What are they?
Essentially, psychometric tests are tools for measuring the mind ('metric' = measure; 'psycho' = mind). There are two types of psychometric tests:
Aptitude tests: which assess your abilities. Personality questionnaires: which help to build up a profile of how you may behave in work situations and how you prefer to work.
How are they used?
Don't panic, pyschometric tests are used by employers in conjunction with more traditional selection methods, such as a one-to-one interview or an assessment centre. So if you don't do particularly well with the pyschometric tests you've always the chance to impress at an interview.
Employers can use these tests at any point during the selection process. Sometimes they are used at the beginning, as a way of screening out unsuitable candidates. Other employers prefer to use them towards the end of a selection process.
3. Why are they used and how do I prepare?
Why are they used?
Many employers believe that psychometric tests will give an indication of how you are likely to behave. This may help them assess whether you are able to do the job, whether your character is suited to the work and how you may cope with certain work situations.
How can I prepare for them?
Psychometric tests are testing your preferred way of working or trying to give a clearer indication of your personality and temperament in the workplace. They are not designed to test your memory or your knowledge like Highers or degree exams.
However, it does pay to familiarise yourself with typical questions, particularly in ability tests. Quite often a mediocre score can be vastly improved with practice.
4. Ability Tests
Also known as cognitive, aptitude or intelligence tests, these do not examine your general knowledge but test your critical reasoning skills under strictly timed conditions. There are many different types of tests depending on the type and level of job you're applying for. However, a typical test might have three different sections each testing a different ability e.g. verbal reasoning, numerical reasoning and diagrammatic or spatial reasoning. Typically, the test would allow 30 minutes for 30 or more questions.
You will always be given preparation time and sample questions.
Your score on these tests is compared to a 'norm group' which is usually made up of current jobholders who have done this test in the past. Employers can set their own standard in terms of how well you have to do in comparison with the 'norm group' in order to continue with the selection process. But as a general rule of thumb you should try to complete 70 - 80 per cent of the questions and aim to correctly answer at least two thirds of those which you've answered.
5. Personality Questionnaires
Your success in any given job depends upon your personality and characteristics. Even though you may be good at something, you may dislike doing it. Scoring well in an ability test doesn't always mean you are suited to doing a job. Personality questionnaires focus on aspects of your personality such as:
- How you relate to other people
- Your work style
- Your ability to deal with emotions (your own and other people's)
- Your motivation, determination and general outlook
- Your ability to handle stressful situations
Unlike ability tests, there are no right and wrong answers, although occasionally there is a time limit. Selectors will not be looking for a particular type of 'profile' but certain characteristics that are suited to the job.
6. How should I answer the questions?
The most important thing is to be yourself. Ultimately neither you, nor the employer will be happy if the real you is not on display in work. Many employers want candidates with a balance of qualities such as being able to work as part of a team, the ability to get a job done or remaining focused on your goals. But don't try and second guess the answers they want. Very often there are checks within questionnaires to detect whether you are giving a false impression.
