The word psychometrics translates from its Greek origin as mind (psyche) and measures (metrics) although over recent times it has become more widely known as "Occupational Testing" because its use has been predominantly focused within the recruiting and work environment. Psychometrics is not actually a new concept as the process of evaluating individual ability has been around for centuries although testing has been evolving into its current form since the 1880s and continues to do so today.

Over the last few years personality profiling has been added to other components that make up Occupational Testing (Aptitude and Job Sampling Tests for example) although critics would say that measuring a personality is difficult because amongst other things it is a) not simple to explain and b) our personalities are after all unique to each of us. In that case if it cannot be defined then how can it be measured and what in fact is being measured?

All tests currently in common use have undergone rigorous validation methods for accuracy and relevancy so it is important that any psychometric test is conducted by and feedback delivered from a suitably qualified and licensed test practitioner to avoid misinterpretation as tests could potentially be abused if used or interpreted inappropriately. Nonetheless, psychometric testing (including personality profiling) is extensively used world-wide by companies and consultants primarily for recruitment to assess an individual's suitability for a particular role but it is becoming an increasingly popular tool for determining employee training and development needs as well as the suitability for promotion or alternative employment within the organisation. It must be stressed however, that any type of testing will normally only form part of the assessment process and the results taken into account along with all the other elements that are deployed during the interview and selection process.