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Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities, personality traits, behavioural styles, and other psychological attributes.

Psychometric tests are designed to measure candidates' suitability for a role based on the required characteristics and aptitude (cognitive abilities). They provide valuable insights into a person's behaviour, preferences, and potential performance in a specific role, and identify the extent to which the candidate matches the requirements to perform the role well.

Employers use the information collected from the psychometric tests to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.


Most psychometric tests can be grouped into two categories - Cognitive Tests and Personality Tests.

The first group of psychometric tests, Cognitive Testing, measures your cognitive or aptitude abilities. These tests are based on timers, and the idea behind them is that in order to separate between people’s cognitive abilities, we need to ask them to complete a list of questions in a limited time. Those better at the cognitive ability measured will be able to answer more questions correctly than those who are less strong in the ability measured.

This group of psychometric tests includes: Abstract Reasoning, Numerical Reasoning, Verbal Reasoning, Mechanical Reasoning and Applied Reading and Entry Mathematics.

The second group of psychometric tests are Personality Assessments. These tests measures your personality traits using a different style of psychometric test questions. This group of psychometric tests does not use a timer, and you are allowed to complete the tests at your own pace.
Blue Sky provides a Work Personality Assessment and a Leadership Personality Assessment. These do not measure if you are better than others but instead identify personality traits that directly relate to workplace performance, style, and preferences. This style of testing is more about cultural and team fit rather than ability. 
Often, both types of test are required to help organisations make informed decisions when selecting the right type of candidate for their role.


Enhanced Hiring Accuracy: Improves hiring accuracy by assessing candidates' cognitive abilities, personality traits, and/or job-relevant skills.

Independent Candidate Evaluation: Provides an objective and standardised approach to evaluating your candidates, reducing bias and subjectivity in the recruitment process.

Predictive Performance Measurement: Predict future job performance based on scientific methodologies and benchmarking, ensuring higher success rates in candidate selection.

Time and Cost Efficiency: Streamline your recruitment process by identifying top candidates early on, reducing time spent on unsuitable applicants and saving costs.

Cultural Fit Assessment: Evaluate candidates' values, motivations, and work styles, identify individuals who align with your company culture and team dynamics.


  1. Understand the Test TypeBefore you begin, understand whether the test is assessing cognitive abilities or personality traits, as this will guide your approach.

  2. Read Instructions CarefullyCarefully read the test instructions to understand the format, time limits, and scoring methods.

  3. Practice Beforehand - Make use of the sample questions to familiarise yourself with the format and question type. 

  4. Manage Your TimePsychometric tests are often timed. Allocate a specific amount of time to each question and stick to it to ensure you complete the test.

  5. Stay Calm and FocusedMaintain composure during the test. Stress can affect your performance, so practice relaxation techniques if needed.

  6. Prioritise AccuracyStrive for accuracy rather than rushing through questions. Incorrect answers can negatively impact your score.

  7. Use Process of EliminationIf you're unsure about an answer, use the process of elimination to rule out unlikely options, increasing your chances of selecting the correct one.

  8. Be Consistent in Personality TestsAnswer honestly and consistently throughout the test, avoid trying to provide what you think are "ideal" responses.

  9. Avoid OverthinkingTrust your instincts and avoid over-analysing questions. Often, the first response that comes to mind is the most accurate.

  10. Review Your WorkIf time permits, review your answers at the end to check for any errors or missed questions.


Overview: The Work Personality Test identifies personality traits that directly relate to workplace performance, style, and preferences. The assessment measures 21 personality traits that research has shown are related to work performance. These traits indicate how individuals work with others, approach their tasks, solve problems, manage change, and deal with stress.

Suitable for: Pre-employment screening for any role or work level, or can be used for internal coaching or personal development

Duration: Approx 30 minutes

Cost: $195 + GST


Overview: The Verbal Reasoning assessment is used for pre-employment screening and is designed to evaluate and reveal a candidate's language and comprehension skills and their ability to apply reasoning and logic.

Options: General Level Test: Entry - Mid level roles. Professional Level Test: Mid to Senior Level roles, or entry into graduate programs. 

Duration: Approx 20 minutes

Cost: General Level - $150 + GST. Professional Level - $195 + GST. 

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