Types of psychological tests its Benefits and application

What are psychological tests

Here we will describe you the Types of psychological tests itsBenefits and application.

Psychological tests are tools for assessing a person’s personality and behaviors . Through them, it is possible to identify whether a candidate for a vacancy, for example, is aligned with the company’s culture and if he has the necessary skills to fill the position he was interested in. Therefore, it is very important for HR and managers in the recruitment and selection process .

Once these characteristics are perceived, hiring is done more quickly and tends to be much more successful. Also, the turnover rate in the company — the turnover — decreases as a result of this compatible hiring.

Psychological tests are useful, not only in selection processes, but also with long-time employees of the organization. Precisely because they help direct the right employees to the right occupations.

It may be that an employee has skills compatible with a vacancy that was made available or even a new role in the company. Through behavioral tests, this possibility of changing positions is much easier to be adjusted.

Benefits of Psychological Testing

Considering the usefulness of psychological tests, we can see several positive consequences when they are implemented in the company, for example:

  • optimization of the selection process , assisting in the screening of people who do not have cultural fit;
  • a decrease in the turnover rate, as there are people who like and evolve in their positions;
  • greater satisfaction for employees, for being in roles aligned with their skills;
  • increased productivity , due to the satisfaction of these employees;
  • improvement of teamwork, as it is possible to create strategic teams with complementary professionals within the teams;
  • healthy organizational climate , as differences decrease when you have cohesive teams.

Types of psychological tests

In the corporate environment, especially in the HR sector, it is common to hear the term Assessment — an English word that means “assessment”. This methodology is related to the type of behavioral analysis carried out within companies, which considers the behavioral aspect of an individual .

But beyond this theory, there are several types of assessments that can help HR leaders and managers discover important behavior and personality traits. Below are some examples of assessments that are commonly used.

1-Personality test

This is a type of assessment to highlight aspects of personality . The subject in question needs to draw, on a paper, a series of aligned strokes, in a certain period of time, following an initial pattern.

It is a very simplified application, but with it, we analyze: the thickness of the lines, the size of each line, spacing between them and their inclination. With the results, it is possible to make a survey about your personality, mood and temperament .


The Typological Assessment Questionnaire, commonly called the Coati, also investigates a candidate’s behavioral tendencies . This theory uses everyday situations at work and suggests some answers for the individual. Based on them, the interviewee can be classified as: introverted or extroverted, sentimental or rational .

Coati is widely applied to professionals indicated for positions of greater responsibility, those that involve decision-making, for example. It is a test that usually places the individual in a corporate dilemma and the recruiter observes which path he prefers to follow to resolve that situation, thus revealing the ability to adapt to the environment and the people in the context.

Also, through it, it is possible to predict behavior through conflicts and moments of tension in the company . Therefore, it is very suitable for positions of managers and leaders.

3-Concentrated Attention Test

The Test of Focused Attention (AC) measures the level of concentration of a person while performing a task .

This assessment takes place as follows: the person evaluated receives a sheet with some drawings or symbols and three of them are presented as standard. The challenge is to find, along the page, the drawings that are the same as those previously indicated.

In this case, both the quantity and the quality of correct answers will be analyzed, that is, how many drawings were correctly marked and the mistakes made will be counted.

Most (if not all) organizational roles require attention and concentration on their tasks. Even if the environment has interference, such as people talking, some external noise or even an unusual agitation, these are things that cannot have a great influence on the work proceeding.

Of course, we won’t always be completely focused, but this test demonstrates precisely this abstraction skill of a professional .

4-DISC Methodology

The DISC methodology is a type of theory that also aims to demonstrate the behavioral aspects of the person being evaluated. From it, a test was developed that considers four types of behavioral profiles .


This is a type of temperament that tends to be more controlling. These are people who like to be involved in projects from start to finish, are generally quick to complete tasks, and are considered courageous and determined. When under pressure, they can appear overbearing and even rude.


Influential tend to be lively, active people who like to be in the spotlight. They also have good communication traits and feel comfortable talking to new people in their corporate environment. However, generally, these professionals have greater difficulty in maintaining concentration.


This is a more calm, balanced, and serene type of profile. Still, he is usually very focused on his tasks and highly values ​​his team and co-workers. He prefers to communicate with people he already knows, therefore, he is not very communicative with new people. A professional considered stable, who likes things as they are and feels uncomfortable with changes.


Like stable people, they are calm people and often prefer to work alone. On the other hand, they are very analytical individuals, attach great importance to data, facts and are inclined to critically read them. Therefore, they are even considered an investigative profile, meticulous in their obligations.

This test does not reduce the individual to a complete personality, but shows what are the most predominant characteristics in them, that is, what type of behavior is likely to stand out most of the time.

How to apply the ideal assessment

After understanding what a psychological test is and knowing some of them, it is necessary to choose which ones best suit your purpose and what precautions should be taken when applying.

1-Goal setting

First, it is necessary to establish what are your goals , the requirements of the vacancy that is being made available or what new role was needed in the company.

Also, the behavioral attributes that the professional must have to be relocated or hired for this position. A good tip is to make a list of these skills, to compare them with the types of tests available, which will be ideal at the stage of the selection process.

2-Test search

Now, do a search for available tests, understand in depth how they should be used , what they measure and if they meet the SATEPSI requirements .

The Psychological Tests Assessment System, which was created by the Federal Council of Psychology (CFP) with the aim of “evaluating the technical-scientific quality of psychological instruments for professional use”, according to the website.

Therefore, consider carefully whether the option chosen is on the list of favorable psychological tests.

3-professional preparation

Another tip that can’t be missed is: prepare yourself technically . Even if a test is very good in its results, the most important thing is to apply it and analyze it carefully, by professionals trained for this function.


It is very important to follow the above recommendations before applying a behavioral and psychological assessment. As we’ve seen, each of these tests calls for preparation and tools to assist with this activity.

Tools like Profiler — a behavioral analysis software — are not considered a psychological test, but they can be a great ally to make the behavior mapping of professionals. It’s a system designed to raise your level of efficiency when examining a behavioral profile.

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