Psychometric assessment is used by over 80% of the Fortune 500
companies in the USA and by over 75% of the Times Top 100
companies in the UK. Information technology companies, financial
institutions, management consultancies, local authorities, the
civil service, police forces, fire services and the armed forces
all make extensive use of use psychometric assessment.
As a recruitment and selection tool, these tests can be applied
in a straightforward way at the early stages of selection to
screen-out candidates who are likely to be unsuitable for the job
or, using a more sophisticated approach, to provide guidance on
career progression to existing employees.
Psychometric tests fall into two main categories.
Questionnaires , which try to measure aspects of your personality,
which try to measure your mental abilities.
The way that you are likely to perform in a job depends very
much on your
personality . Personality questionnaires are used in
conjunction with interviews to provide a useful insight into your
personal style and how you see yourself. This ‘personality
profile’ is derived from the answers to a series of multiple
You will be usually be presented with statements describing
various ways of feeling or acting and asked to answer them as
either ‘true’ or ‘false’ or on a scale. For example:
1. I have good leadership skills?
2. I enjoy new experiences?
These personality tests consist of anything from
50 to 300 questions and are basically a structured way of getting
you to describe yourself.
Aptitude and Ability Tests
Aptitude and ability are
often used as a part of the selection process as they provide a
more objective measure of your potential than just an interview
Verbal Ability Tests
These tests are widely used since most jobs require you either to
understand and make decisions based on verbal or written
information or to pass this type of information to others. The
questions test your ability to spell words correctly, use correct
grammar, understand analogies and follow detailed written
These tests are directly applicable to many administrative and
clerical jobs but can also appear as a component of graduate and
managerial tests. They include questions on basic arithmetic,
number sequences and simple mathematics. Sometimes information is
provided that requires interpretation and the application of
appropriate logic. These questions are often similar to the type
of reasoning required in the workplace.
These tests provide the best measure of your general intellectual
ability. The questions are based on diagrams and measure your
ability to identify the underlying logic of a pattern. They are of
particular value when selecting people for technical jobs which
involve dealing with abstract ideas or concepts.
These tests measure your ability to manipulate three-dimensional
objects presented as two-dimensional pictures. Spatial ability is
required in production, technical and design jobs where plans and
drawings are used, for example; surveying, engineering,
architecture, and design.
These tests are designed to assess your knowledge of physical and
mechanical principles. Mechanical reasoning tests are used to
select for a wide range of apprentice and engineering occupations.
These tests present you with number of tables of information which
must be checked against each other. This type of test is used to
select candidates for clerical and data input jobs where accuracy
Aptitude and ability tests can be broadly classified onto the
groups shown above and you may be asked to sit a test which
consists only of ‘numerical’ questions or these may form part of a
test which consists of questions of different types. This will
depend very much on the job you are applying for. For example,
jobs that require you to handle figures on a day to day basis may
have a higher proportion of numerical reasoning questions, whereas
tests used for information technology jobs tend to have a higher
abstract reasoning questions.
Psychometric Tests - Personality Questionnaires
Psychometric Tests - How Personality Profiles are Used
Psychometric Tests - Aptitude and Ability Tests
Psychometric Tests - Speed and Power Tests
Psychometric Tests - The Assessment Center
Psychometric Tests - Why Tests are So Widely Used
Psychometric Tests - The Growth of Psychometric Testing
Psychometric Tests - What You Can Expect on the Day