Psychometric Testing and Assessments for Recruitment

Psychometric assessments that show how a candidate is likely to work

Inject uses the OPQ (Occupational Personality Questionnaire) and timed reasoning tests, then a phone and behavioural interview, for candidates sourced by the business or its recruitment agency. The hiring manager receives a written assessment of each one before the final interview.

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Psychometric testing for recruitment, in four steps

Every candidate goes through the same four steps, so the hiring manager compares like with like.

Role brief

We confirm the selection criteria with the hiring manager, so every candidate is measured against the same picture of success.

Psychometric testing

Each candidate completes the OPQ, which measures their natural energy across a range of competencies, plus timed inductive, numerical and deductive reasoning tests.

Phone and behavioural interviews

We interview each candidate to test what the results suggest against how they describe their own work. The behavioural interview is video recorded so the hiring manager can watch it.

Written assessment

The hiring manager receives a written assessment of each candidate’s strengths and development areas, with questions to probe in the final interview.

Consultant on a phone interview in an office

A resume shows experience, not how someone is likely to work

Most wrong hires looked good on paper and interviewed well. A resume can suggest experience, and a candidate can say they are good at something. Psychometric testing shows where the strengths the role rewards meet the strengths the person naturally leans on, which is the part a single interview tends to miss.

Assessment has been part of how Inject works since it began as a recruitment process outsourcing business in 2013. Assessment only suits roles where:

A particular skill set or specialist industry knowledge is required
The timeline is a few days to a couple of weeks
The selection criteria are already settled
Candidates are coming through the business’s own network or an agency

A written assessment of every candidate, before the final interview

When an agency is already sourcing, Inject gives an objective second view on the candidates it puts forward. Each one goes through the same testing and interviews, and the hiring manager sees every written assessment before deciding who to bring back.

Natural strengths

The strengths the person naturally leans on, and where they meet what the role rewards.

Development areas

Where the person is likely to need support, and how that may show up in the role.

Final interview questions

Behavioural interview questions tailored to each candidate, so the final round tests what matters.

A clear view of fit

An objective read on who is likely to perform, ahead of the final decision.

When attitude, aptitude and behaviours matter more than narrow industry experience, end-to-end recruitment may be the better fit. Related services: Outsourced Recruitment, Training & Development and Workforce Planning.

Hear from the businesses that trust Inject

“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”

“We went to Inject because we simply didn’t have time to hire the wrong person. We couldn’t deal with another recruitment agency sending us forms to fill out trying to fit our needs into their tick boxes. The end result was better than we had hoped for. Our hire is doing extremely well, a key staff member who has helped us to grow the business.”

“That’s HR at another level. It’s beyond templates and compliance. It’s about helping shape the business we’re becoming. If we want to grow well, it all comes back to people.”

“Tommy and his team have really taken the time to understand our business and the underlying motivators for the decisions we make that have an impact on HR. This has enabled the team at Inject HR to take a targeted approach to the services and advice they provide as opposed to those who opt for a generic ‘one size fits all’ approach.”

“That’s HR at another level. It’s beyond templates and compliance. It’s about helping shape the business we’re becoming. If we want to grow well, it all comes back to people.”

Practical people advice from Lead to Grow, with Tommy Sim

Lead to Grow with Tommy Sim

Why You Keep Hiring the Wrong Person (And How to Finally Fix It)

Hiring is a prediction problem. Tommy Sim on why gut feel lets leaders down and what a better process looks like.

Lead to Grow with Tommy Sim

How to Hire Salespeople and Build a Sales Talent Pipeline

Asking around for a good salesperson sounds efficient, but it is rarely a strategy. Tommy Sim on building a pipeline that works.

More episodes of Lead to Grow

Supporting clients with teams in Melbourne, Sydney, Brisbane, Adelaide and Perth.

Frequently asked questions

What is a psychometric assessment?

A psychometric assessment measures how a person is likely to think, behave and work, using structured testing rather than self-description. In recruitment it sits alongside interviews to give a fuller picture than a resume.

What is the difference between psychometric testing and a psychometric assessment?

Psychometric testing is the test itself, such as a personality questionnaire or a timed reasoning test. At Inject, the assessment is the full process around it, with a phone interview, a behavioural interview and a written assessment of each candidate.

Which psychometric tests does Inject use?

Inject uses the OPQ (Occupational Personality Questionnaire), which measures a person’s natural energy across a range of competencies, plus timed inductive, numerical and deductive reasoning tests. Consultants read the results against the actual role, the hiring manager and the challenges the business is facing now, so the role plays to the person’s natural strengths.

Can we use Inject for psychometric testing only?

Yes. Through assessment only, Inject runs the OPQ and timed reasoning tests, a phone interview and a behavioural interview for candidates sourced by the business or its agency. The hiring manager receives a written assessment of each one before the final interview.

Psychometric assessments