Psychometric Testing
PERSONALITY
APTITUDES
VALUES
INTERESTS
INTEGRITY
EMOTIONS
INTELLIGENCE
STRESS
RESILIENCE
WORK COMPLEXITY
LEVELS OF WORK
COMPETENCIES
STRATEGIC THINKING
IQ & EQ
Helping you to navigate the future. Contact us Professional Accreditations: Our services meet international standards and are recognized by ABVE, SIOP, SIOPSA, HPCSA, SAMLA and DiSAC.
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© Residual Consulting
Psychometric Practice
Practise Psychometric Testing
Reduce your anxiety and stress. The best way to prepare is by practising on similar examples used. These usually include numerical , verbal reasoning , logical reasoning and personality tests.
- Numerical
- Verbal
- Logical
- Personality
Tip: Practise in short, focused sessions. Time yourself and review mistakes immediately.
Psychometric Testing
Best Test. Best Price. Best Outcome.
We design evidence‑based assessment batteries that fit your role, level, culture and budget — and we handle everything end‑to‑end. You get faster hiring, better fits, and defensible decisions that meet compliance standards.
- Advisory first. We recommend the right test per role — not one‑size‑fits‑all.
- Best value. Vendor‑agnostic pricing and bundled options for scale.
- Measurable outcomes. Validity, fairness, norms, and ROI tracked.
Test Catalogue
Personality Assessments
Link day‑to‑day style, potential derailers, and values to role demands and culture.
| Assessment | Focus | Measures | Typical Professional Use |
|---|---|---|---|
| Occupational Personality Questionnaire (OPQ32r) | Work-related preferences | 32 traits linking personality to competencies. | Selection, leadership profiling, and competency mapping. |
| ADEPT‑15 (Aon) | Adaptive personality & behaviour | 15 traits; forced‑choice; faking‑resistant; workstyles. | Selection & development; leadership pipelines. |
| Saville WAVE Professional Styles | Integrated personality & motivation | 36 dimensions; motives, talents, culture & role fit. | Executive assessment, HiPo identification, team design. |
| HPI (Hogan Personality Inventory) | “Bright side” personality | Descriptors of day‑to‑day behaviour and job fit. | Selection, succession, leadership development. |
| HDS (Hogan Development Survey) | Derailers / risk | Risk factors under stress that can derail leadership. | Executive risk screening; coaching; 360 support. |
| MVPI (Motives, Values, Preferences Inventory) | Values & drivers | Core drivers; culture & engagement preferences. | Culture fit; engagement; team alignment. |
| Myers‑Briggs Type Indicator (MBTI) | Type preferences | Four dichotomies → 16 types. | Team building; awareness (not for high‑stakes selection). |
| Jung Personality Questionnaire | Jungian type theory | Attitudes & cognitive functions (T, F, S, N). | Personal insight; educational/counselling contexts. |
| PAW / Short‑PAW (Personality at Work) | Broad workplace style | Profile + specialised reports. | Selection & development. |
Aptitude & Cognitive Ability
Mobile‑ready, adaptive options across verbal, numerical, abstract/logical, memory, attention, spatial, psychomotor, perceptual, mechanical/technical, and creativity.
| Assessment | Focus | Measures | Typical Professional Use |
|---|---|---|---|
| scales verbal / numerical (mobile) | General reasoning | Verbal & numerical reasoning/interpretation. | Screening graduates to executives. |
| digitChallenge | Numeracy | Core arithmetic speed & accuracy. | Commercial, service, entry to skilled roles. |
| scales clx / ix | Inductive reasoning | Pattern discovery; rule formation. | Operational to professional roles. |
| switchChallenge / gapChallenge | Deductive reasoning | Apply rules to novel information. | IT, engineering, analytical roles. |
| gridChallenge / mem‑drv | Working & spatial memory | Short‑term retention and spatial recall. | Operations, admin, early talent. |
| scales mt / E3+ | Attention & multitasking | Concentration; divided attention. | Contact centres; quality roles; admin. |
| nav / ndb | Spatial | Direction & orientation. | Drivers; pilots; operations. |
| wingChallenge / rt | Psychomotor & reaction | Hand‑eye coordination; reaction speed. | Aviation; high‑throughput ops. |
| clues / cmo / atc | Perceptual & information | Info competence; monitoring; auditory processing. | Controllers; safety; project roles. |
| Sparks 2.0 | Creativity | Divergent thinking tasks. | Innovation / design‑heavy roles. |
| scales mtu | Mechanical/Technical | Mechanical & technical understanding. | Technicians; engineering trainees. |
Beyond Personality & Ability
| Category | Representative Assessments | What it Measures | Where it’s Used |
|---|---|---|---|
| Emotional Intelligence | EQ‑i (2.0), WAVE (Emotional features) | Self‑perception, self‑expression, interpersonal, decision‑making, stress management. | Leadership development, coaching, team programmes. |
| Values | Aon Views, MVPI, WAVE Motives | Occupational motives and culture preferences; engagement drivers. | Culture fit analysis; retention planning; team design. |
| Career Interests | SAVII, SDS | Interests, study habits/attitudes; vocational direction. | Career guidance; internal mobility; graduate selection. |
| Integrity | IP-200 (with Risk) | Honesty, rule‑following, counterproductive behaviour risk, citizenship. | Trust‑sensitive roles; retail / cash; compliance‑heavy environments. |
| Workplace Derailers / Risk | HDS, IP‑200 Risk Indicators, CWB | Stress‑amplified tendencies that may erode performance or culture. | Executive screening, promotion readiness, targeted coaching. |
| Navigating Organisational Complexity | CNT (Complexity Navigation Test), Levels of Work profiles, TMR (Levels of Complexity) | Information processing level, decision complexity, time‑span of discretion. | Talent mapping, succession, role‑person “level” fit. |
| Workplace Reports | Configured Talent Match Report (TMR), WAVE Line Manager Report | Integrated, competency‑linked outputs; growth potential; EQ models; levels of complexity. | Hiring panels; development planning; analytics dashboards. |