04/11/2025
The market for psychometric assessments has exploded in recent years. With hundreds of tools promising to reveal “potential”, “fit”, or “leadership style”, it can be difficult for HR and talent leaders to distinguish between what’s genuinely predictive and what’s just persuasive marketing.
At Awair GB, we often meet clients who have experimented with multiple tools — personality questionnaires, cognitive ability tests, engagement surveys, and team diagnostics — yet still feel unsure about which results they can truly trust. The truth is simple: not all assessments are created equal.
So, how can you tell whether a psychometric test is genuinely robust, valid, and fair?
A good assessment starts with a clear purpose. What is it designed to do — selection, development, or team alignment? If the provider can’t clearly articulate what the tool measures and how it links to your business goals, that’s your first red flag.
According to the 12-Question Assessment Evaluation Framework, you should always ask:
Is the test publisher or distributor affiliated with a recognised professional organisation such as the BPS, APA, or SIOP?
Is there a technical manual supporting the test, aligned with the Uniform Guidelines on Employee Selection Procedures or the BPS Test Registration and Review Framework?
Has the test been independently reviewed, for example in Buros’ Mental Measurements Yearbook or the BPS Psychological Testing Centre database?
If the answer is “no”, proceed with caution. Many popular “type” or “colour” tools are engaging and easy to use, but lack the statistical validity and reliability required for high-stakes decisions.
A credible assessment provider should be able to provide:
Validation studies conducted with real-world organisational samples
A summary of results for roles comparable to yours
Transparency on how cut-off scores are established
Without this, you can’t be confident the results are reliable or fair across different demographic groups.
The most robust assessments are continuously researched and re-normed to reflect changes in the global workforce. Ask whether the provider maintains an active research archive, updates validation studies, and can demonstrate no adverse impact across groups. Also ensure the provider can support you in the rare case of a legal or compliance review — responsible psychometric publishers stand behind their data.
Using poorly validated or unregulated assessments isn’t just risky — it can undermine the credibility of your talent processes. A scientifically validated tool ensures:
Fairness across gender, ethnicity, and age
Predictive accuracy for job performance
Confidence in your people decisions
No single assessment can capture the whole picture. When personality assessments, 360-degree feedback, team effectiveness diagnostics, and culture surveys are combined, they provide a holistic view of how individuals and teams work, lead, and grow.
Integrated properly, these tools move insight into action — helping people translate awareness into meaningful behavioural change and organisational impact.
In today’s crowded assessment marketplace, the best tools are not the flashiest or trendiest — they are the most valid, transparent, and evidence-based. By asking the right questions — like those in the 12 Questions Framework — you can confidently choose assessments that deliver fair, predictive, and developmental outcomes.
At Awair GB, we partner with Hogan Assessments — one of the world’s most rigorously validated personality assessment suites, supported by over 40 years of research and full compliance with BPS and APA professional standards.
If you’d like guidance in selecting or integrating validated psychometric tools within your organisation, our consultants at Awair GB would be delighted to help.