a human figure either themselves or another person and provide a short description. The test assesses personality traits and self concept.

Career Compass Test

The Career Compass Test is designed to help candidates identify interests, strengths, and career direction. It evaluates the alignment between personal characteristics and specific job roles or career paths.

Candidates answer questions related to work interests and personality, often based on Big Five theory and Holland’s Interest Code. This test is commonly used for fresh graduates, career switchers, and early-stage placement to support long-term role suitability.

The variety of psychometric tests used in recruitment highlights that each assessment serves a specific purpose, depending on job requirements and candidate characteristics. Effective recruitment requires not only selecting the right tests but also administering and interpreting results accurately to ensure objective and relevant hiring decisions.

Today, many companies are transitioning to online psychometric assessments to improve efficiency and consistency. Platforms such as PsikologieHub offer integrated online psychometric test solutions that help HR teams evaluate candidates more comprehensively and systematically without compromising assessment accuracy.

Explore recommended online psychometric assessment platforms and learn how digital testing can support a more effective recruitment process.