Psychometric Tests
Evalart's psychometric personality tests (DISC, the Big Five, and others) measure stable behavioral traits (energy, responsibility, introversion/extroversion, creativity) to identify how well a candidate fits the role and the company's culture. There are no right or wrong answers: the value lies in the psychometric profile, not in performance.
Unlike aptitude or knowledge tests, a psychometric personality test doesn't aim to rate a trait as good or bad. Instead, it delivers a profile that helps you understand how well the candidate fits the role's needs, how they contribute to team diversity, and how they align with the organizational culture.
Being psychometric means the test is statistically validated to measure personality traits with reliability and consistency, unlike a generic personality test with no scientific backing. Some studies link certain traits to better performance in specific areas, but this always depends on the role being evaluated.
Recommended use
Use aptitude and skills tests first as an initial objective filter, and reserve the psychometric personality assessment to complement interviews with your top candidates — never as the sole decision criterion.
Honesty, Ethics, and Values Test
Honesty, Ethics, and Values Test. This test measures characteristics that correlate with the candidate's honesty, ethics, and values. It is important to note that the results of this test are not absolute and should be used as a reference to complement other methods such as interviews and personal references.
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Big Six
The following test is constructed to assess 23 traits that might be relevant for the prediction of job performance and overall person-job fit. It is based on the HEXACO model by Ashton and Lee but is adapted for use in candidates’ recruitment and selection. Once an examinee finishes the test, overall scores for each of the 23 traits will be shown. Scores for each trait should be compared to one another to determine which traits characterize the examinee the most.
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Leadership Test
Leadership test that measures the main characteristics of leaders: Assertiveness, Emotional Intelligence, Organization, Inspiration, Strategic Capacity, Communication, Emotional Intelligence, and Charisma. The test provides a global description and a description for each evaluated area.
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60
min
16 Personality Factors
Psychometric test that measures Cattell's 16 traits or factors and also includes a reliability indicator to detect cases in which the person tries to present himself or herself in a way that he or she considers better than he or she really is. Do not think too much about your answer, and answer as honestly as possible. There are no right or wrong answers. Try as much as possible to avoid intermediate answers such as "Fifty-fifty". You must answer all questions.
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Complete DISC test
Complete DISC test with 28 pairs of questions. This test provides a description for each of the DISC dimensions, in addition to the profile (of the 15 classic profiles) that corresponds to the candidate.
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Leadership Styles Questionnaire
This test determines the candidate's leadership style. The result shows the style corresponding to the candidate and its description, in addition to the percentage for each of the styles, identifying secondary styles and opposite styles. As a reference the test includes the description of all leadership styles measured by the test. The possible styles are: democratic, coach, authoritarian, delegative, strategic, transformational, transactional and pace-setting.
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Frequently asked questions
What psychometric personality tests does Evalart offer?
DISC, the Big Five, and other psychometric tests that measure energy, responsibility, introversion/extroversion, and creativity.
What does it mean for a personality test to be psychometric?
It means the test was statistically validated to measure traits with reliability and consistency, unlike a generic personality test with no scientific backing.
Are there right or wrong answers?
No — a psychometric personality test is about understanding a profile, not measuring performance.
When should they be used in the hiring process?
As a complement, after an initial aptitude/skills filter — never as the sole criterion.
Can they measure cultural fit?
Yes, they show how the candidate's psychometric profile aligns with the team's culture and diversity.