Psychometric Testing

To help you make smart hiring and talent management decisions and build high performing teams we offer a range of high quality psychometric testing.  

For recruitment:

  • Aptitude Testing - Numerical, Abstract and Mechanical Reasoning, Sales, Customer Service

  • Work Personality Index - Measure personality traits that influence a person’s work performance and effectiveness

  • Aptitude Testing - Working Memory, Vocabulary and Mental Arithmetic (for general adults and graduates)

We have tests suitable for a vast range of roles including:

  • Apprentice/trainee roles

  • Technical/trade roles

  • Administrative/clerical roles

  • Numerically/financially focused roles

  • Customer service roles

  • Sales roles

  • Graduate roles

  • Problem solving roles

For team building:

  • Myers Briggs Type Indicator® (“MBTI®”)

  • Language & Behaviour (“LAB”) Profile

  • Inventory For Workplace Attitude and Motivation (“iWAM”).

All our psychometric tests are online-based and our recruitment tests include a phone debrief.

To learn more about some of the tools we use see the detailed information below.

To enquire about our Psychometric Testing Centre call us to discuss your needs.



The MBTI® Instrument is the most widely used personality assessment in the world and is taken by over 2 million people per year. It is based on Carl Jung’s theory of personality types and measures personality preferences. The MBTI® Instrument has been used successfully by several millions of people to:

  • Find new careers

  • Create productive and effective work teams

  • Develop efficient and competitive organisations

  • Build self awareness, self confidence and personal skills

  • Enrich working and personal relationships

  • Improve communication

  • Resolve conflict

Note:  MBTI® is a trademark or registered trademark of the Myers & Briggs Foundation in the United States and other countries

LAB Profile

The LAB Profile is a unique profiling system that is conducted as a conversation. It is based on the same research into cognitive and behavioural science as the Inventory for Work Attitude and Motivation (“iWAM”) (see below). In a 15 – 30 minute conversation the LAB Profile identifies (in relation to a given situation):

  • What will trigger and maintain a person’s motivation and what they pay attention to

  • How someone is likely to behave

  • The influencing language patterns that will motivate, engage and connect with others

  • What to say and what NOT to say, when communicating with others

We use LAB Profile in:

  • Executive Coaching - to quickly understand clients deeply but with no extra cost to the client. It helps identify ‘where to work’ to create the outcome the client is seeking

  • Performance coaching - to help an individual understand their own style and motivations and to help them appreciate how best to communicate and ‘sell’ their message to others

  • Recruitment and selection – LAB Profile helps hiring managers write clever job advertisements that attract the best fitting applicants for the role. LAB Profile is also invaluable in initial applicant screening, followed up with iWAM profiles for shortlisted candidates


The Inventory for Work Attitude and Motivation helps an organisation identify an individual’s attitudes and motivations in the workplace.

How is iWAM useful?

With the iWAM, managers can predict what motivates a person, their work attitude, how they prefer to communicate, and how they prefer to act in their work context. Using iWAM will help an organisation make better use of the human potential of its workforce. In particular, iWAM provides the solution to the following HR issues:

  • Who do you interview and appoint?

  • How do you save company time, money and resources in recruiting?

  • How do you motivate staff?

  • How do you retain staff?

  • How do you assess the effectiveness of staff?

  • What training and coaching do you provide and to whom?

  • How do you know how effective the training and coaching has been?

  • How do you best allocate team and project roles?

  • How do you reconcile differences in teams?

The Distinctiveness of the iWAM instrument

  • iWAM measures at an out of conscious level and taps into the source and drivers of behaviours rather than looking at the behaviours themselves

  • iWAM measures and describes 48 motivations and attitudes that impact on a person’s performance at work. The chances of two iWAM results being identical is almost impossible, statistically speaking. This means that people can relax knowing they will not be ‘typed’ or compared to other people

  • iWAM is context dependent and produces a snapshot in time of the test taker’s thinking styles, One of the major advantages of the iWAM instrument is that it can be used as an accurate pre and post intervention measure e.g. at the start and completion of a coaching or training intervention program