Directory Image
This website uses cookies to improve user experience. By using our website you consent to all cookies in accordance with our Privacy Policy.

Interview tips: psychometric tests

Author: Akil Bugediwala
by Akil Bugediwala
Posted: Apr 21, 2014

Psychometric tests are used to recognize a candidate's aptitudes, personality, or ability. Tests have been established in excess of many years and are frequently used with definite groups defined by age, prior instructive level or type of job.

Most psychometric tests are performed online, although you may find some remain as hard-copy questionnaires. Some tests permit you to save your answers and return to complete the test at a later stage; others are timed.

Check if you can go back and revise an answer before you start on a test, as some tests do not let you to go back to a question once you have moved on.

Tests are often used for first round transmission or may be used as part of a review center.

Types of psychometric test

Psychometric tests are normally used as part of an employment process. Employers apply them to grow insights into a candidate's skills and personality which can be more objective, trustworthy and systematically legal than an interview alone.

Psychometric tests are attractive more and more popular, mostly in large organizations, where higher-ranking board may be impassive from the enrollment process although seeks to make sure definite benchmarks are met as soon as recruiting new employees.

There are two big categories of psychometric tests: personality & career tests and aptitude & skills tests.

1. Personality & Career Tests

These will appear at areas such as:

  • Ways of thinking, feeling and acting in unusual situations;
  • Interpersonal style, argument style, leadership style;
  • Patterns of coping with stress;
  • Interests - how much do you be fond of carrying out a range of types of activities at work;
  • Motivations – the energy with which you approach your work and the different conditions which increase or decrease your motivation; and
  • Job values– what factors build work meaningful for you.

2. Aptitude & Skills Tests

These are intended to test the definite skills of a candidate. They challenge to provide an employer an objective indication of a candidate’s abilities in areas like:

  • Verbal Reasoning - important assessment of written information plus reading comprehension.
  • Numerical Reasoning - logical interpretation of numerical as well as statistical information.

Abstract, Mechanical or Spatial Reasoning - pattern recognition, logic and how quickly a candidate may be able to learn and master a new task.

How do I pass a psychometric test?

Remember, there are no rights or wrong answers in personality tests, and aptitude tests are often used as a initial point for recruitment.

As soon as taking these tests, make sure you:

  • Read the information carefully;
  • Work through efficiently and accurately;
  • Don't try to presumption the exactly answer;
  • Answer honestly;
  • Practice so that you're not distracted by the method or formatting of questions;
  • Pay concentration to what you're being asked but don't dwell for long - move to the next question if you're unsure.

Other simple ways to prepare for psychometric tests include:

  • Practice Puzzles – crossword puzzles, word games, mathematical teasers and puzzles with diagrams.
  • Numerical Reasoning Skills – practice addition, subtraction, division, multiplication and calculations of percentages and ratios arithmetic both with and without a calculator. Don’t overlook that the ability to extract information from charts and graphs is also frequently tested.
  • Verbal Reasoning Skills – Read significant technical reports, academic or business journals and practice extracting the most important points and summarize their meaning if you have time.

Advantages of Psychometric Tests

Psychometric tests can be of assistance to build personnel and career-related assessments additional objective.

These tests also save a great deal of time. They're in general extremely easy to administer, and they can be certain to a group of people easily. (Several new types of assessments must be given individually.) Psychometric tests are also easily scored, so results come back rapidly and reliably.

Loads of these tests are fulfilled using software programs, and various can still be accomplished online. This, again, provides a time advantage, and it can ease costs significantly compared to other methods. People can take the tests from anywhere, and the results are accurately scored every time.

Key Points

Assessing and appraising people are a extremely complex and subjective process, and psychometric tests are a good way of objectively assessing people's "hidden" traits.

From recruitment to long-term career development, these tests offer a vast deal of consistent information to make essential personnel decisions. If you utilize the tests, guarantee that they are proper for you requirements, and that they've been carefully evaluated.

Where can I practice psychometric tests?

Your careers or employ ability service may grant training or do in a variety of psychometric tests.

It's as well importance visiting the website of the organization to which you are applying, as some great companies provide practice testing and coaching on how to get better scores, even though there possibly will be a cost.

For advice, information and practice tests (some organizations may charge), visit:

Super Success

About the Author

Super success training was created with a vision to bring candidates, companies and institutions together.

Rate this Article
Leave a Comment
Author Thumbnail
I Agree:
Comment 
Pictures
Author: Akil Bugediwala

Akil Bugediwala

Member since: Mar 31, 2014
Published articles: 1

Related Articles