Why are Psychometric Tests Considered More Objective than Interviews?

09/07/2025 Back to all articles

Hiring the right candidate is no easy task. As competition intensifies and organizations prioritize fair hiring practices, the need for objective and consistent recruitment tools has never been greater. 

Traditionally, interviews have been the go-to method for evaluating candidates. However, psychometric tests are gaining ground as a scientifically validated way to reduce bias and improve decision-making. 

But what makes psychometric tests vs interviews a topic worth exploring? And why are psychometric tools increasingly seen as more objective and reliable? 

Understanding Psychometric Tests

What are Psychometric Tests?

Psychometric tests are standardized assessments designed to measure a candidate’s: 

• Cognitive ability (e.g., logical reasoning, numerical aptitude) 

• Personality traits (e.g., extroversion, openness, emotional stability) 

• Behavioral preferences and potential for cultural fit 

These tests are widely used in standardized hiring assessments to predict job performance, learning agility, and leadership potential. 

Purpose of Psychometric Testing in Recruitment

• Identify natural strengths and development areas 

• Compare candidates objectively across a common benchmark 

• Support data-driven hiring decisions 

• Reduce reliance on gut feeling or unconscious bias 

Example: A financial institution uses cognitive ability tests to screen for analytical thinking in junior analysts, helping to shortlist talent from a large, diverse pool. 

 

The Subjectivity of Interviews

Why Are Interviews Prone to Bias? 

While interviews remain a critical step, they are inherently subjective. Even in structured interviews, human judgment introduces variability. 

Common types of bias in interviews: 

• Confirmation bias: Looking for answers that validate first impressions 

• Halo effect: Letting one strong quality overshadow other flaws 

• Similarity bias: Favoring candidates with similar backgrounds or personalities 

• Unconscious bias: Judging based on gender, ethnicity, accent, etc. 

Interviewer Variability

Two interviewers can assess the same candidate very differently based on tone, mood, experience, or expectations. This lack of standardization makes comparison across candidates inconsistent and harder to justify. 

Research shows that unstructured interviews have a predictive validity of only 0.20, compared to 0.51 for general mental ability tests (Schmidt & Hunter, 1998). 

 

Objectivity in Psychometric Testing

What Makes Psychometric Tests More Objective? 

Psychometric tools offer greater objectivity in recruitment because they are: 

• Standardized: All candidates are assessed using the same questions, format, and scoring system 

• Data-driven: Results are based on quantifiable metrics, not opinions 

• Validated: Most tests are empirically tested to ensure predictive validity 

• Replicable: They yield consistent outcomes across time and settings 

Example: Two candidates taking the same personality assessment will get results benchmarked against a norm group; not against each other or the interviewer’s opinion. 

 

Psychometric Tests vs. Interviews: a Comparative Analysis

Criteria	Psychometric Tests	Interviews
Objectivity	High - standardized scoring	Low - subject to human bias
Predicitive Validity	Strong (esp. cognitive ability tests)	Moderate (higher in structured formats)
Consistency	High	Varies across interviewers
Candidate Experience	Can feel impersonal	Allows for rapport-building
Cultural Fit Assessment	Possible through personality tools	Easier to gauge through conversation
Implementation	Requires tolls/training	Easier to deploy initially

 

Neither method is perfect. But psychometric tests clearly bring more consistency and scientific rigor to the hiring process. 

Integrating Both Methods for Optimal Hiring

The best talent strategies combine psychometric testing with structured interviews. 

Best Practices:

• Use cognitive tests early to screen large volumes objectively 

• Apply personality assessments to guide deeper questions in interviews 

• Structure your interviews around core competencies and behaviors 

• Provide training for interviewers to mitigate bias 

• Cross-validate psychometric insights with real-world discussion 

Case Study: A multinational implemented both a situational judgment test and a structured behavioral interview to hire sales managers. Result? A 22% reduction in first-year turnover

 

Psychometric tests and interviews each have their place, but when it comes to objectivity, consistency, and predictive accuracy, psychometric assessments stand out. 

They support fair hiring, reduce human bias, and improve the quality of decision-making. By blending these tools with well-designed interviews, HR teams can build a robust, evidence-based recruitment process. 

 

Want to implement psychometric testing in your hiring process?

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