Psychometric And Aptitude Tests

Hire the best candidate for your organisation

Find out candidates’ hidden potentials

Psychometric assessments and aptitude tests have become increasingly popular in the hiring process and have been used in a range of industries from Government, Not-for-profit to Finance and Banking. Employers use standardised tests and the information collected as an objective assessment to help inform their decision-making and find out the most suitable candidates for their advertised roles.

These tests can also be used for the existing workforce for training and development purposes. Increase self-awareness, reveal hidden potential and cope better under pressure. Discover practical actions for improved communication, teamwork and leadership – start with VerifyNow’s products.

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Lumina Learning Instruments

Psychometric assessments use scientific methods to measure an individual’s suitability for a role based on their intellectual capabilities and personal characteristics.

Lumina Spark is a product that reveals the individual’s personality, providing a unique portrait of who they really are. Whether that is an executive or a new recruit, it provides rich personal insights and practical benefits for everyone. An accurate and personalised reading of an individual’s strengths and developmental areas.

Lumina Select draws on Lumina Spark to create a portrait of a candidate’s preferences and qualities. Knowing this, recruiters can tailor interviews to better explore a candidate’s strengths and weaknesses. Find the right people, ask the right questions, uncover hidden potential and avoid costly recruitment errors.

Assessments from the australian council for educational research

Did you know? Aptitude tests can measure a candidate’s cognitive abilities and problem-solving skills, as well as the ability to process and prioritise information in a limited timeframe. The most commonly used are numerical reasoning tests, verbal reasoning tests, situational judgement tests and abstract/logical reasoning tests.

NEO Personality Inventory-3 (NEO PI-3)

The NEO PI-3 is the standard questionnaire of the 5 Factor Model of Personality and a comprehensive assessment of general personality.

ACER Select Assessments

ACER Select is designed to measure verbal and numerical abilities as demonstrated by the capacity to see relationships and solve problems.

ACER Applied Reading Test - Second Edition (ART 2)

The ART-2 assesses the candidate’s ability to comprehend written information for various job roles.

ACER Mechanical Reasoning Test – Second Edition (MRT-2)

The test is designed to assess aptitude for solving problems requiring the understanding of mechanical ideas.

FAQS

• Academic and Qualifications verification
• Applicant Integrity Interview
• APRA Disqualified Register check
• APRA Enforceable Undertaking Register Check
• ASIC Banned and Disqualified Register check
• ASIC Enforceable Undertaking Register check
• AFS Licensees Register check
• AFS Licensees and Authorised Representatives Register Check
• Anti-Money Laundering check
• Bankruptcy checks
• Business Interests / Directorships check
• Digital Footprint check
• Employment History verification
• Entitlement to Work check
• Identity Verification
• Nationally Coordinated Criminal History Check (National Police Check)
• Professional Body Membership check
• Reference checks (online, on phone)

Know who you are hiring and mitigate risks to your business by confirming eligibility to work, requisite expertise, qualifications, criminal history, integrity and more. The value of employment screening services extends beyond the on-boarding experience. It can be a regular health check on your organisation’s existing workforce too, by ensuring job specific qualification are current, memberships and licences are valid, police checks are up to date, and industry regulation job requirements continue to be compliant.
Companies such as Cogent Business Solutions conduct employment background screening. We are an accredited body with the Australian Criminal Intelligence Commission and member of the Professional Background Screening Association.
The duration varies as it is subject to employer’s requirements. It is also dependent on the position and the nature of the role. Some positions may only review the last five years of employment, while others may take into consideration 10, 15 or even 20 years of employment history.
Yes, anyone can undergo employment screening providing it is with the applicant’s informed consent. This consent allows the prospective employer company and their agents to complete the employment screening process.

Not sure which background checks to choose?

Businesses face challenges recruiting and retaining employees in today’s fast-paced world. Employees can be the greatest asset or the biggest risk of a business. Employment screening can help increase workforce integrity and trustworthiness. Let’s have a conversation so we can better understand your employment screening requirements.