Psychometric tests are used to identify a candidate’s skills, knowledge and personality. These tests are increasingly popular in recruitment and are now used across many industries. They typically consist of numerical reasoning, verbal reasoning, diagrammatic reasoning and situational judgement tests, although new tests are always being developed.
Psychometric tests are designed to help employers objectively measure candidates cognitive abilities, attitudes, personality and knowledge. In the majority of cases, these tests involve multiple-choice questions to be completed in a tight time frame.
Psychometric tests are believed to be a reliable method of assessing employability skills in a sense that they provide a source of meaningful and consistent insights over time, regardless the specificity of a discipline to which they are being applied. It’s hardly impossible to avoid taking psychometrics tests if you think of joining any of the big players on the market.
Introducing psychometric tests
There are quite a few of psychometric tests out there, mainly because humans tend to have quite a lot of cognitive capabilities! In general, we can differentiate between aptitude tests and personality tests.
Such a broad overview of the skills psychometric tests probably has already given you clue how employers might want to you use them. Technically speaking, it’s all about assessing your cognitive and social powers which allow companies and organisations to streamline the process by finding the right candidates sooner.
Based on the answers to these tests employers can effectively build a personal profile and see if it matches with the company’s culture and the role in particular. The profiles are further used in providing an overview of how the person might perform and behave in the workplace.
One of the most common bits of advice you have probably heard is to practice these tests beforehand. Unfortunately, we can’t provide you with anything more revealing. We were founded on that belief that practice really does improve performance as candidates familiarise themselves with the types of tests they’ll face and hone the types of skills they’ll need.
If you’re unsure of certain questions or feel you have consistent weaknesses, look at the explanations and see how the professionals work out the answer. Often breaking down complicated questions into little steps can make it seem so much easier.
Types of Psychometric testing
Psychometric tests tips
One question = one minute rule
Make sure you understand how many questions you will have to answer and how long you have to complete the test. Usually, verbal reasoning tests consist of 15 to 20 questions and don’t last longer than 15 – 20 minutes.
Watch your timing
Don’t get stuck on one question. Work out roughly how much time you have per question before you start each test. If it feels like going through hell, keep going anyway – remember the easiest questions might follow later.
Practice in exam conditions
When you practice for your assessment, try to do so in the same conditions in which you will be sitting real recruitment test. Try quiet surroundings with minimal distractions at a table. This will not only keep you more focused but also make silence less daunting while sitting your real assessment.
Don't be complacent
There can be 100+ applicants per place on the most competitive roles so be prepared to put the work in beforehand to ensure you not only match up, but have an advantage.
Do your research
Find out from your employer what type of psychometric assessments they are going to want you to sit. If you’re not sure, simply ask them. Each job is different so the assessments will vary but as a starting point visit our top employers.
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