There are numerous different forms of psychometric assessments. They provide supplementary information which helps the employer to form an overall profile of you and to foresee how you will function within their workplace. As all psychometric assessment tools are standardised, they allow all applicants to sit the same assessment and be scored according to the same criteria, no matter where or when the test is completed. There are two core types of psychometric assessments – Ability or Aptitude Tests and Work Style Questionnaires.
Aptitude or Ability Tests provide information on a person’s ability to perform certain tasks and their potential to learn and understand new information and tasks. The tests cover skills such as verbal reasoning (critical evaluation of written information), comprehension/grammar, abstract mechanical or spatial reasoning (pattern recognition), numerical reasoning, IQ (how quickly the candidate can learn and master new tasks) or information checking (checking errors/attention to detail tasks). Ability Tests are generally conducted in a tight timeframe to simulate decision making under pressure.
Work style questionnaires are concerned with how you generally behave in the workplace, for example the way you relate to others or the way you approach and solve problems. They typically explore personality characteristics relevant to the business environment. Questions asked will often be set in work situation context. Work style questionnaires look at factors such as stress coping patterns, interests, how much you like carrying out different types of work duties, ways of thinking, feeling and acting in different work situations, interpersonal style, conflict style, leadership style, motivations and work values
Results for Aptitude or Ability tests can produce a score which allows employers to position you against other applicants or a standard they have set within their own organisations. Personality assessments however, are not about passing or failing but about providing a profile of you to the employer, whose task it is to match an applicant to the job or work place. Aptitude or Ability tests in particular can be prepared for and if you know the name of the test you are about to sit, you should be able to find a practice version easily enough on the internet. The key is to practice under the conditions in which the test will be taken.
With Work Style Inventories the key is to familiarise yourself with the style of question being asked. In most cases, the format is multiple choice response. There is less benefit to rehearsing these, however, it is important to note that most assessments of this kind have a validation element whereby it evaluates how truthful you are being with your responses. Occasionally a candidate will try and give the answers they believe the organisation wants to see. However, the assessment tool will simply be voided if the validity factor is not high. Some general tips to remember before undertaking an Ability or Aptitude Test is to ask what type of assessments/tests will be administered. You can improve your general mental dexterity ahead of an assessment by attempting word games,
mathematical teasers, puzzles with diagrams etc. Brush up on your maths, practice basic mental arithmetic with and without a calculator.
Many people feel some level of anxiety when asked to undertake a psychometric evaluation as part of a hiring process. Even candidates who have taken previous assessments worry unnecessarily about what the test might reveal or what decision will be made as a consequence. Assessments only evaluate your ability in some area or your preferred work styles. It is only the feeling of loss of control for most that creates that anxiety. The best measure to counteract this is to find out the precise name of the assessment and go directly to that organisation’s website for practice tests, taking care to avoid generic websites who may or may not operate to best practice. Above all listen to, or read carefully, the instructions given ahead of the assessment.