Psychometric tests are often used as part of the recruitment process and are a way for employers to assess your intelligence, skills, and personality. Recruiters use the results from these tests to determine whether you would be a suitable match for the company to which you are applying.
WHY the tests are important?
- Allowing candidates to be compared in ability term without unconscious bias
- Recruitment process more efficient and reduce HR costs
- Prove the reliable indicators of future job performance
- Present a professional company brand
WHO will take these tests?
Normally are all candidates, especially for graduated scheme or internship program.
WHEN we can have the tests?
- Immediately after you submit your application form
- Add-on to your interview
- Immediately before or after your actual interview
WHERE we can meet the tests?
The tests are structured to accurately evaluate your capacity to work with others, process information and cope with the stresses of the job. The vast majority of psychometric tests are now taken online, though very occasionally an employer may use a paper test.
WHAT are the Psychometric tests?
There are essentially three categories: aptitude tests, skills tests, and personality tests.
Aptitude tests aim to assess a specific or general set of skills, though this often depends on the type of job that you are applying for. Categories found within this group include:
Numerical reasoning test:
Used to identify how you interpret data, often via a combination of written and statistical information presented in reports, graphs or charts. This can also be used to assess basic mathematical abilities.
Verbal reasoning test:
Used as a way to determine your ability to evaluate detailed written information so as to make an informed decision.
Inductive reasoning test:
These require you to identify trends or patterns, typically using diagrammatic information.
Diagrammatic reasoning test:
These assess your capacity for logical reasoning, using flowcharts and diagrams.
Logical reasoning test:
Aims to evaluate your skills in reaching a conclusion. You may be provided with some information and then asked to make a decision on what you have been provided with.
Error checking test:
Assesses your ability to quickly identify any errors in complex data sets such as codes, or combinations of alphanumeric characters.
Skills tests represent a way for employers to evaluate how quickly you can learn a new skill to competently carry out the job you are applying for.
Depending on the job you are hoping to secure, the aptitude test may include something such as designing a basic web page (if you are applying to be a designer) or a financial modeling task (if you are applying for a quantitative role in finance).
Both capability and skill tests are assessed through paper-based exercises consisting of multiple-choice questions completed under exam conditions.
Personality assessments enable employers to evaluate your suitability based on your behavior and the way in which you approach your work.
This will be used to determine how well you will fit into the organization and the culture of the business. Your responses will often be cross-referenced with those of a top-performing employee or successful manager, which will be an indication as to whether you share the same characteristics.
Employers look at many factors during the recruitment process, from your knowledge and experience through to your aptitude in areas such as decision making and teamwork.
HOW we can prepare to pass the test?
Practicing similar aptitude tests beforehand is likely to improve your performance in the real tests.
As such, try to become more familiar with the types of tests you may face by completing practice questions. Even basic word and number puzzles may help you become familiar with the comprehension and arithmetic aspects of some tests.
We will post some tests in Interview Questions for your practice. The answer will be announced after 24 hours from the post.
Let’s prepare and take the test!