Diversity & Inclusion

The pros and cons of psychometric testing in recruitment

8 December 2025 4 mins

By Sellick Partnership

The pros and cons of psychometric testing in recruitment

Psychometric testing has been a part of recruitment processes for decades, used by employers to help assess candidates’ abilities, behaviours, skills, and potential fit for a role.

While these tests can be valuable in building a more complete picture of a candidate, there are also growing discussions around their fairness, inclusivity, and overall relevance in a modern recruitment process.

In this article, we explore what psychometric tests are, why they are used, and how they can both support and challenge fair recruitment practices. We’ll also consider their potential impact on inclusive hiring – particularly for candidates who are neurodivergent, have disabilities, or face socio-economic barriers – and discuss how employers can strike the right balance when using these tools.

What are psychometric tests?

Psychometric tests are designed to measure aspects of a candidate’s mental capabilities and behavioural style. They typically fall into two categories:

Aptitude or ability tests: which assess skills such as numerical reasoning, problem-solving, or verbal comprehension.
Personality or behavioural assessments: which explore traits like motivation, communication style, and decision-making preferences.

The aim is to provide employers with a consistent, objective way to evaluate candidates beyond interviews and CVs, supporting fairer and more data-driven hiring decisions.

Why are psychometric tests used?

For many organisations, psychometric testing forms a valuable part of the recruitment process, helping to identify individuals with the right cognitive or interpersonal strengths for specific roles. The data can also support hiring managers in making more informed decisions and reducing the influence of unconscious bias.

However, it’s important to question whether these tools always achieve their intended purpose. Psychometric tests are not without their limitations – and in some cases, they can inadvertently exclude or disadvantage certain candidates.

Understanding their purpose

Used thoughtfully, psychometric testing can help employers gain a deeper understanding of how a candidate might approach tasks, handle pressure, or fit into a team dynamic. The key is to ensure the testing serves a clear purpose within the wider recruitment process – not as a standalone indicator of success, but as one piece of a broader assessment.

Employers should also consider whether the skills being measured are truly relevant to this role, and whether testing adds meaningful value to the decision-making process.

Rather than taking a broad-brush, blanket approach across all roles and levels, it may be more effective to tailor assessments to the specific skills, behaviours, and strengths required at different stages of seniority with the organisation.

The inclusivity challenge

Inclusivity is one of the main concerns surrounding psychometric testing. Candidates who are neurodivergent or who have certain disabilities may face challenges with the structure or timing of assessments, particularly if the tests are not adapted to meet different accessibility needs.

While reasonable adjustments can often be made, they are not always applied consistently, which may result in talented candidates being unfairly disadvantaged. As businesses continue to prioritise diversity and inclusion, it’s essential to ensure these tools support – rather than hinder – equitable hiring practices.

Socio-economic considerations

Psychometric tests can also highlight socio-economic disparities. Candidates from certain educational or cultural backgrounds may have less familiarity with the testing style, terminology, or logic patterns often used, which can impact results.

As recruitment becomes more reliant on technology and AI-driven assessments, there’s also concern that these systems may replicate existing biases. Those designing or implementing these tools are often the same groups that historically perform well on such tests, potentially reinforcing barriers for underrepresented candidates.

Striking a balance

Psychometric testing can offer valuable insights, but it is not a one-size-fits-all solution. When combined with interviews, work samples, and other assessment methods, it can help to build a more rounded view of each candidate’s potential.

The most effective approach is a balanced one – using psychometric testing as a single element within a broader, inclusive, and context-aware recruitment process.

Psychometric testing for employers

Psychometric testing continues to play a role in many recruitment strategies, but its effectiveness depends on how thoughtfully it is implemented. Employers who take the time to understand both the benefits and the limitations of these assessments – and who ensure accessibility and inclusion are prioritised – are far more likely to find the right fit for their organisation.

At Sellick Partnership, we work closely with clients to design recruitment processes that are fair, inclusive, and effective. Our specialist Consultants can advise on best practice across every stage of hiring – from candidate attraction to assessment and onboarding.

Get in touch with our team today to discuss how we can help you build an inclusive recruitment strategy that supports both organisational goals and candidate experience.