23 May 2020
Even in these COVID-19 times, you may need to take Psychometric Tests when applying for a job. This week Nikki Pham from Practice Aptitude Tests, an organisation providing practice tests, tells us why preparation is essential…
Psychometric Tests are used in recruitment as an assessment during the early stages of the application process. If you have only briefly heard of the concept, or if you have never even encountered them at all, read on for a guide to get you started with psychometric tests.
Photo by Danielle MacInnes on Unsplash
Types of Psychometric Tests
Psychometric Tests come in all shapes and sizes, but overall, they aim to measure a number of key employability attributes like logical and analytical thinking, communication and interpersonal skills, numeracy and literacy proficiency or simply how one’s personality fits with an organisation. Some of the top Psychometric Tests include:
● Numerical Reasoning Tests or Basic Numeracy Tests - they assess how quick and accurate you are with numbers and basic mathematical principles
● Verbal Reasoning Tests or Basic Comprehension Tests - these determine your literacy and analytical skills when going through bulks of written information.
● Diagrammatic Reasoning Tests, Abstract Reasoning Tests or Inductive Reasoning Tests - they use shapes and symbols instead of words or numbers to reveal your natural logical thinking ability
● Situational Judgement Tests, Personality Assessments or E-Tray Exercises - these might come in slightly different format and style, but the common aim is to evaluate how a candidate might behave in the workplace and fit in to the team.
There are also other ‘niche’ Psychometric Tests like Spatial Reasoning Tests, Financial Reasoning Tests, Mechanical Reasoning Tests or Error Checking Tests, but they are often used in applications for a specific specialist role or industry.
Where they are often seen
With the ability to offer employers unbiased results and build objective pictures of candidates, over work experience or what is stated on a CV or cover letter; Psychometric Tests are seen mainly in the recruitment process for entry-level roles like internships, industrial placements or graduate schemes. It is also more often than not that they are trusted by larger global employers, like EY, PWC, Deloitte, Ikea, Hilton, Admiral and many more; due to the huge pool of talents interested in being a part of their organisation every year. These tests are a solution to make recruitment more efficient for these companies and also give less experienced candidates an opportunity to demonstrate their potential.
General tips and tricks
The key to passing psychometric tests is to practice. You can find thousands of questions at Practice Aptitude Tests. While practicing, spend time on your weakest areas to help you improve. Study solutions and repeat until you start to feel more confident. When you’re ready, take some timed simulations to practice working under time pressure. The more you do this, the calmer you’ll be on the day. And the calmer you are on the day, the better your scores will be.By Nikki Pham, Practice Aptitude Tests
Free practice tests including Personality Insight are also available at The Career Centre