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Advice on Psychometric Testing

Home / For Job Seekers / Career Advice and Tips / Advice on Psychometric Testing

Advice on Psychometric Testing

 

Psychometric testing is an increasingly common tool used in the recruitment process. It is often the final stage before a formal offer is made, and is intended to help an organisation determine who is the best fit for a role both in terms of ability and personality.

 

They frequently cover two primary areas – ability tests and personality profiling.

 

Ability tests

Ability tests measure your intellectual abilities as well as your potential to learn and understand new information in a limited timeframe. They tend to be multiple-choice questions, where you have to choose one correct answer from several answer options. The most common ability tests include:

  • Verbal reasoning (analysing written information)
  • Numerical reasoning (interpreting numerical/statistical data)
  • Abstract reasoning (analysing a problem presented visually)

Personality Profiling

Personality questionnaires assess your behavioural style, opinions and motivations to understand how you would typically respond to the work environment. As well as revealing your interests, preferences and values in a work context, personality questionnaires aim to establish how you:

  • Think, feel and act in different situations
  • Relate to others
  • Approach and solve problems
  • Cope with conflict and stress.

There are no right or wrong answers in personality questionnaires, you simply need to answer honestly and consistently.

 

Psychometric testing can also be used in succession planning to identify areas for development.

 

To find out what you can expect, click below to view example questions:

 

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