Psychometric tests

Psychometric tests are a standard and scientific method used to measure individuals' mental
capabilities and behavioural style. Psychometric tests are designed to measure candidates' suitability
for a role based on the required personality characteristics and aptitude (or cognitive abilities).

What are psychometric tests?

Psychometric tests are a standard and scientific method used to measure individuals' mental
capabilities and behavioural style. Psychometric tests are designed to measure candidates' suitability
for a role based on the required personality characteristics and aptitude (or cognitive abilities). They
identify the extent to which candidates' personality and cognitive abilities match those required to
perform the role. Employers use the information collected from the psychometric test to identify the
hidden aspects of candidates that are difficult to extract from a face-to-face interview.

Once the Human Resources manager, or person/s in charge of hiring, ascertains that you have
fulfilled the initial requirements for the position by reviewing your résumé , they will then send out a
letter with specific instructions for sitting the psychometric test. The prime objective of this is to
identify at an early stage those job applicants who are unlikely to fill the requirements of the position
on offer and consequently narrow the applications further.

Some job applicants believe that the psychometric test is not a good measure to assess their real
abilities, personality traits, and suitability for the job. However, the psychometric tests are statistically
examined, and are constructed to be objective and unbiased. This is done by using standard methods
of assessment so that everyone is presented with the same questions and instructions for completing
them. Our experience shows that psychometric tests are very reliable in predicting candidates'
performance, and in most cases the test report provides an accurate evaluation of the applicant.
However, this doesn't say that with a good preparation you can't improve your suitability for a
job. We have proven that an effective preparation which highlights your relevant strengths and
improves your weaknesses increases your chances to win the job you wish to get.
 Here are some valuable tips when you take your psychometric or aptitude test:
You can read more tips in our ‘Top 10 tips for psychometric tests’ article.
 You should aim at completing all the questions in the numerical reasoning test, but don’t stress too
much if you don’t. The test is designed so only 1% to 2% of test-takers can correctly answer all
questions within the time limit.
 The most difficult questions in the aptitude tests are typically placed at the end of the test. However,
every question in the aptitude tests is worth the same number of points. There's no bonus for figuring
out a hard question.
 When doing an aptitude test, don't stop working until the time runs out. Rather, go back (if allowed)
and re-examine the questions you were unsure of. We also suggest you double-check your answers to
the very first questions. It's precisely because these questions are generally very easy that people tend
to make simple mistakes with them.
 Some personality tests use specific questions to detect your level of honesty. One of these honesty
scales is called social desirability. The questions relating to this scale deal with undesirable
behaviours that most people would have demonstrated at least once in the past, such as “I have never
told a white lie, even to save someone's feelings”. A test-taker who denies these undesirable
behaviours that are extremely common will receive a high social desirability score which is used to
identify fakers.
 In some aptitude tests, you can't skip questions. In this case, if you hit a mental block, you have to
guess the answer to the question in front of you. Most test-takers waste more than a third of their time
bogged down on a handful of tough questions. You have to learn how to guess, move on, and cut
your losses after spending more than a few minutes on a question.
 Get familiar with the basic functions on your calculator. The numerical reasoning questions are
designed to measure your ability to interpret numerical data and use this data to make informed
decisions. They are not measuring your math skills. Therefore, in most cases you should be allowed
to use a simple calculator.
 In most cases, you will be asked to take a series of psychometric tests including timed and non-timed
tests. While you are allowed to complete them in one sitting, it is always recommended to have a
 break in between each test. Having a break to rest will help you to build up your mental capabilities
and avoid the tiredness effect which impairs your performance.
 Personality tests are designed so they include several questions measuring an identical personality
trait. Hence, consistency in the way you respond to questions is very important.
 Practice makes perfect. As with any other test, practising aptitude tests and getting familiarised with
the personality test reduces stress and other factors which impair your performance.
 Maintain a serious and concrete attitude throughout the course of your assessment day.
 Don’t be tempted to believe that our behaviour and responses are considered genuine only if we
answer test questions without preparation. Preparation is critical to ensure that you demonstrate your
full potential.

Compiled by: Dr.Mohammed Guthigar

https://www.psychometricinstitute.com.au/psychometricguide/introduction_to_psychometric_tests.html
Psychometric test tips
https://youtu.be/E7v3xjmrHDs for video