PSYCHOMETRIC TEST

Psychometric Test:

Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments. These tests try to provide objective data for otherwise subjective measurements.

What do psychometric test measure?

Psychometric test can measure interests, personality and aptitude.

• Interest tests measure how people differ in their motivation, values and opinions in relation to their interests.
• Personality tests measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people.
• Aptitude tests measure how people differ in their ability to perform or carry out different tasks.

Psychometric tests are commonly used as part of a recruitment process. Employers use them to gain insights into a candidate’s skills and personality which can be more objective, reliable and scientifically valid than an interview alone. Psychometric tests are becoming increasingly popular, particularly in large organizations, where senior management may be removed from he recruitment process but seeks to ensure certain benchmarks are met when recruiting new employees. There are two broad categories of psychometric tests: a) Personality & career tests and b) Aptitude & skills tests.

Personality & Career Tests

These will look at areas such as:

• Ways of thinking, feeling and acting in different situations;
• Interpersonal style, conflict style, leadership style;
• Patterns of coping with stress;
• Interests – how much do you like carrying out various types of activities at work;
• Motivations – the energy with which you approach your work and the different conditions which increase or decrease your motivation; and
• Work values- what factors make work worthwhile for you.

Aptitude & Skills Tests:

These are designed to test the specific skills of a candidate. They attempt to give an employer an objective indication of a candidate’s abilities in areas like:

• Verbal Reasoning – critical evaluation of written information and reading comprehension.
• Numerical Reasoning – logical interpretation of numerical and statistical information.
• Abstract, Mechanical or Spatial Reasoning – pattern recognition, logic and how quickly a candidate may be able to learn and master a new task.

Advantages of Psychometric Tests:

• Psychometric tests can help to make personnel and career related assessments more objective.

• These tests also save a great deal of time. They’re typically very easy to administer, and they can be given to a group of people easily.

• Psychometric tests are also easily scored, so results come back quickly and reliably.

• Many of these tests are completed using software programs, and some can even be completed online. This, again, provides a time advantage, and it can reduce costs significantly compared to other methods.

• People can take the tests from anywhere, and the results are accurately scored each time.

Using Psychometric Tests:

Selection of personal:

These tests can help recruiters and hiring managers determine candidates who best fit a position

Individual development and training:

Psychometric tests can help you determine how best to improve current skills and performance.

Team building and development:

The tests help people to understand themselves and others, and help them to build and maintain positive workplace relationships.

Career development and progression:

Psychometric tests can help you uncover values and interests that are fundamental to overall career satisfaction.

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