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Results of the OPG's Third Annual Survey on Psychometric Assessment

Our Third Annual Survey on Psychometric Assessment (Part 1)

In October 2020 The OPG carried out a survey of 113 senior managers and directors in Human Resources and other senior executives to understand how people view and gain value from psychometric assessment.

We have pleasure in summarising the findings pending our report being published in due course.

A small majority of organisations use psychometric assessment

The data shows that 50.5% of organisations use psychometric assessment at one time or another with 44.5% saying that they do not use assessment. This data is in line with our previous surveys in 2018 and 2019.

Organisations use psychometric assessment on average on a monthly basis or less with just 5% of respondents using psychometric assessment on a weekly or daily basis

53% of those surveyed use psychometric assessment for recruitment

Again, in line with previous research more than 50% of respondents use psychometric assessment for recruitment and selection. This is again in line with previous year’s surveys and is illustrative of how organisations use objective assessment as part of the selection process.

OPQ32 from SHL and Hogan remain the most favoured psychometric assessment tools with Saville Wave, 16PF and Talent Q also being popular along with DISC and Thomas profiling. Interestingly, the market is quite split amongst the various psychometric assessment tools on the market which suggests that the psychometric assessment market is quite fragmented.

39% of those surveyed use psychometric assessment for learning & development

44 respondents use psychometric assessment as part of learning & development initiatives. A look deeper into the data shows that MBTI and Discovery Insights are popular tools utilised to help identify learning and development needs.

These assessments are designed for learning and development rather than selection. The data does not show which other psychometric tools are used in learning & development interventions.

Increasing use of psychometric assessment for restructuring and succession planning

16% of respondents use psychometric assessment as part of the succession planning process but only 10% use psychometric assessment as part of the restructuring process. This may mean that organisations are not using psychometric assessment for what has became known as ‘high stakes assessment’. Given the current economic climate it will be interesting to see if psychometric assessment is used more often in restructuring and change programmes.

In our next article we will look at some of the data in detail around how organisations use psychometric assessment and more data on specific activities around performance management and graduate selection, for example.

Register for our forthcoming white paper by clicking here.

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