Psychometric tests are seldom used in isolation and represent just one of the methods used by employers in the selection process. The usual procedures for selecting candidates still apply, for example: A job is advertised and you are invited to send in your resume, which is then checked to see if the organisation thinks that your experience and qualifications are suitable.
It is only after this initial screening that you may be asked to sit a psychometric test. These tests aim to measure attributes like intelligence, aptitude and personality, providing a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.
There are two main types of psychometric tests:
- Aptitude / Ability Tests – Measure your ability to perform or carry out different tasks.
- Personality Questionnaires - Measure your way of doing things, and specifically the way you interact with your environment and other people.
Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions.
Verbal Ability - These include questions which test your ability to spell words correctly, use correct grammar, understand analogies and follow detailed written instructions.
Numeric Ability - These include questions on basic arithmetic, number sequences and simple mathematics. In more complex numerical critical reasoning questions, blocks of information are provided that require interpretation.
Abstract Reasoning - These tests are usually based on diagrams and measure your ability to identify the underlying logic of a pattern and then determine the solution.
Spatial Reasoning - These tests measure your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures.
Mechanical Reasoning - These tests are designed to assess your knowledge of physical and mechanical principles.
The principle behind personality questionnaires is that it is possible to quantify your personality by asking you about your feelings, thoughts and behavior. You will be presented with statements describing various ways of feeling or acting and asked to answer each one on a scale. For example -:
1. I enjoy taking risks?
A) True B) False
2. I like to be the center of attention?
A) strongly disagree B) disagree C) neutrals D) agree E) strongly agree
The number of questions you are expected to answer varies from about 50 to 500 depending on the particular questionnaire used by the employer.
Personality has a significant role to play in providing answers to questions the employer may have regarding your enthusiasm and motivation as well as providing an insight into whether you are going to fit in, in terms of your personality, attitude and general work style.For More Information Visit on this link