Psychometric Testing
Psychometric tests may be used as part of a selection process. They are commonly used for managerial positions, but you may encounter them elsewhere. Tests should also only be a part of the decision making process. You cannot "fail" tests.
For aptitude and ability tests you can practice for the problems you are likely to encounter. There is nothing you can do to prepare yourself for personality profiles. Don't try and manipulate the results. The best approach is to answer honestly.
Aptitude and Ability Tests
- These types of tests assess a candidate's ability in a specified domain e.g. numerical reasoning, verbal analysis.
- The types of exercises vary from test to test but are usually related to a specific requirement of the role. They are good at predicting how well you will perform in certain aspects of the job.
- These types of tests are normally "speed" tests. You will usually find you cannot answer all of the questions within the given timeframe.
- Your results are normally given as a percentile. This makes for easy comparison with other people's results.
Personality Profiles
- These types of exercises usually ask you to indicate your preference for a word or statement. They normally tap into a number of dimensions e.g. dominance, sociability. These dimensions should be linked to the required competencies of the job.
- They are not normally speed exercises. They generate scores across a number of dimensions and the recruiter will match these scores with the requirements of the role.
- When you answer these types of exercises, be as truthful as you can. It is usually a good idea not to ponder too long over the statements.
Work Sample Tests
- These types of exercises require you to carry out some function of the role e.g. design a business plan, present a document, etc.
Feedback from Psychological Tests
You are entitled to receive full feedback from a person qualified to interpret the tests. We strongly recommend you make use of this for development purposes.
