If you’ve passed the screening stage for a job you’ve recently applied for, then you may be asked to complete a psychometric test which is designed to test your aptitude, ability, and personality to see how well you fit the role. Today, we are going to talk about the most common types of psychometric tests, what they hope to find, and how employers use the results to determine who to hire.
The most common psychometric tests
Most employers notify you in advance if they expect you to complete a psychometric test. While you may not know the exact test they have in mind for you, here are the most common psychometric tests used in the recruitment industry today:
- Aptitude Tests
An aptitude test is designed to provide an objective measure of a wide range of skills which provide an indication of your future performance in the workplace. Unlike other psychometric tests, they are not a test of your knowledge or skillset, rather they are a test of your potential and intelligence. Aptitude tests can focus on one area or cover a wide range of aptitudes relevant to the job description.
- Ability Tests
Skills Assessment Tests
Skills-based psychometric tests are a great indication of each candidate’s actual skill set. In most cases, these tests require simulations where the test taker works on a real-life project, rather than answering a set of questions. Examples include spelling and grammar tests, typing tests, and MS Office simulations.
Knowledge Tests
Job knowledge tests are a specialized kind of psychometric test which employers use to determine the candidate’s depth of knowledge in either their industry or their role. Examples include engineering concepts tests, legal reasoning tests, and finance tests.
- Personality Tests
Personality tests are designed to provide a general idea of who you are as a person and how you function in a workplace environment, whether you are introverted or extraverted, and your strengths and weaknesses. Common personality tests include the Myers-Briggs Type Indicator (MBTI) and the Big Five Personality Test.
How employers use psychometric test results
Psychometric test results are most commonly used in the final stages of recruitment. Here are the 5 major things employers look for when examining psychometric test results:
- To determine how much you know
As we’ve mentioned, it is hard for employers to compare candidates with similar backgrounds. A psychometric test provides them with objective evidence which will help them select an employee with an excellent working knowledge of their industry. It’s worth briefly revising your industry knowledge and getting up to date with advances in your area in order to ace this test. - To see whether you can do what you say
Simulation style job skill tests are the gold standard for employers wishing to find new hires with solid practical skills. High performers confirm that they can do as they say and will be beneficial in their role as well as in the company. To prepare, make sure you are up to date with any changes in the software or processes most used in your industry. - To determine your potential
Candidates who perform well across all three types of psychometric tests are typically high potential people who have the capacity to learn new skills, acquire new knowledge, and apply those attributes in the workplace to help the business reach its goals. - To find out what kind of person you truly are
Employers can only learn so much from resumes, references, and job interviews. Psychometric testing allows companies to see, for instance, who is best suited to spend all day at their desk taking orders from superiors, and they’re also able to determine who will comply with their requests. - To see whether you can work to deadlines
It goes without saying that completing your psychometric test in line with the deadline is a fundamental part of the exercise. Candidates who comfortably complete the test in the set time frame, with few errors, prove to be valuable employees who work hard to get the job done every day.
Self-awareness is key!
Psychometric tests are designed to give employers insight into who you are, your current ability, and your future potential. When combined with your resume, references, and your interview responses, they give employers a clear indication of whether you’d be a good fit for the vacant role in their business.
Do you know your own psychometric test score? If you take a test before your interview, you can use the information to prepare to ace the test, which will give you a better chance of securing the role. Why not put yourself in your prospective employer’s shoes and see whether you are a good fit for your dream role? Take a free test today!
