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A community service division emanated from more than 50 years in education at all levels, spurred by international exposure and long years of partnership with UK institutions. We develop rewarding partnerships that help our clients bring about lasting improvements to their performance and growth. We work with businesses, individuals, families, schools, entrepreneurs, professionals and corporates to enable forward thinking that invigorate and galvanize their potential to embrace true results.


Sarah Samy Amin Ellaboudy

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Myths about Psychometric Tests

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Psychometric tests have been used by many Human Resources professionals as an initial selection tool for applicants filtration but, there have been different misperceptions regarding them. Are psychometric tests used only for recruitment purpose? Are psychometric tests really time consuming? Are these tests dependable for evaluation? Should these tests be conducted by psychologists? 


First Myth: Psychometric Tests are Only for Recruitment and Selection: 

 The Truth is: In selection process, psychometric test is used for initial filtration as a first step to test the eligibility of the applicants. Many employers believe that this is the only use of psychometric tests, therefore; no sufficient attention is given to it. The truth is; psychometric test is used to measure a person’s ability including; logical thinking, problem solving, analytical skills, decision making, ability to deal with numbers and technical skills. Also, some tests e.g. the MBTI are used to determine the person’s personality style including; his strengths, weaknesses and potential conflicts that may result because of different styles.

Career anchors- RSI test (developed by Edgar Schein) also helps identify what people want the most out of their career and ultimately drives to take the final decision. Psychometric assessments are very important not only for the Recruitment Department for the purposes of assessing the eligibility for selection but, also for promotion and development assessment. It’s also important for the supervisors to have a clear personality profile for each team member to determine the strengths they need to re-enforce and the areas of development they need to assist their team member to develop, anticipate the potential conflicts based on the team’s differences and understand each member’s motives for work. 

 Second Myth: Psychometric Tests are Time Consuming:

 The Truth is: Psychometric results can be misperceived to be time consuming during performing them and interpreting the results for analysis. As a matter of fact; psychometric tests are time saving as they can be administered online and therefore; results can be automatically attained. The test can take from 15 to 60 minutes and therefore, candidates subject to evaluation can be assessed in one go.

 Third Myth: Psychometric Tests are Unreliable:

 The Truth is: Psychometric tests can provide better and more accurate judgement if cautiously administered as they can be done away from personal opinions that are subject to bias. Also, the kinds of assessments selected to evaluate are competency based; which means that according to the competencies needed for the organization, department or job; the tests are selected to evaluate them. So, the results attained would provide a clear analysis for the areas of strength and weakness for the candidate.

Fourth Myth: Psychometric Tests Have to Be Conducted by a Psychologist: 

The Truth is: It may be misperceived that psychometric tests need a psychologist to interpret the results; this is simply not true. There are training programs to be provided that can enable your team to learn the skills and knowledge needed to interpret the results. Also, there are consultation companies that provide psychometric assessment tools through an online system that administers and evaluates the tests. 


After Sarah had accomplished her University degree in Economics at Cairo University in 2008, she discovered her passion towards training where she could positively impact. She worked as an English Instructor at Berlitz for 5 years along with providing various soft skills and other workshops to students as well where she believed she would add value through her scope of work. Then, she decided to direct her passion towards Human Resources so she started her studies in this field and completed her Human Resources Management certificate in American University, Cairo.

In 2014, she started working in Training and Organization Development department where she started to utilize the analytical skills she learned from her study in Economics in addition to the experience and skills she developed by working as a trainer and finally the Human Resources educational background.

Through her work in MSA University, Sarah supervised Career Placement students in organizing successful Employment Fairs from 2014 till 2016. She was proud to help the students further develop their potentials and give them a chance to sprout in addition to other tasks including; conducting Competency-based interviews and working in Alumni recruitment services.

Also, she created the Leadership Competency model for the University which was used in the Talent Management Program she launched in 2016. The program’s purpose was identifying a pool of talents who would be future potential leaders. Through the selection process, candidates were subject to assessments she created including; psychometric tests, interviews, case study, role plays and project.

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  • 26 July Mehwar Road intersection with Wahat Road, 6th October City. Egypt.
  • 38371517 - 38371518
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