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Psychometric tests the careers grouo, university of london

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Psychometric tests are a structured, standardised and validated way of measuring a person’s skills or attributes. They are used by some employers as part of their selection processes. There are two …

Psychometric tests are a structured, standardised and validated way of measuring a person’s skills or attributes. They are used by some employers as part of their selection processes. There are two broad categories:

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  • 1. PSYCHOMETRIC TESTS Psychometric tests are a structured, standardised and validated way of measuring a person’s skills or attributes. They are used by some employers as part of their selection processes. There are two broad categories: • Ability tests (sometimes called aptitude tests) which test an individual’s abilities in specific areas such as numeracy or critical thinking. • Personality questionnaires which are designed to provide information about an individual’s likely behaviour across situations. Aptitude or ability tests These tests are designed to test your ability to learn the skills and knowledge required for a job. They most commonly assess your verbal, numerical and diagrammatic reasoning abilities and generally take the form of multiple-choice questions which have right or wrong answers. They are administered under exam conditions with strict time limits. For example, you might be given 30 minutes for 30 or more questions. Aptitude tests calculate your potential, rather than your knowledge. For example, verbal tests measure your understanding of written text, not (usually) your vocabulary, grammar or spelling. How to approach aptitude tests • Your careers service will have online practice tests that will give you a chance to identify strengths and any weaknesses that you might want to address. Your college careers service may have books of practice questions for different types of tests. • You could also try having a go at word games, mathematical teasers, puzzles with diagrams etc, as these may help you achieve a logical and analytical state of mind. • If you have a disability and require special provisions or adjustments, such as extra time, contact the employer about this in advance. In some cases you may be exempt from these tests as it might be considered a reasonable adjustment that the abilities they are testing are measured in another way. • If you usually wear glasses and/or use a hearing aid take them with you. • Inform the administrator if you are on medication that makes you drowsy. During the test • The test will have some practice questions at the start. Make sure you understand these thoroughly before the test itself begins and, if you do not, this is your opportunity to ask the administrator to explain them properly. • Read the instructions carefully before starting. • You need to be both quick and accurate. Strike a balance between working quickly - and perhaps making more errors - and a slower pace which gives you less time to complete the questions. Some tests take marks away for incorrect answers. • If you are stuck on a question, go on to the next one. • Sometimes the questions get harder as you work through them, so do not worry if the later questions take longer to answer.
  • 2. Personality questionnaires Personality questionnaires can explore the way you tend to react to, or deal with, different situations such as making decisions and dealing with other people. They are occasionally used in selection to identify candidates with characteristics that are appropriate to a specific job role. It is much more common, however, for personality questionnaires to be used in the development of employees once they work at an organisation. Some tips for personality questionnaires • Be yourself. You will not know exactly what personal qualities the selectors are seeking. In addition, the questionnaires usually contain checks which will highlight inconsistencies between your answers. The questionnaires are used to check your personality fits with the job and this is a good indicator of whether you will be happy in the job. • Employers will not usually give these questionnaires a lot of weight, as they are not as reliable as some other selection methods. However, recruiters may use your profile to structure your interview questions. For example, if your profile suggests that you do not enjoy teamwork, they will ask you questions about teamwork in the interview. • The questionnaires are usually untimed, but it is recommended that you put down your first reaction to the questions rather than spend time pondering their meaning. Situational judgement tests Situational Judgement Tests (SJTs) are multiple choice tests that consist of short descriptions of jobrelated situations. For each situation, several actions are listed that could be taken in response to it. Respondents are required to make judgements about the effectiveness of the actions provided. SJTs have become increasingly popular as tools for recruitment because they can assess skills not assessed by other measures, such as problem-solving and decision-making. Further information Further resources can be found on Careers Tagged, our online careers resources library www.careerstagged.co.uk. Use relevant search tags such as ‘Psychometric Tests’ and ‘Aptitude Tests’. You can search for relevant books and find out if they are available in your Careers Service library. © 2013, The Careers Group, University of London This material can be provided in alternative format upon request. An electronic version of this document is available at www.careerstagged.co.uk/resources/helpsheets. For further formats, please contact your college careers service or email cs@careers.lon.ac.uk.

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