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  Psychometric Test

The word psychometric is formed from the Greek words for mental and measurement. Psychometric tests attempt to objectively measure aspects of your mental ability or your personality. You are most likely to encounter psychometric testing as part of the recruitment or selection process and occupational psychometric tests are designed to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion. 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.

Types Of Psychometric Test

Personality tests aim to identify a personal type and there are no 'right or wrong' answers. They often take the form of paired items or pictures that you are asked to choose a preference. For example, would you rather read a book or go to a party?
To prepare for a personality test:

  • Practise using tests so that you are familiar with the style and format of questions;
  • Answer questions honestly and without trying to guess what is the 'right' answer;
  • Omit any questions that you do not understand.
  • Aptitude or ability tests are those that are designed to assess your reasoning or cognitive ability.

Aptitude tests are usually timed and include:

  • Verbal tests.
  • Numerical tests.
  • Spatial reasoning.
  • Subject/job-specific tests.

To prepare for an aptitude test:

  • Practise as many tests as possible;
  • Try to find out whether there are particular tests for your type of job or industry;
  • Ask your careers or employability service about which tests are best for practice