So here we are, fresh out of school (or maybe with our school days well behind us) and we are faced with another test. Oh no! Not another test! You may feel that once they get into the world of work that dreaded tests would be over. But it isn’t so. Often times when applying for jobs, especially high profile and high-level ones, Human Resource departments may opt into using psychometric tests to assess a candidate’s personality and suitability for the job.
So, what is a psychometric test, exactly? Well, they are programmes designed to assess your intelligence, skills and personality in recruitment. HR departments invest in these sophisticated options to see who is most suitable for the job at hand. The tests, based on a series of questions categorized by various psych dimensions, accurately evaluate the individual’s capacity to cope, process information, and work with others.
There are different types of tests too. Firstly, there are aptitude tests specific to the general skill sets of a job profile. There are also skill tests that assess the skill level of a candidate. And, there are personality tests where recruiters evaluate applicants on their behaviour and overall approach to work. These tests can take various formats as well and can be administered through numerical reasoning, verbal reasoning, inductive reasoning, diagrammatic reasoning, error checking, and logical reasoning.
To get prepared for the various kinds of psychometric tests see the below points.
How to Prepare for Psychometric Tests:
It helps to review the type of tests out there and we encourage you to search for similar versions online that you can practice with for free. As a recruit, you should also try to become more familiar with the types of tests that exist in your area of recruitment and practice with basic word games (like Crosswords), number puzzles (like Sudoku), and other memory games to keep your thinking sharp.
You should also treat the test like an interview. Getting plenty of rest and sleep beforehand helps. Dressing comfortably yet appropriately are often overlooked when approaching the psychometric test. It helps that even when taking the test, you focus on the way you approach the task – thinking of it as a work-related task. If you are successful in securing the job up for grabs, how would you be expected to work? What kind of style is best suited to the job? If these questions are easily discerned, then you will be one step closer to being better prepared for the test and by extension, the job.
Also, despite the advice shared on preparedness and practice, it is key that you understand that psychometric tests are developed to identify the true person behind the application. With this in mind, it is important that you answer with honesty and not with ideas that you think employers will want to read.
Why Companies use Psychometric Tests:
The results generated from these tests provide summaries on candidate profiles. Interviews, in contrast, do not offer the dimensions of understanding that psychometric tests bring to the table. Unlike interviews, these tests uncover if a candidate is overqualified for the role. The results are very difficult to fake. Employers use psychometric tests because they leverage accuracy, consistent results, and generate data at the very early stages of the employer/employee relationship. With this information, recruiters can compare candidates with deeper insight and therefore make better hiring decisions.
Ultimately, companies are looking for the best fit. They want to build teams that work well together. They also want to maintain high employee retention rates. And so, these kinds of tests can offer some degree of accuracy and reassurance that employers are making the right decision when they approve a CV and candidate.
Tips to Acing Psychometric Tests:
• Aim to complete the questions in the test, but don’t stress too much if you can’t
• Maintain a serious attitude and focus throughout the assessment
• Ensure you demonstrate your full potential
• Take a break in between questions (if you can) since some tests are not timed
• Don’t be fake in your responses on personality questions
• Revisit previous questions if the software allows
• Have a calculator handy if you are taking a numerical reasoning test
Psychometric tests are not the kind of tests that we may think they are. No A’s B’s or fails here! What these tests offer are detailed reports that reveal key aspects of our professional personalities. This information can be rather illuminating for some candidates since they explain the motivations behind key actions that drive or hinder individual success. Although subjective in analysis, candidates should review their reports objectively and exercise a renewed understanding of their professional selves.
Good luck!
