Nowadays all big MNCs have started using the psychometric test as a part of the talent acquisition process. These tests are specially designed using the scientific method to measure the attitude, personality, knowledge and the cognitive capability of an individual. They help to match candidates' personality and cognitive abilities with the role-based requirements; to measure the candidates’ suitability for the job role. Psychometric test results provide the employer with the information which is used to identify the hidden traits of a candidate that is hard to extract in a personal interview. They can predict the candidates’ performance and are very reliable.
The Psychometric tests are conducted to evaluate a candidates’ intelligence, aptitude, and behavior. It also gives an insight into how well the person will be able to handle pressure and their working style.
What is Psychometric?
The term ‘Psychometric’ has a Greek origin, it was originated by merging two words ‘Psyche’ and ‘Metric’ meaning mental and measurement. The literal translation of the word ‘Psychometric’ is ‘measurement of the mind.’
Psychometric is a part of psychological science that studies the various psychological variables of a human brain such as intelligence, aptitude, motivation, and personality through various quantitative tests.
Types of Psychometric test
The most common types of psychometric assessment are
1. Aptitude Tests
Aptitude test is a systematic test designed to determine the abilities of an individual in a particular skill or area of knowledge. Each test has a standard way of administration and evaluation with a quantifiable result. Aptitude test varies according to the skill requirements. Aptitude test is further categorized as:
a. Numerical reasoning test
Numerical reasoning test is often conducted to assess basic mathematical ability. It identifies the way an individual interprets data in forms of report, graphs or charts through a series of combination of written and statistical questionnaire.
b. Verbal reasoning test
Verbal reasoning test determines an individual’s ability to make an informed decision based on the detailed written information.
c. Inductive reasoning test
Such tests require an individual to identify various trends and patterns using a diagrammatic information.
d. Diagrammatic reasoning test
These tests provide a series of multiple choice question using flowcharts and diagrams. The test is used to assess the capacity of an individual for logical reasoning.
e. Logical reasoning test
Logical reasoning test or the deductive reasoning test evaluate individuals on their skill of reaching a conclusion based on the provided information.
f. Error checking test
The test is focused on evaluating an individual’s ability to identify errors in complex data (it could be some alpha-numeric characters or any sort of code).
Aptitude tests are usually comprised of multiple-choice questions clocked into a specified time frame. These tests are mostly used in firms specializing in technological innovation.
2. Skills Tests
Skill tests are conducted to evaluate an individual’s competencies to perform a certain task or function. It determines whether an individual is capable to effectively perform the assigned task as per the job requirement or not. Skill tests vary according to the job roles; it may include something like coding an application for the position of a Developer or designing a theme for the Designer position.
Skill tests can also help employers to figure out the specific training needs for their employees. It gives an accurate and unbiased gauge of a person’s ability. It can also help to predict the performance factors such as precision and speed.
3. Personality Tests
Personality assessments test gives the employer an opportunity to measure the suitability of candidates for a job role based on their behavior and their approach to work. It helps the employer to figure out how well the candidate is going to fit in their work culture and organizational environment.
The assessment results are then cross-referred with the top performer of the organization to check the similarity in characteristics. It determines whether the candidates’ attitude and personality fits in the company vision or not.
The future of Psychometric Tests
What is the future of pre-employment testing?? What is the future of psychometric tests?
It is quite evident that the usage of psychometric tests in the recruitment has increased in the past few years.
Many organizations have adapted it for their recruitment process.
The factors responsible for the increased usage of psychometric tests are:
1. Increased training cost
2. Decreased cost for the Psychometric tests
3. Formal HR policies
4. Loss of confidence in academic qualifications
5. Screening large number of candidates
In future, the psychometric tests will become more candidate driven (especially the personality tests).
Improving your skills for nailing the Psychometric Tests
The best way to enhance your skills is to become familiar with the type of tests you might have to face in the interview. You may practice by completing Psychometric tests available online. Enhance your vocabulary, practice comprehension and work on your arithmetic skill to ace in the aptitude tests and for personality tests, be honest.
Many websites like JobTestPrep offers the professional psychometric test for practicing.
1. Preparation Before the Test
Practice online for the similar tests that you will be appearing for. Work on your verbal, logical and quantitative reasoning. You can also ask your potential employer to provide you with some sample questions. Focus on your weak areas, try and practice against the clock.
It is essential to treat Psychometric tests as serious as the other interview process. Arrive on time for the test and be appropriately dressed. Read the instruction carefully before starting the test.
2. Taking the Test
While taking the test, divide your time per question. Every question in the test is worth the same point. If you are facing any problem about any question, don’t get stuck there, move ahead and return to the question at the end of the test. Focus on finishing the entire test. Once you finish the test, make sure to double-check your answers.
3. Following up with the employer
Always ask for feedback, whether you are selected or not. By doing so you will get insights about your personality and you will be able to work on your weak points. If you are told that you are not suitable for the position, ask your recruiter if you will be suitable for any other open position.
Be honest and stay positive.