The professional jobs market is highly competitive, which can render the recruitment process challenging for employers. As long as the tests are for their intended purpose, they have to be a helpful aid. Many of the tests used are outdated in some places and should be updated. Because they question the culture-fairness of tests used, industrial psychologists at their head office have standardized most of the tests on the organization's population, with resulting norms for different cultural groups. Psychometric testing in recruitment refers to a variety of tests and tools that measure a candidate's suitability for a role or organisation. These tests cover several different areas and subject matters. Different tests are used to determine a candidate's job suitability including verbal reasoning, logical reasoning, situational judgement and numerical reasoning.

Psychometric aptitude tests measure a candidate's abilities and intelligence levels and help explore aptitude, which pertains to nu-merical, verbal and logical skills to determine problem-solving and information processing speed. Other psychometric assessments explore personality, behaviour and emotional intelligence to determine how candidates communicate and their leadership potential. These tests commonly employed as aids in occupational decisions, including the selection and classification of human resources.

Psychometric tests can complement other recruitment methods. Once the initial application stage has been completed, the Psychometric tests can use to streamline a large number of potential candidates further before the interview stages begin. Interviewers can intentionally observe particular behaviours and traits among candidates and tailor assessment activities to explore them in more depth. When deciding who to hire, recruiters can refer back to psychometric test reports to differentiate between candidates that seem to be equal in education, experience, and skills.