TALENT • WORKPLACE PSYCHOMETRIC ASSESSMENT
Spot the difference when AI makes candidates look the same
The tells that once gave you a better indication of what a candidate was really like are being washed out by AI, making it harder to tell whether they have what it takes to succeed in the role at your company.
You don't need more interviews. You need a different type of evidence to help predict future performance. That's where psychometric assessment becomes a killer tool to add to your hiring playbook.
Giving you robust, scientifically backed insights that map a candidate's capabilities and behavioural traits against the demands of the role. No hiding behind Claude or ChatGPT with supervised assessments.
THE FRAMEWORK
Predict workplace behaviour with scientifically backed tools
When it comes to workplace behaviour, there are two main predictors of performance:
1) Behavioural (Personality)
Does the candidate’s preferred way of behaving at work align with the core competencies it takes to be successful in the role?
2) Ability
Does the candidate have the ability in certain areas, such as understanding written information, reasoning with numbers or problem solving?
A powerful combination
The combination is where it gets interesting, just because someone likes working with numbers, doesn’t mean they’re talented in this area. By choosing a combination of behavioural and ability tests, you can get a stronger picture to predict how well they’re likely to perform in a role.
Better evidence.
More confident hiring decisions.
What is the Occupational Personality Questionnaire?
The SHL Occupational Personality Questionnaire (OPQ32r) measures your preferred behavioural style at work across 32 specific personality characteristics, looking at relationships with people, thinking style, and feelings and emotions.
It’s backed by more than 90 independent validation studies over 25 years, across 20 countries and 40 industries – evidence that the OPQ32 is a powerful predictor of workplace performance.
After completing it, you don’t just receive a generic personality report like with many personality tests on the internet.
We’ll map the candidates responses directly against the core competencies needed to be successful in the role.
Two candidates might interview equally well. But one may have a stronger preference for structure and predictability, while the other thrives in ambiguity. Neither is necessarily better. The question is which behaviours align with the demands of the role.
Please note: This image is for illustrative purposes. The full OPQ32 Universal Competency Report is ~9 pages with more details for each competency. Download a sample report here.
HOW IT WORKS
An easy process, handled end-to-end for you
01
Identify key competencies
We lead a targeted exercise to select the 6–7 core competencies essential for success in the role.
Targeted success: Focuses on behaviours like 'Adapting to Change' or 'Analytical Thinking'.
Data-driven baseline: Establishes the types of evidence needed throughout your hiring process.
Expert Test Selection
Bexlane selects the scientifically validated assessments tailored to your criteria.
Workplace focused: Tools developed by organisational psychologists for workplace behaviour.
Exclusive access: Managed entirely by accredited practitioners who understand how to interpret nuanced data.
02
03
Supervised Assessment
We coordinate and oversee testing for your top 3–4 shortlisted candidates.
Flexible logistics: Administered via recorded video call sessions or directly at your office.
Anti-cheating protocols: Full-screen monitoring and strict observation mitigate AI cheating and falsification risks.
Reporting & Playback
Receive reports for each candidate alongside a live walkthrough strategy session.
Unmask frontrunners: Spot smooth-talking candidates whose behavioural preferences present a higher risk of burnout or turnover.
Bonus interview guide: Custom follow-up questions provided to probe weaker performance areas before making an offer.
04
Informed Offer
Your hiring process enhanced by decades of validated data and thousands of benchmarked candidates.
Calculated risk: Reduced guesswork and gut-feel from your final decision.
Leadership alignment: Equips you with the concrete evidence needed to justify the hire to your executive team.
05
Tests are administered to your top 3-4 shortlisted candidates. And the evidence? It makes the hiring risk more calculated.
Frequently Asked Questions
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From graduates to executives, and every role in between. To ensure the results accurately reflect the level of the role, we adjust the comparison group and the test level. This way, graduates aren’t being assessed at executive level long before they’re ready!
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Many companies will administer psychometric assessment to the top 3-4 shortlisted candidates due to budgets. However, it’s common for companies with larger recruitment budgets to administer assessments before ability tests to candidates as the first step after phone screening because it prevents wasting their teams time interviewing candidates who simply don’t have the ability level needed to be successful in the role.
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The choice is up to you, but in the world of AI, it has become easier than ever to cheat on assessments. Before AI, you supervised to ensure someone didn’t send a friend. Nowdays supervision ensures they’re not screen grabbing and asking AI for the answers.
I can either run supervised testing at your office, or online via video call.
Workplace psychometric assessments are incredibly useful. To find out more about how they can help strengthen your hiring process, book a free call or get in touch via the contact form.