Psychometric testing is considered as the intersection of the fields of psychology and business, with potential benefits to both employees and employers. Recommendations for maximising contributions of occupational testing are presented. These are evaluated across five phases of the assessment process. The first is choosing a test, bearing in mind both psychometric and practical qualities of measures. Next, ways to increase positive responses to testing are discussed. The process of administration is examined, with suggestions for improved accuracy. Recommendations for score interpretation are provided, taking measurement error into account. Finally, implications for communicating test results are drawn. It is explained that these facets of psychometric testing are key in ensuring accurate, meaningful and trustworthy workplace measurement.