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Best practice in psychometrics

Articles on assessment science, fair selection and what's changing in the industry — written by our business psychologists.

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Featured AI & assessment · 3 min read

Can candidates cheat psychometric tests with AI — and what should employers do about it?

Generative AI has changed unproctored online testing. We look at what the evidence says about AI-assisted responding, which test types are most exposed, and the detection and design measures that keep results valid.

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Assessment science 3 min read

Game-based assessments in recruitment: what the research shows

Game-based assessments measure candidates through play — short interactive tasks that record not just answers but behaviour. The marketing claims run ahead of the science, but the science is now substantial enough to say what these tools genuinely add to a selection process, and where the cautions lie.

Assessment science 4 min read

Assessing for potential: building a picture no single test can give you

Hiring for potential means predicting what someone will become, not auditing what they already are. No single instrument does that. The research case is for a battery — ability, personality, judgement, skills and game-based measures — each answering a question the others cannot.

Assessment science 5 min read

Situational judgement tests in recruitment: what the research shows

Situational judgement tests present candidates with realistic work dilemmas and ask them to judge the possible responses. They sit between the abstraction of an ability test and the expense of an assessment centre — and the research explains why they have become a fixture of high-volume and high-stakes selection alike.

Assessment science 4 min read

Ability tests in recruitment: what the research shows

For decades, cognitive ability tests were held up as the single best predictor of job performance. Recent research has revised that claim in important ways — without dislodging ability testing from the core of a well-designed selection process. Here is where the evidence now stands.

Assessment science 4 min read

Personality questionnaires in recruitment: what the research shows

Personality questionnaires divide opinion like no other selection tool: dismissed as horoscopes by some, treated as X-rays by others. The research supports neither view. Used well, they add real predictive value; used badly, they measure little more than a candidate's theory of what the employer wants to hear.

How-to guides 6 min read

Why Word, Excel, Python and AI skills matter at work: what the research shows

Four skill areas keep surfacing in labour-market research: word processing, spreadsheets, programming, and — most recently — working with AI. The evidence shows each matters across a far wider range of roles than commonly assumed, though to different degrees. This piece reviews what the published research actually says.

How-to guides 5 min read

Assessing work skills: Word, Excel, Python and AI

CVs list tools; they rarely tell you whether a candidate can use them. Here is how to assess the skill areas that now appear in almost every job description — and how our work skills suite measures each one.

Assessment science 3 min read

Norm groups: why the comparison group matters as much as the score

A percentile is not a property of a person. It is a statement about a comparison — and the comparison group is doing more of the work than most report readers realise.

How-to guides 3 min read

How to run a 360 feedback programme people actually trust

Most 360 programmes fail for the same reason, and it is not the questionnaire. It is that nobody was clear what the feedback was for.

Industry news 3 min read

Game-based assessment: engagement gimmick or measurement breakthrough?

Game-based assessment has moved from novelty to procurement shortlist. The engagement benefits are real and reasonably well evidenced. The measurement claims deserve more scrutiny than they usually get.

Fair selection 3 min read

Reasonable adjustments in online testing: a practical guide for employers

The duty is anticipatory, which means it applies before anyone asks. Most employers get the legal principle right and the operational detail wrong.

How-to guides 3 min read

SJT or ability test? Choosing the right assessment for the role

They measure different things, fail in different ways, and suit different roles. The choice is usually clearer than it looks — and the answer is often both.

Assessment science 3 min read

What makes a psychometric test valid? Reliability, validity and fairness explained

Three words get used interchangeably in assessment marketing and mean quite different things. Understanding the difference is the difference between buying a test and buying a claim.

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