Psychometric tests

What are psychometric tests? arguments and statements to pick out key
Psychometric tests are used as part of the overall messages
recruitment process for a wide range of sectors and • Numerical ‐ assess how well you interpret data,
roles. They are thought to be a good indicator of a graphs, charts or statistics
candidate’s ability and are often used during the early • Diagrammatic/Spatial Reasoning - assess
stages of the assessment process to filter large your ability to analyse and identify patterns and
numbers of applicants. Most tests are completed logical flow in shapes and symbols
online, under timed conditions. There isn’t usually an • Logical Reasoning - assess how well you apply
option of a retake and if you don’t pass the test, you rules to basic information and follow through to
are unlikely to be able to proceed with your arrive at an answer
application. • Situational Judgement - assess your response
to a realistic situation that you could face in the
Why are psychometric tests used? workplace
Psychometric tests give everyone the same • Specific Entrance Test - some professions such
opportunity to do their best. They are used because as Medicine, Dentistry and Law have specific entry
they: tests as part of the admission criteria for Graduate
• Provide an unbiased account of each candidate’s Entry Programmes or the Bar Professional
strengths and abilities Training Course
• Have a standardised design, giving all candidates
the same assessment experience
• Identify candidates who have the skills and
“Psychometric tests are
abilities that are essential for success in the role thought to be a good indicator
• Give an insight into a candidate’s personality and
motivation, helping to identify those with the of a candidate’s ability and are
closest match to the company and the role
often used during the early
What are ability/aptitude tests? stages of the assessment
Ability or aptitude tests look at how you process and
reason with different kinds of information, including process to filer large numbers
verbal and numerical, and they assess specific skills
and abilities that are relevant to the role. Most use a of applicants.”
multiple-choice or true/false format, with one right
answer to each question. What are personality assessments?
Personality questionnaires provide information about
These tests are likely to be timed, so it is important to how you are likely to behave in a given situation and
work as quickly and accurately as possible. Unless you can suggest how you might fit with the role and the
lose marks for a wrong answer (this is called negative organisation. The questionnaires are descriptive,
marking and will be explained in the instructions if it is showing how or why you may do things rather than
applicable) or you get stuck on a question, it is a good your ability. Questions relate to different aspects of
idea to make an ‘educated guess’ rather than missing your personality, such as your working style, how you
it out. All tests will start with example questions and interact with other people and what motivates you.
instructions. Make sure you understand the answers They are usually designed to reflect workplace
to these and ask for a repeat of the instructions if you behaviours, so try to focus on your university or work
are unclear. preferences, rather than your social life.

Common types of tests are: These assessments are usually untimed and there are
• Verbal Reasoning ‐ assess how well you no right or wrong answers. Employers are likely to use
understand written information, reviewing your results as a starting point for discussing your
experiences and interests in the interview.

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What are gamification/games based • Make sure you will not be interrupted – it is
assessments? important that you concentrate fully on what
Games-based assessments are on the increase and you’re doing
are generally used in the early stages of the • Don’t rush, but work quickly – particularly if you’re
application process, alongside other traditional being timed
psychometric testing. These behavioural assessments • You can skip questions you’re unsure of, answer
provide a data-driven and unbiased way to assess those you’re more confident with and return to
how a candidate fits the role. the difficult ones at the end of the test if you have
• Gamification may seem an enjoyable way to some time left
undergo psychometric testing – but remember, • Make time to complete the assessment before the
you are being assessed! Stay focussed and take it deadline – don’t leave it until the last day
seriously • Ensure that your technology is working, fully
• Don’t worry if you’re not a keen gamer – no charged and that any software is up to date
previous gaming experience is required to perform • Ensure that you have everything you need before
well starting the assessment (calculator, note pad, pen
etc)
What are virtual reality exercises? • Ask for feedback on your ability test results. This
The virtual reality exercise is a new development in could help you to identify your stronger and
the type of tests set at assessment centres. It is weaker areas and may help you to prepare for
similar to a situational judgement test and uses virtual future tests
reality technology to create an immersive and • Be aware that you may be asked to redo a similar
interactive environment in which candidates test if your application is taken forward to ensure
experience simulated scenarios and attempt to solve that you personally completed the online test - so
problems or complete challenges. don’t ask someone else to take the test for you

What useful resources are available? Declaring a disability

There are lots of free practice tests available online – If you have a disability which you feel might affect
here are just a few websites to check out: your performance, make sure the person who has
• SHL: https://www.shldirect.com/en/assessment- invited you to take the test is aware at the earliest
advice/assessment-advice/ opportunity, so you can discuss any possible
• Saville: adjustments to the assessments to ensure you are not
https://www.savilleassessment.com/practice- disadvantaged in any way.
tests/
• Human Metrics (Myers Briggs personality type For all assessments, it is a good idea to complete any
questionnaire): practice tests available, to give you a clearer idea of
http://www.humanmetrics.com/cgi‐ how your disability might affect you.
win/jtypes2.asp
• Talent Q Dimension: www.trytalentq.com How can I get further support?
• Practice Aptitude Tests You can receive peer to peer career support from our
https://www.practiceaptitudetests.com/ Career Coaches who can be found in our Career
• Business Psychologist Mark Parkinson’s website Studio in the Student Hub, Science Centre on Leek
has a comprehensive list of practice tests and Road. The Career Studio is open Monday-Thursday
questionnaires: 10am-6pm and Friday 10am-4.30pm. You can also
http://markparkinson.co.uk/psychometric_links.ht receive career support via email at
m [email protected].

Top tips
• If you can choose when to take the test, select a Other leaflets in this series:
time of day when you work best
• Take as many practice tests as possible to get Psychometric tests
familiar with the format and types of questions.
You will find that your speed, accuracy and Interview advice
timings improve - key factors that affect your
performance Graduate job hunting
• Read or listen carefully to all instructions including
the time allowed to complete the test Available online at www.staffs.ac.uk
or from the Career Studio

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