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Equip offers two standardized psychometric evaluations: DISC and OCEAN (Big Five). Unlike a quiz or coding test, a psychometric test does not produce a percentage or a pass mark. This page explains why, and how to interpret the results instead.

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Why There Is No Score

Psychometric tests are subjective tests: they measure personality traits, not skills. There are no correct answers, so there is nothing to grade. Consider a typical question: “Do you agree that you are more creative than analytical?” Neither answer is right or wrong. The answer you prefer depends entirely on the role you are hiring for. Because there are no points to award, psychometric tests behave differently from every other test type:
  • They carry no numerical score on the results page.
  • You cannot assign them a weightage, so they are excluded from the Overall Assessment Score.
  • They have no time limit for candidates.
Psychometric tests are standardized: you cannot add, edit, or select their questions, and the questions are not randomized. If you want a scored personality-style questionnaire with your own questions and points, build a Custom Test instead.

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Reading Psychometric Results

Instead of a score, each candidate’s results page shows a personality graph summarizing where they fall on each trait.
1

Open the candidate's results

From the assessment results page, open the candidate whose psychometric results you want to review.
2

View the personality graph

The psychometric test shows a graph of the candidate’s traits rather than a score.
3

Hover over each trait

Hover on the graph to see a description of each trait and how to interpret the candidate’s position on it.
The traits shown depend on which test the assessment includes:
Read psychometric results against the role, not against other candidates. Decide first which traits matter for the position, then look for candidates whose profile matches. A sample full report is available on Equip’s psychometric test page.
Do not use psychometric results as an automatic filter or cutoff. They describe working style and temperament; combine them with skill tests and interviews before making a decision.

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Testing Shortlisted Candidates Separately

Many teams run skill tests first and reserve the psychometric test for candidates who clear that bar. You can do this by inviting your shortlist to a second assessment.
1

Export your shortlist

On the results page of your skills assessment, open the Shortlisted tab and use Export Results to get the candidates’ details.
2

Create a psychometric assessment

Create a new assessment containing only the psychometric test (DISC or OCEAN).
3

Invite the shortlisted candidates

Invite them by pasting comma-separated email addresses or uploading a CSV.