ADD ADVICE TO FAVPsychometric tests
Psychometric tests are often misunderstood. A lot of candidates mistakenly feel that they might be caught out or tripped up by giving a ’wrong’ answer – they won’t. Here’s the real facts about what recruiters can learn from psychometric tests.
What are psychometric tests?
There are generally two types of psychometric test:
- aptitude tests look at whether you can do the job
- personality questionnaires see if you’ve got the right personal style.
Practice tests
You can practise several different types of test at SHLDirect.
Where are psychometric tests used?
Psychometric tests are used by employers as part of their selection procedures. These tests are often used at assessment centres or after an interview at the employer’s office.
Aptitude tests
Aptitude tests measure things like numerical skills, verbal reasoning or abstract thinking. They are private-sector exams and you should prepare for them as you would for any exam:
- find out what you will be tested on
- revise it
- look at sample questions
- do practice tests.
Most employers will tell you which test you will be sitting and send a ’test taker’s guide’, which includes sample questions.
Look at the type of aptitude test you will be taking and revise that area. For example, if it’s in verbal reasoning, you could read some relevant business reports in order to familiarise yourself with their style. For more analytical tests, you could practise interpreting graphs. As these tests are timed, you should do a mock aptitude test beforehand.
Personality questionnaires
Personality questionnaires are impossible to fail. They examine how likely you are to fit into the role and company culture. For example, they may match your responses with those of a sample of successful managers.
Without insider information, it is impossible to know what the company is looking for. Therefore, the best policy is to always be honest. Avoid the temptation to guess what sort of answers they are looking for. It is often the relationship between the different parts of your personality that matters, not any one obvious trait.
It may be difficult to view a personality questionnaire as an opportunity for self-development, but by asking for feedback you will unlock some of their value. You may even find out that the job you always wanted does not suit who you are.
