Psychometric Assessment

Psychometric tests measure an individuals' mental capabilities and behavioural style.

To avoid hiring the wrong person, more and more employers are using psychometric assessment tools to learn more about potential employees. The tests are designed to measure a candidates' suitability for a role based on the required personality characterists and cognitive abilities.

Aptitude Tests

Aptitude tests can be used to measure either:

1. A candidate's general level of intelligence and ability
2. A person's ability or knowledge level in a particular area or field

Aptitude tests may be general or more specific, including:

• Abstract Reasoning: Tests a candidate's ability to understand and work with unfamiliar information to solve problems. The aim of an abstract reasoning test is to learn how well the candidate can think analytically and conceptually.
• Verbal Reasoning/Communication: Tests a candidate's ability to understand verbal descriptions or arguments in order to comprehend their meaning and draw conclusions.
• Numerical Reasoning: Tests a candidate's ability to analyse and understand numerical data and perform calculations. Topics covered include ratios, percentages, trends, and currency conversions.

Personality Tests

Personality tests are used to explore a candidate's preferences, attitudes and opinions, behaviour, motivation, interests and values. They help to identify how well a candidate suits a particular work environment or team.

• Make sure you understand the purpose of psychometric testing.
• There is no 'right' and 'wrong' answers in personality tests.
• Speed of completion can be a factor, so work as fast and as accurately as you can.
• Recognise your strengths and weaknesses! Employers make their selection based on a combination of these. Being strong in one area and weak in another does not necessarily count against you.
• Practise, practise, practise! And do so against the clock.
• Get a good night's sleep before doing the test.
• Keep calm and have a positive attitude!