Psychometric tests

Psychometric tests can be used to assess someone’s cognitive skills/ability, aptitude, or personality. They can help to better understand a person’s strengths, areas of development, or potential weakness and are a commonly used tool in recruitment.

Psychometric tests will normally be used as part of a selection process to roles at band 7 and above. Where tests are used, they should normally be carried out during the latter stages of the selection process – i.e., after shortlisting has taken place. LSE commonly uses SHL tests. A list of SHL tests which are readily available can be found here and includes approximate turnaround times. The costs for psychometric tests are met from local budgets. Details of costs can be obtained from your HR Adviser.

Recruiting managers should be clear about the purpose of using a psychometric test. This means being clear on what is it that you intend to test and how relevant this is to the role and the person specification. You will also need to consider how much weight will be given to the results of the test - i.e., will the results be used to narrow the shortlist, or will it be balanced against the outcome of any further selection tools, such as the panel interview.

It is important to note that personality questionnaires (OPQ tests) should not be used as a basis for a selection decision. Given this, it is recommended that OPQ tests are only used when all candidates on the shortlist have been selected for the final stage of the selection process.

The results of a candidate’s psychometric assessment should be treated confidentially and kept securely. Results and reports should not be shared with, or accessible to anyone outside of the recruitment process and should be deleted after the retention period specified in the PSS Recruitment and Selection Policy and Procedure.

Sufficient time should be allocated within the recruitment schedule for the administration of tests. This includes time for notifying candidates, making reasonable adjustments and given them time to complete the test. As a guide, you should allow a gap of approximately 3 weeks between the completion of the test order template and obtaining any test results.

We recommend giving candidates five working days to complete the test and ensuring that a weekend is included in the allocated timeframe.

Job applicants should:

• Be given advance notice of the test for them to make any practical arrangements to take it.
• be told of the test they are being asked to undertake, the standard duration of the test and provided with a link to SHL sample questions.
• be made aware of feedback arrangements.
• be asked to confirm if they require any reasonable adjustments on account of a disability. Candidates should be given contact details for someone to inform of this and a required deadline by which to do so.

Under the Equality Act 2010, a candidate with a disability is entitled to be provided with reasonable adjustments. This is to remove or reduce barriers that they may face during the recruitment process on account of that disability.

Where a request for reasonable adjustments has been received, managers should focus on the barriers to the individual, rather than the detail of the diagnosis or medical condition. You should not ask questions about the candidate's health or disability unless it specifically relates to making the reasonable adjustment for the test.

Reasonable adjustments for tests may include a candidate having extra time to complete the test, the accomodation of rest breaks, or alternative test format (e.g., larger font, alternative colour/contrasting background). Examples of reasonable adjustments can be found here.

Where reasonable adjustments have been requested by a candidate, this should be confirmed to the HR Adviser as early as possible, along with any supporting communication from the candidate. This is to esnure sufficient time to liaise with the test providers and make the necessary arrangements. If you are unsure about what reasonable adjustments may be appropriate you may seek advice from your HR Adviser or your HR Partner. You may also seek expert advice from the Staff Disability and Mental Health Adviser.

If you require arrangements for psychometric testing, you should let your HR Adviser know when you begin the recruitment campaign. You will then need to send them a fully completed order template, once the shortlisting process has been completed. You can email this document to your HR Adviser directly or email it to hr.adviser@lse.ac.uk. Further guidance on this process can be obtained from your HR Adviser.

Assessment results will be emailed to the recruiting manager to be shared with the panel. The results will also be sent to the candidates by the external provider directly.

For ability tests (I.e., numerical, verbal, deductive reasoning), all feedback to the panel will be in writing. The reports will provide a clear explanation and interpretation of the results.

Following OPQ assessments, the test administrator will contact the recruiting manager in order to arrange a time to provide verbal feedback for each candidate. A written report will also be provided for each candidate.

Personality questionnaires (OPQ tests) should not be used as a basis for a selection decision or used as a 'pass' or 'fail'. Management guidance for using the results of a personality questionnaire cound be found here.