Don't be put off by the name psychometric tests are simply an employer's way of learning more about your work style and job-related abilities. Alongside interviews and reference checking, psychometric tests are a normal part of the hiring process, as well as a valuable tool to help employers make decisions about promotions, individuals' development needs and overall team dynamics. Not to worry; you cannot 'fail' tests. But you should be aware of what they are and how they work.
The main types of psychometric assessments are aptitude tests, ability tests and personality profiles.
Aptitude and ability tests
- Most tests involve a combination of verbal and numerical reasoning and are frequently multi-choice. They're usually short questions, and there's generally only one right answer.
- The types of exercises can vary but usually relate to specific requirements of the position. They're good at predicting how well you will perform in certain aspects of the role.
- At the test session, listen carefully to the instructions. Most ability tests are timed so make sure you know how long you have.
- Read each key question carefully before answering and look for a balance between speed and accuracy. If you are unsure of the answer to a quesion, give it your best shot and then move on. You'll usually find you can't answer all the questions within the allocated time.
- Personality questionnaires provide information about how you would typically behave at work. They explore things like how you relate to other people, your ability to deal with your own and other people's emotions, and the way you handle and solve problems.
- Be as truthful as possible.
- There isn't usually a time limit, but you should work throuogh the questions as quickly as you can.
- These types of exercises usually ask you to indicate your preference for a word or statement that focus on the way you will behave in a set of circumstances:
E.g. I prefer the company of people: (please circle one)
Rarely Sometimes I donít mind Often Always
- You may find it difficult to respond to some questions, as you feel that your behaviour would depend on the situation. Imagine you are in a work situation, rather than in a personal situation, and then go with your gut instinct.
- Remember, there are no right or wrong answers and do not answer the questions according to what you think the employer is looking for.
Feedback from psychometric tests
Feedback from psychometric tests
We recommend you request feedback on your tests, as this can be useful for your professional development. Make sure the feedback you are given is from a person qualified to interpret the tests.
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