In this article, we will be introducing you to a concept that has become a mainstay in the recruitment process: psychometric testing. If you’re an individual considering a career change or an employer looking to add to your team, this guide is for you.

What is a Psychometric Test in Recruitment?

In a recruitment setting, a psychometric test is a scientific method used by employers to understand an applicant’s behavioural style and cognitive abilities. These tests, whether they be aptitude tests, personality tests, or ability tests, offer insights into a candidate’s suitability for a role.

Here at Careerhub, we can use psychometric tests to assist individuals in identifying their strengths and interests, which can then be matched to suitable career paths.

Types of Psychometric Tests

There are various types of psychometric tests used in recruitment. These include:

Benefits of Psychometric Testing

Psychometric tests provide an unbiased, objective evaluation of a candidate’s skills, cognitive abilities, and personality traits. It enables a more balanced view of the applicant, rather than solely relying on CVs or interviews.

From a candidate’s perspective, these tests can help identify strengths and areas for development, making them valuable for personal and career growth.

What to Expect When Taking a Psychometric Test

When you’re asked to take a psychometric test, you can typically expect a time-limited, standardised online test designed to evaluate specific areas such as numerical reasoning, verbal reasoning, and abstract reasoning.

For instance, if you were applying for a role that requires strong analytical skills, you might take numerical reasoning tests or logical reasoning tests.

Taking a Personality Test

Unlike other types of tests, a personality test is not about right or wrong answers. Instead, personality tests explore your preferences, motivations, and interpersonal style. The insights derived can be used to identify careers that align with your personality traits.

At Careerhub, I will guide you through practice psychometric tests, offering a simulated environment where you can familiarise yourself with the type of questions you might encounter. You can also find some practice tests at the end of this article.

What to Expect from Your Psychometric Test

Expect a time-limited, online test that may cover a range of topics, from numerical reasoning to verbal reasoning or even abstract reasoning. Most online psychometric tests require a quiet, distraction-free environment and a stable internet connection.

Feedback and the Future of Testing

The future of psychometric testing lies in continuous improvement. Feedback is integral to this process. At Careerhub, we provide constructive feedback on your performance, helping you understand your strengths and areas for development.

Things to Look Out for in Aptitude Test Questions

The key to succeeding in aptitude tests is to read the instructions carefully and understand what is being asked. Look out for negative wording and don’t rush – accuracy is more important than speed.

Practice, Practice, Practice

Practising psychometric tests will increase your familiarity with the format of most tests and the types of questions asked. Careerhub will provide an array of practice tests to help you prepare as part of their career guidance service.

You Probably Don’t Have Time to Double-Check Answers

Given the time-limited nature of most psychometric tests, it is often not feasible to double-check answers. Therefore, it’s essential to stay focused, read the questions carefully, and trust your instinct.

Learn the Art of Best-Guess Estimates

In numerical tests, if you’re stuck, make an educated guess. It’s better to answer all the questions than to leave some blank.

Learn the Best Use of Rough Paper

Use rough paper for quick calculations or to jot down thoughts during your test. It helps to keep your thought process organised and your answers accurate.

Remember, psychometric tests are just one of many tools used in recruitment. They provide valuable insights but are not the only determinant of your suitability for a role. Stay positive, practice, and give it your best shot. At Careerhub, we are here to guide you through every step of your career journey.

Frequently Asked Questions

During a psychometric test, expect an evaluation of various abilities or traits relevant to the job role you’re applying for. Typically, these tests, which can occur either online or on paper per the employer’s preference, are timed. They might assess your cognitive abilities such as numerical reasoning, verbal reasoning, or abstract reasoning. In some instances, you might undergo a personality test or situational judgement test to evaluate your behaviour or decision-making skills in hypothetical scenarios.

Preparation is key for performing well on psychometric tests. Here are a few tips:

  1. Understand the Test: First, understand what type of test you’ll be taking and what skills or traits it is designed to assess. This information will help you focus your preparation efforts.

  2. Practice: Utilise online resources like Careerhub that provide practice tests simulating real test conditions. This will help you familiarise yourself with the format and types of questions you’ll face.

  3. Brush Up on Basic Skills: If you’re taking a numerical reasoning test, for example, brushing up on your basic math skills could be beneficial.

  4. Stay Calm and Focused: On the day of the test, ensure you’re well-rested and have a calm mindset. Read all instructions carefully, and pace yourself to answer all questions within the time limit.

Scoring methods can vary depending on the type of psychometric test. For aptitude tests like numerical or verbal reasoning, your score will typically be based on the number of correct answers. There is usually no penalty for wrong answers, so it’s better to guess than to leave a question unanswered if you’re running out of time.

On the other hand, scorers usually don’t assess personality tests in terms of right or wrong answers. Instead, they use your responses to build a profile of your personality traits. Then, they compare this profile to the traits deemed desirable for the role you’re applying for.

Employers use psychometric tests to comprehensively understand a candidate’s skills, abilities, and personality traits. These tests provide a standardised measure for comparing all candidates, thereby aiding employers in making informed decisions.

Tests identify candidate strengths, weaknesses, and role suitability while predicting performance. They ensure a good fit, boosting job satisfaction and reducing turnover.

Employers use psychometric testing in recruitment because they provide a standardised, objective measure of a candidate’s suitability. These tests help to reduce bias and make the selection process fairer, ensuring that the most suitable candidates are chosen based on their skills and fit with the company culture.

Psychometric tests are used by employers as a part of their recruitment process for several reasons. First and foremost, these tests provide a reliable method of measuring a candidate’s suitability for a role based on a variety of skills and characteristics.

  1. Objective Evaluation: Psychometric tests offer an objective way to evaluate candidates’ abilities and personality traits. They eliminate potential bias and provide employers with consistent, standardised results that can be compared across all applicants.

  2. Skill Assessment: Specific tests like numerical reasoning, verbal reasoning, and abstract reasoning allow employers to assess essential skills relevant to the job. For instance, a role involving data analysis may require strong numerical reasoning skills.

  3. Personality Assessment: Through personality tests, employers can gain insights into a candidate’s character, how they might behave in certain situations, their work style, and how they are likely to interact with the team and the broader organisational culture.

  4. Job Suitability: By combining the results from various tests, employers can create a well-rounded picture of a candidate’s aptitude and attitude, helping them to determine if the candidate is likely to succeed in the role.

  5. Reduced Turnover: By ensuring a good job-person fit, companies can increase job satisfaction and reduce turnover, making psychometric testing a smart long-term investment.

You can find some practice questions within this article.

Unlike traditional tests, there are no ‘pass’ or ‘fail’ results in psychometric testing. These tests are about identifying a good fit between an individual’s skills and a specific job role.

The design of psychometric tests aims to challenge you and measure your abilities accurately. Often, they come with a time limit to introduce an element of pressure, thereby simulating the conditions of a work environment.

Companies may use different tests, depending on the role and required skills. It’s always a good idea to research the company and the role beforehand to know what to expect.

Psychometric tests measure a range of skills and abilities, including cognitive ability, numerical reasoning, verbal reasoning, and abstract reasoning. They also provide insights into an individual’s personality traits and how they might react in different situations. For example, a Numerical reasoning test is designed to assess your candidate’s ability to interpret and work with numerical data, charts, and statistics. They are commonly used in roles that require strong numerical skills, such as finance or data analysis.