Psychologically Sound Diagnostics for Non-Psychologists

Psychological diagnostics has a reputation: too academic, too complex, and definitely not for “normal HR people.” But small and mid-sized companies still face critical hiring decisions – and need methods that go deeper than gut feeling. So what if you don’t have a psychology degree, but still want to make better people decisions?

👉 This article is for you: a no-nonsense overview of what psychological diagnostics actually means – and how you can use it, even without a background in psychology.

What do we mean by “psychological diagnostics”?

Psychological diagnostics is not about psychoanalyzing people. At its core, it’s simply the structured measurement of human behaviour, personality, or abilities – based on science, not guesswork.

This includes:

• Personality assessments (e.g., Big Five, risk profiles)

• Ability tests (e.g., logical reasoning, verbal or numerical skills)

• Behavioural simulations (e.g., SJTs)

• Motivation and values assessments

If done right, these tools are standardised, validated, and help you predict future behaviour in a job-related context.

But I’m not a psychologist. Can I still use them?

Yes – and you should. Many tools today are designed for non-experts. They come with clear reports, intuitive dashboards, and often include automated interpretation guides. You don’t need to analyse raw data or write psychological reports. You just need to know what you’re looking for – and choose tools that match your hiring question.

Think of it this way: You don’t have to be a doctor to use a thermometer. But you should know when to use it, and how to read the numbers.

Need help finding the right tool?

We've done the legwork. Compare the top-rated diagnostics for leadership hiring — sorted by use case, cost, and scientific validity.

See the shortlist →

What matters when choosing a tool?

Here’s what you should look for – especially in an SME context:

• Validity: Does the tool measure what it claims to measure?

• Relevance: Is it linked to real workplace behaviour?

• Clarity: Are the results easy to understand and act on?

• Efficiency: Is it short enough not to scare people off?

Avoid tests that look flashy but have no scientific backing. And stay away from free tools unless you know their methodology. Cheap diagnostics can be more harmful than helpful.

Where do I start?

Start with your hiring need. Are you trying to understand leadership style, decision-making, team fit, or learning speed? Each of these questions points to a different kind of assessment. For example:

• Leadership fit → Try a behavioural SJT or a risk profile

• Learning ability → Use an abstract reasoning test

• Team compatibility → Look at values or personality-based tools

You’ll find concrete recommendations in our Tool Comparison Table, with reports and details for each assessment.

👉 Reports are attached to each tool entry – and also available as a separate download at the bottom of the page.