Different test providers and employers choose to convey results in different ways. Scores listed may include the raw score (number of correct responses given), attempted score, percentage accuracy or precision score (conveyed using three values: number of questions attempted, work rate and hit rate).
Psychometric Test For Dummies
The most useful type of feedback is test-dependent. For example, for situational judgement assessments, enquire about the alignment of your answers with the desired company behaviours/ethos. This is vital if you intend to reapply to the same company in the future.
Practice Aptitude Tests has a comprehensive catalogue of psychometric tests written by accredited professionals. To help you improve, we offer worked solutions for each test and an interactive dashboard to track your progress. Start your preparation today by trying out our free tests.
The best thing to do after receiving a disappointing result is to learn from the experience and improve. Try to obtain feedback on your performance and practice more of the tests, considering what you were able to glean from your unsuccessful attempt.
Many candidates find psychometric tests difficult, especially at the first attempt. The tests are hard so that employers can be confident they will filter candidates and retain the best applicants, including those best able to perform under pressure.
A psychometric test is an assessment designed to measure cognitive ability, personality or work behaviour, to indicate the potential of a job candidate to excel in a specific position or career. Psychometric testing takes various forms (eg numerical, mechanical, logical or verbal reasoning).
They are now a common hurdle, particularly in graduate scheme applications. The tests are often used in tandem with each other, the chosen test selection dictated by the career sector to which the applicant is applying.
Psychometric test scores do not stand alone but are often considered in combination with candidate CVs, cover letters and other assessment rounds such as more tailored, sector-specific tasks, role play scenarios and group interviews.
Try a free practice psychometric test from the 16 test types below to prepare for your aptitude tests. All our tests are written by accredited industry experts and are designed to replicate real exams used by leading employers.
Employers commonly receive an extremely high number of applications for any one role. Quick and easy to administer at scale, psychometric tests are an excellent way to reduce the size of the applicant pool.
The online tests are considered to be reliable indicators of candidate potential and suitability, as a strong correlation between a high score and subsequent high-quality performance in role has been identified.
Verbal and numerical reasoning tests tend to be most popular with employers, as they test key transferable comprehension and arithmetic skills. The testing of accuracy under pressure gives an indication as to how the candidate will cope in a demanding everyday role.
Here at Practice Aptitude Tests, we have broken down the structure and content of the different types of psychometric tests commonly encountered in the recruitment process. Explore the detail of each by reviewing the list below, so you know exactly what to expect from each type of ability test.
Numerical reasoning tests demonstrate your ability to deal with numbers quickly and accurately. The questions are not testing high-level ability, but your capacity to use simple mathematical concepts to analyse data and draw conclusions. They assess your knowledge of ratios, percentages, number sequences, data interpretation, financial analysis and currency conversion.
Mechanical reasoning tests challenge your understanding and application of mechanical concepts. You will be required to deduce the elements at work in a particular scenario and answer a directly related question. Usually specific to the sector, they require an element of background knowledge and experience. Common topics include forces, energy, electrics and gears.
Made up of non-verbal content, logical reasoning tests assess your ability to interpret shapes, numbers and patterns. Candidates must identify the next figure in the sequence from a selection of possibilities. These tests commonly encompass elements from both diagrammatic and numerical reasoning assessments.
Testing pure logical reasoning, diagrammatic tests involve the analysis of sequences of shapes and patterns. You will be required to identify the rule that governs the sequence in order to choose the next correct element from a provided selection, or to correctly apply the rule to a new scenario.
Abstract reasoning tests measure your ability to deduce the relationships between shapes and within patterns. They do not require any numerical or verbal analysis, but test your logic and lateral thinking, alongside your accuracy and speed.
A spatial reasoning or awareness test is used to assess your ability to identify patterns, visualise movements and mentally manipulate 2D or 3D objects. Common questions include identifying which image is a rotation of a given shape and which net corresponds to a certain 3D image.
Situational judgement tests are used to assess how you would approach different practical situations that may arise in the workplace. Your response to a series of hypothetical scenarios helps employers to judge whether your behaviour and attitude aligns with company expectation and ethos.
Any type of psychometric test will require you to answer multiple-choice questions within a given time limit (though sometimes personality tests have no time limit). Both test length and time provision will vary depending upon test type and provider.
If the number of questions seems overly ambitious in the given time, it may be that the test is intended to be ambitious. Focus on correctly answering the questions rapidly, but do not rush in order to finish the test.
It is common for multiple psychometric tests to be administered in the same session. For example, you may be required to sit a verbal reasoning test, followed by a numerical reasoning and a situational judgement assessment.Knowing as much as possible about the test structure beforehand will help you pin down the specifics of what to expect.
Once you find out that psychometric testing forms part of the job application process, enquire with your prospective employer as to the number and type of tests, along with the provider used. While they may not be able to reveal the provider to you, it is worth an ask given the variation between tests of the same type.
Whilst a select few employers may still administer paper versions, expect to sit your psychometric test(s) online. This will either be remotely (in your own home) or as part of an assessment centre (most common for graduate scheme applications). For tests that are sat at home, you will be provided with a time window (usually around 48 hours) in which to take the test.
Adaptive questioning algorithms are used by some test publishers. This means that question difficulty is dependent upon the number to correct answers logged. Do not be too surprised, therefore, if your questions increase in difficulty as you progress through the test.
A high score on your psychometric test means a greater chance of securing a coveted chance to impress at interview, so adequate preparation is key. For all psychometric tests, the best form of preparation is a copious amount of practice.
Once you have found out all you can about the type of test being set and the way it is being administered, settle into targeted question practice. This will reveal your strengths and weaknesses, allowing you to focus more time on improving your weakest areas.
Online practice will help you to become accustomed to the timing of the test. This will enable you to become better at achieving the right pace, ensuring full completion of the test with both speed and accuracy.
An initial number of our online psychometric tests of all types can be accessed for free, so you can start practicing with only a time investment. Our test catalogue can be browsed according to aptitude test type, publisher, employer or industry.
If you wish to take your practice to the next level and gain access to over 150 different psychometric tests, publisher and employer packages and full solution explanations, we offer a great value All Tests Package with 12-month access.
Today's job market is tough; it's dog-eat-dog, ruthless and competitive. Preparation is essential if you want to get the edge. As psychometric testing becomes standard for blue-chip companies to one-man bands this For Dummies guide could mean the difference between success and failure. As the world of HR embraces psychometric testing, more and more people are faced with the daunting prospect of having to sit these mysterious exams. The tests have become the standard way in which employers judge abilities - your capacity to work with numbers, words and diagrams; your attainment - what you actually know; and your personality - how you're likely to act. Psychometric Testing For Dummies is the essential tool for being prepared and calm. The book takes readers step-by-step through each type of test, what to expect and how to prepare for them. It also offers over 850 sample questions to practice on. Psychometric Testing For Dummies makes these notoriously difficult and confusing tests easy. Psychometric Testing For Dummies includes:* Understanding why psychometric tests are used* Detailed examination of numerical, verbal, technical and abstract tests* Full explanation of personality tests* How to deal with feedback* Over 850 sample questions 2ff7e9595c
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