Finding the ideal talent isn’t just about skimming a resume. In today’s competitive job market, psychometric tests have become key tools for assessing cognitive skills, personality traits, and role fit. They don’t just speed up the process—they add objectivity, cut down biases, and ensure smarter decisions.
But which tests actually matter now? From classics to modern tools, here are seven every recruiter should consider. They don’t just measure technical skills—they show how a candidate adapts to teams, solves problems, and tackles challenges.
1. Terman Merrill Test
This test, created by Lewis Terman and Maud Merrill, is one of the oldest and most respected IQ assessments. It checks skills like:
- Verbal reasoning (understanding analogies or synonyms).
- Math skills (solving basic equations).
- Logical reasoning ((spotting patterns in number sequences).
Use it early in the hiring process to filter candidates, but always pair it with behavioral interviews. A high IQ doesn’t guarantee soft skills like teamwork.
It’s perfect for roles where precision and analysis matter—engineering, research, or coding.
The test adjusts difficulty based on the role. For juniors, it’s basic problems; for managers, it’s strategic challenges. Studies show it’s 70-80% accurate in predicting success in technical roles.
2. Barsit Test
Need to assess 100 candidates in a day? The **Barsit** (Basic Arithmetic and Language Skills Test) is your go-to. Developed in the ’60s for military recruiting, it’s now popular in companies for being efficient and budget-friendly.
This quick test covers three areas:
- Reading comprehension interpreting short texts).
- Numerical reasoning (basic math and percentages).
- Logical reasoning (figure patterns).
3. Raven Test
Raven’s Progressive Matrices are famous for being nonverbal. Candidates complete abstract patterns by choosing missing pieces. It measures fluid reasoning —solving new problems without prior knowledge. Key for creative roles (graphic design) or tech jobs (software dev).
This is how it works: Patterns get harder, from simple shapes to complex designs. For example, a shape might rotate 90 degrees and change color. Research shows those scoring above the 85th percentile often excel in innovation-driven roles.
4. Cleaver Test
Based on the Big Five traits (openness, conscientiousness, extraversion, agreeableness, neuroticism), the Cleaver test digs deeper than basic personality quizzes. It reveals how candidates act under pressure, their teamwork preferences, and how they handle criticism.
Sample question: *“How’d you react if a client unfairly yells at you?”* Answers show if they stay calm, confront, or avoid conflict.
Companies like Coca-Cola and Nestlé use it to ensure managers align with corporate values.
5. Moss Test
This test simulates awkward office scenarios to measure emotional intelligence. Think: “A coworker steals your idea” or “Your boss gives harsh feedback.” It checks four pillars:
- Self-awareness
- Self-regulation
- Motivation
- Empathy
If a candidate answers, “I’d ask for a private meeting to clear things up,” that’s a sign of emotional maturity.
High Moss scores predict conflict mediation skills and team inspiration. According to TalentSmart, 90% of top performers have high emotional intelligence.
6. 16 Factors Test
Created by Raymond Cattell, this test identifies versatile candidates by splitting personality into 16 traits like warmth, emotional stability, and boldness.
Role fit depends on key traits: For marketing, look for openness to change (creativity) and rule-following (deadline discipline).
Sales roles need dominance, while sensitivity matters in education or healthcare.
It uses Likert scales (“strongly disagree” to “strongly agree”) and takes ~40 minutes. Companies like IBM use it for roles where cultural fit is critical (multicultural teams, agile startups).
7. Gordon Test
Imagine asking: “You’ve got three urgent tasks—emails, a report, and a client call. What do you do?”
The Gordon Test turns these into multiple-choice questions to measure prioritization, time management, and practicality.
Perfect for operational roles (logistics, production) where theory isn’t enough. For example, choosing “sort tasks by economic impact” shows strategic thinking.
LinkedIn reports 76% of mistakes in junior roles come from poor organization, not skill gaps.
Pair this test with timed case studies to check if their answers match real actions.
Each test targets specific traits. While Moss measures emotional IQ, Terman Merrill nails general IQ. Some tests uncover hidden potential; others dodge toxic hires. The key? Mix and match based on your company’s role and culture.
