Psychometric tests in Canada:
Assess the skills and the personality
of your employees

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As part of recruitment, competency evaluation, or strategic talent management, psychometric testing in Canada has become an essential lever. When integrated into structured assessment processes, it goes far beyond the CV by providing a nuanced understanding of abilities, behaviors, potential, and leadership dynamics.

Through psychometric evaluation — including personality assessments for recruitment — you can accurately identify strengths, core motivations, potential risk areas, and performance drivers of your candidates and employees. This approach enables you to secure hiring decisions, anticipate onboarding challenges, and effectively manage talent development.

At Morgan Philips Group Canada, our certified coaches and occupational psychology experts design and deliver tailored assessment solutions aligned with your organizational challenges and culture.

Executive Assessment for Leaders and Senior Managers

Hogan Assessments is the global benchmark in workplace personality assessment. Built on more than 30 years of scientific research, the tool has been used for over 13 million assessments across 180 countries. Recognized for its reliability in predicting professional performance, Hogan assessments also stand out through their unique approach to reputation: they evaluate how others perceive you and the impact you create in your professional environment.

A combination of three assessments (HPI, HDS, MVPI) designed to support objective hiring decisions, secure strategic appointments, and anticipate development or onboarding needs.

Steps of the assessment :

01.

Scoping
the Need

Discussion with the hiring stakeholder (CEO, HR, direct manager) to understand the strategic context, leadership culture, and success criteria.
Objective: Establish a relevant and tailored evaluation framework.

02.

Assessment Administration

Completion of three online Hogan assessments (45 to 60 minutes) to evaluate leadership styles, derailers under pressure, and core drivers.

03.

Results
Analysis

Cross-analysis of the three dimensions and subscales to identify strengths, early warning signals, inconsistencies, or reputational risks.
Objective: Assess alignment between the role, the culture, and the candidate.

04.

Candidate
Debrief

A confidential and structured 1.5 to 2-hour session to review results in light of the candidate’s background, target role, and company culture.
Validation or refinement of key hypotheses, with a focus on success drivers and potential risks.
Objective: Refine role–profile fit, define the foundations for successful onboarding, and identify associated risks.

05.

Client
Debrief

Executive summary report and targeted discussion with the stakeholder to present key decision-making insights.
Exchange on strengths, potential concerns, and success conditions.
Structured synthesis focused on role, culture, and environment fit.

Make better decisions at every stage
of the employee journey.

Talk to a coach

Two levels of assessment tailored to your needs

Executive Assessment

For executive and senior leadership positions with significant strategic responsibilities

An in-depth assessment designed to evaluate an executive’s leadership style, performance drivers, potential behaviours under pressure, and alignment with the organisation’s culture and strategic priorities.

The assessment includes:

Strategic needs and context briefing – 1 hour
Completion of Hogan questionnaires
In-depth leadership profile analysis
Individual candidate feedback session – 1.5 to 2 hours
Executive summary and detailed report
Feedback session with the sponsor – 1 hour

Objective: support critical hiring or appointment decisions by providing an in-depth understanding of the individual’s leadership potential, key success factors and potential areas of risk.

Manager & key professional assessment

For management positions and other key roles within the organisation

The assessment includes:

Role expectations briefing – 30 minutes
Completion of a tailored Hogan questionnaire
Targeted analysis based on the key requirements of the role
Individual candidate feedback session – 1 hour
Practical summary report
Feedback session with the recruiter – 1 hour

Objective: support critical hiring or appointment decisions by providing an in-depth understanding of the individual’s leadership potential, key success factors and potential areas of risk.

Need support from our consultants specialized in psychometric tests in Canada?

Trust Morgan Philips Canada’s consultants specialized in psychometric tests to help you better understand the potential, skills, and personality of your employees. Using reliable and scientifically validated tools, we support you in making informed decisions in recruitment, talent development, and workforce management.

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Frequently Asked Questions

What is a psychometric test in Canada?

A psychometric test is a standardised candidate assessment tool used to measure and assess various psychological characteristics, such as aptitudes, skills, personality traits, attitudes and values. These tests are designed to be objective and reliable, making it possible to compare results between different people.

Here are some commonly used characteristics:

Standardisation: Tests are administered and scored in a uniform way for all participants, ensuring that the conditions for taking them are the same for everyone.
Validity: The test measures what it is supposed to measure. For example, an IQ test should measure intelligence.
Reliability: The test produces results that are consistent and stable over time. If a person takes the same test several times, the results should be similar.
Norms: Responses are often compared to norms established on the basis of a representative sample of the population, enabling individual scores to be interpreted in relation to a reference.

Where can I take a psychometric test in Canada?

Taking a psychometric test in Canada can be done in a variety of contexts, depending on the purpose of the test. Certain educational establishments or psychologists may offer this type of service. When recruiting for a new position, the most advanced recruitment agencies such as Morgan Philips use these tests to assess candidates' skills and personality traits. Make sure that the people taking the tests are trained and qualified in psychology so that they can interpret your score correctly and make a good assessment of your answers.

How do I choose a psychometric test?

Choosing an appropriate psychometric test depends on the specific objective you wish to achieve. After analysing your needs and objectives, here are a few tips to help you choose the right place to take a psychometric test:

Check the qualifications of the people administering the test. They must be chartered psychologists or certified counsellors in psychometrics or occupational psychology. This stage is important for interpreting your score and answers and adapting them to your personal or professional goals (for a job search or a new position, for example).
Check the validity and reliability of the test you want to take. Many online platforms offer non-accredited tests with no added value. Make sure the test is scientifically validated.
Costs may vary depending on where you take the test. Find out what the test actually measures, the depth of the analysis, the scale used and the quality of the explanation of the results so that you get good value for money.
Pay attention to the confidentiality and use of your test results. Make sure that your results are treated confidentially and used in accordance with your expectations.

Why do Canadian companies use psychometric assessments?

They help organizations make objective hiring decisions, reduce recruitment risks, identify high-potential employees, and build succession plans.

How do you prepare for a psychometric test?

Preparation involves practicing reasoning questions, familiarising yourself with test formats, managing time effectively, and staying calm to perform at your best.

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