Psychometric Testing
Psychometric testing
for selection and development
Understand how people think, behave and make decisions at work. We run research-based personality, behaviour and values assessments in Perth, and we help people understand their results.
What is psychometric testing?
A psychometric assessment is a structured questionnaire. It measures how a person usually thinks, behaves or makes decisions at work. The person answers the questions online, and the tool turns the answers into a profile.
The tools on this page measure different things. Some measure personality. Some measure behavioural style or thinking preferences. Others measure emotionally intelligent behaviour or personal values. They do not measure ability or intelligence.
A good psychometric tool gives objective data about a person. This data helps you make fairer decisions about people, and it helps people understand themselves better. The data is most useful when a qualified practitioner explains it and connects it to the real work.
Personality: Hogan and Saville Wave
Behavioural style: DiSC
Thinking preferences: HBDI
Emotional intelligence: Genos
Personal values: Personal Values Navigator
Our psychometric tools
Compare the psychometric assessments we offer
Each tool answers a different question about people at work. Use this list to see what each tool measures and where it fits. Then open the tool page for more detail.
Hogan Assessments
The HPI shows everyday strengths, the HDS shows derailers that can appear under pressure, and the MVPI shows values and motives. The Hogan 360 adds feedback from others.
Used for: Selection, leadership development and succession
Saville Wave
A workplace personality questionnaire that measures motives, talents and preferred styles of working, to predict performance and potential.
Used for: Selection, development and succession
DiSC
A behavioural-style profile across four styles: Dominance, Influence, Steadiness and Conscientiousness. It gives teams a simple, shared language.
Used for: Team workshops, coaching and onboarding
Herrmann Brain Dominance Instrument (HBDI)
Maps thinking preferences across four quadrants: Analytical, Practical, Relational and Experimental. Team profiles show the thinking diversity of a group.
Used for: Communication, decision-making and innovation
Genos Emotional Intelligence
Measures how well and how often a person shows emotionally intelligent behaviours at work, across six competencies, with 360 feedback from others.
Used for: Leadership development
Personal Values Navigator
Finds the core personal values that drive behaviour, decisions and motivation, so that coaching can align work with what matters most.
Used for: One-to-one coaching and values-led leadership
Psychometric testing for recruitment
An interview shows how a candidate presents on one day. A psychometric assessment adds evidence about how the candidate is likely to work over time. Of the tools on this page, Hogan and Saville Wave suit selection.
Hogan shows the strengths a candidate is likely to bring, the risks that can appear under pressure, and the values that drive them. Saville Wave predicts performance and potential from motives, talents and preferred styles of working.
Use the results together with interviews and reference checks, not in place of them. Use the same tool for all candidates for a role, so that your decisions are consistent and fair. An experienced practitioner helps you read the results and use them in your selection decision.
More informed, evidence-based selection decisions
Early insight into derailment risk
Better fit between people, roles and culture
One consistent language across selection and development
Psychometric testing for development
Self-awareness is the foundation of leadership development. Psychometric tools give people a clear, objective picture of their preferences, strengths and risks. This picture gives a coach or a team a real place to start.
For teams, DiSC and the HBDI work well. They give a group a shared language for differences in behaviour and thinking. This helps people communicate better, reduce friction and make more balanced decisions.
For individual leaders, Hogan, Genos and the Personal Values Navigator go deeper. They show what drives a leader, how the leader behaves under pressure, and how other people experience their emotional intelligence. For succession planning, Hogan and Saville Wave help you see potential before a role opens.
How we run and debrief an assessment
A psychometric result is only useful when people understand it. That is why the debrief is part of the process.
Step 01
Choose the tool
We agree what you want to know and why. Then we recommend the tool that fits the purpose.
Step 02
Complete it online
Each person completes a confidential questionnaire online. We set up the assessment and support people through it.
Step 03
Debrief the results
An accredited practitioner explains the results, in person in Perth and WA or online Australia-wide.
Step 04
Act on the insight
Use the results in a selection decision, a development plan, coaching or a team workshop.
Use psychometric results well
Psychometric results are personal information. Tell people why they are completing an assessment and who will see the results. Use the results only for the purpose that you agreed with them.
A profile describes preferences and tendencies. It does not describe a fixed type, and it does not tell the full story of a person. There are no right or wrong answers, and each profile has strengths and risks.
Give each person the chance to discuss their own results. A debrief turns a report into a conversation, and this conversation is where most of the value comes from.
Related diagnostics and services
Combine psychometric testing with feedback from others and with support to act on the results.
360 degree feedback
Compare the 360 tools we offer, from the LSI and MLQ to Health Leads and Safe Leads.
Use it for: Seeing how others experience a leader
Human Synergistics diagnostics
Thinking styles, leadership impact and culture, measured on the Circumplex.
Use it for: Linking individual behaviour to culture
Performance Coaching
One-to-one coaching that turns assessment insight into new behaviour.
Use it for: Individual development
High Performing Teams
Team development that builds trust and communication.
Use it for: Team development
Frequently asked questions
What is psychometric testing?
Psychometric testing uses structured questionnaires to measure how a person usually thinks, behaves or makes decisions at work. The tools we use measure personality, behavioural style, thinking preferences, emotional intelligence and personal values.
Can psychometric tests be used in recruitment?
Yes. Hogan and Saville Wave are suitable for selection. Use the results together with interviews and reference checks, and use the same tool for all candidates for a role.
Which psychometric tool is best for team development?
DiSC and the HBDI work well for teams. DiSC gives a shared language for behavioural style, and the HBDI shows the thinking diversity of a team.
Can you pass or fail a personality test?
No. There are no right or wrong answers on a personality questionnaire. Each profile has strengths and risks, and the result is most useful when a practitioner explains it.
Who debriefs psychometric results in Perth?
Veraison's accredited practitioners are based in Perth. They run debriefs in person across Perth and WA, and online for organisations Australia-wide.
Request a quote
Tell us about your requirements and we will prepare a tailored quote for psychometric testing.
Talk to us about psychometric testing
Tell us if you are hiring, developing leaders or building a team. We will recommend the right assessment and explain how the debrief works.
Get in touch
Based in Wembley, Perth — partnering with organisations across Western Australia and beyond.
- Address
- Level 2, 151 Herdsman Parade, Wembley, WA 6014
- Telephone
- 08 9287 1041
- info@veraison.com.au