Demonstrate personality’s impact on organizational success, pioneering the use of personality assessment to improve workplace performance.
Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role.
Psychometric tests are an objective way for recruiters to measure the potential of candidates to perform well in a job role. Traditionally recruiters studied your CV and qualifications, and made a decision based on an interview. Extensive research has shown that actually this is a fairly poor way to pick which candidates are going to be best for the job. What's a better way? You guessed it: a psychometric test. In fact, many employers use a combination of interviews, assessments and psychometric tests. The power of psychometric testing is that there is a strong correlation between test scores and job performance, i.e. if you score higly in a psychometric test, the chances are that you are going to perform well in the job. As an employer, their predictive qualities make psychometric tests very attractive. Add the fact that they can be administered quickly and efficiently on a large scale and you can see why psychometric tests have become the norm, especially for graduate recruitment.
The term 'psychometric test' is an umbrella term which covers both ability testing and personality profiling. On this page we give tips focusing on ability testing, since that is where the most advantage is gained from practice. At the bottom of this page there are links to the other types of psychometric test you are likely to encounter, including personality questionnaires.
Aptitude (or ability) test
Situational judgement test
Critical thinking test
Verbal reasoning test
As a candidate, the best way to prepare for your psychometric test is to practice, and find out more about it. On this page, we present the best advice from experts on how to achieve your full potential in your assessment. Psychometric tests are often just one part of a more extensive assessment center, where you might also be assessed in a group exercise, an in-tray exercise or a situational judgement test.
Most employers are using psychometric tests to measure the capabilities of applicants, compare the most able candidates, and find the best match between employer and employee. Employers love psychometric tests because they are a quick, effective way to sift through vast numbers of job applications. Candidates are less fond of psychometric tests, but you needn't be afraid of them. You can approach your test with confidence by reading our top tips and advice below.
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