Welcome to RightPeople’s FAQ section. Here you’ll find answers to common questions about our psychometric testing, skills assessments, cognitive ability tests, and more. If you can’t find what you’re looking for, please contact us and our team will assist you.
Yes. All tests come with comprehensive reports that include score and benchmark comparison, strengths and risks, interview questions, and development suggestions. Sample Reports
We offer flexible pricing from single use, small packs, up to 500+, with volume discounts.
Yes. You can purchase testing credits or packs directly through our site. Credits can be used across multiple assessments. Contact us for a quote.
Yes. We maintain full compliance with GDPR, the Australian Privacy Principles, and other relevant data protection laws. Privacy Policy
Yes. RightPeople supports API integrations and can work with ATS, LMS, or HR platforms. Contact Us for Integration
RightPeople is a leading provider of psychometric and skills testing solutions, helping organisations improve recruitment, development, and employee performance. Explore all our products
Psychometric tests measure a person’s mental capabilities, personality traits, or behavioural styles. They are scientifically designed to assist in selection, development, and workforce planning decisions. View our Psychometric Tests
Yes. Our assessments are ideal for pre-employment screening, helping employers identify the most suitable candidates and reduce hiring risks. Recruitment Solutions
Yes. RightPeople provides testing solutions for government departments, healthcare, education, corporate, and SMEs. Solutions by Industry
The top 10 skills to test for include understanding the user interface, data protection, insertion and analysis functions (like Sort, Filter, Find & Replace), name ranging, functions and formulas, VLOOKUP and HLOOKUP, formatting with charts and slicers, summarising with pivot tables, using macros, and MS Excel integration with other tools.
Verifying MS Excel skills is crucial as many candidates tend to embellish their abilities on resumes. An employee lacking these essential skills may create errors in spreadsheets, causing significant issues that can lead to costly mistakes and the need for remedial training.
Psychometric assessments help organisations drive better talent management decisions throughout the employee life-cycle, improve hiring processes, identify high-potential employees, and inform promotion decisions.
Best-in-class organisations view assessments as tools for better talent management, collaborate with HR to define competencies, use a variety of assessment tools, and incorporate automated assessments into the recruitment process.
Yes, RightPeople offers over 35 years of experience in employment testing and can assist organisations at all steps, including test development, selection, administration, scoring, and interpretation, with tailored packages for different organisational needs.
Cognitive ability tests are the single strongest predictor of job performance, surpassing other popular measures such as personality assessments and job interviews.
Studies indicate that cognitive ability tests have the strongest predictive validity for more complex roles, particularly in professional jobs (e.g., solicitor, doctor) and managerial roles.
Openness has been found to correlate positively with standardised measures of knowledge and achievement. It is suggested that this relationship may be mediated by crystallised intelligence and efficient learning strategies, although findings can be inconsistent due to the nature of the O factor.
Conscientiousness has consistently been found to predict academic achievement across different educational levels, from preschool to adulthood. High levels of conscientiousness are associated with attributes necessary for learning, such as being organized and self-controlled, and it can also have a mediating effect through motivational factors.
Overall, there seems to be no significant relationship between Extraversion and college performance, though some studies indicate a small negative correlation. The relationship may vary with age, as younger extraverted children may outperform introverts, but this trend can reverse in more formal educational settings.
Various meta-analysis find that intelligence tests and tests of specific cognitive abilities are strong, reliable, and valid predictors of job performance and response to training, with operational validities ranging from .5 to .6.
Yes, the Five Factor Model has shown to hold consistent validity across various cultures and languages, as evidenced by studies conducted in Japan, the Philippines, and Germany, indicating its universality in understanding personality.
The Big Five Model provides descriptive traits that are useful for evaluating potential employees, aiding employers in making informed decisions by comparing candidates’ personality characteristics outlined in applications and resumes.
The Big Five Factor Model is a psychological framework that describes human personality through five key traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. This model is widely used in psychological research and assessment.
Retesting is available only via the hiring organisation. Contact Support
When you are invited to take an assessment, the technical support email is provided in the instructions that you have received.
