What do we assess and why?


Human abilities and behavioural tendencies can be categorised into three domains, and each relates to a specific job in a different way:

  • Cognitive - abilities associated with learning, thinking and problem solving. Cognitive abilities are especially important in jobs with an emphasis on problem identification, analysis, learning and decision making.

  • Personality and Values - relatively consistent patterns of thoughts, feelings and behaviours that define the way an individual interacts in the world and with others. Personality is especially important in jobs requiring self direction, self control, teamwork or leadership.

  • Psychomotor – abilities associated with using the senses and perceptions to guide physical responses, such as hand, eye and limb co-ordination, reaction speed, focus and attention.These abilities are especially important in jobs involving driving or operating equipment, vehicles and machinery.

Standard psychometric testing typically assesses the first two domains but not the third.  VEEDRE provides all three areas of assessment, to more comprehensively assess the functional requirements across the full range of abilities and dispositions that are critical for effective performance in any job.

Psychometric tests measure human abilities and personal attributes that are relevant in the performance of a specific job.

They are standardized measures developed by scientists to accurately and reliably assess peoples’ true abilities and personality traits and therefore to assess peoples’ capacity and potential to perform jobs requiring these abilities and traits.


How do abilities relate to knowledge, skills and experience?

Knowledge and skills are learnt capabilities usually acquired during the conduct of specific tasks or activities (e.g., training whilst undertaking on-the job duties), while experience is the application and repetition of such knowledge and skills over time. Conversely, abilities, aptitudes and disposition are inherent attributes of an individual which are formed from childhood through to teenage years, and which are relatively stable and unchanging over time. As such during our working careers abilities and aptitudes form the foundation on which specific job based knowledge, skills and experience are built on.

In this regard, whilst psychometric tests don’t measure a person’s skills, knowledge or experience they do assess underpinning abilities and disposition or character. It is these underpinning factors which can explain and predict to an extent, which skills and knowledge can be learnt. Psychometric testing provides deep insights into a candidate's attributes, abilities, areas of potential and areas of risk.

In organisations, psychometric tests are designed to measure a job applicant’s suitability for a role, assess an employee’s suitability for promotion, or determine a worker’s capacity for carrying out a specific job assignment. They are used by operational and human resource managers to determine a person’s job-fit and to predict their performance on the job.

VEEDRE offers targeted job assessment for pre-employment screening or on-the-job performance evaluation and performance enhancement. Our assessment is directly linked to specific performance requirements within a job.