Please tell us what psychometric assessment tools you would use or justify why you would not use any psychometric assessments for the role of hiring a User Experience (UX) Designer.

1. Psychometric test name - include name of the assessment (e.g. Watson-Glaser II Critical Thinking Appraisal)

2. What does the assessment measure? - provide detail of the personality traits, motivational facets, or the abilities that this assessment assesses.

3. Test publisher or source, include website: (e.g. Pearson TalentLens - http://www.talentlens.com.au/our-tests/recruitment)

4. Timing - is this assessment timed or untimed? If timed, what is the time limit for this assessment. If untimed, what is the estimate for the time required for candidates to complete this assessment?

5. Administration method - will this test be administered supervised or unsupervised. Why?

6. Cut off and/or norm group - will there be a cut off you will use for your ability assessment? (cut offs not relevant for personality or motivation assessments) What norm groups will be used to help you interpret the scores for this assessment?

7. Selection criteria to be assessed - which of your job role's selection criteria are you assessing with this psychometric assessment?