Psychometric Testing
The role of psychology in the recruitment process is now well established. It is now more usual for an employer to ask you to complete a Psychometric test during the interview process. The
While there is alot of debate about the value of such testing, many employers find that it's helpful to get a more rounded view of a candidate. It can also help you learn more about yourself.
There are different tests on offer. Some are fairly straight forward while others are much more complicated. There are companies that specialise in providing highly complex and expensive testing.
A standard test will usually contain 20 to 50 questions. Here is an example:-
Which of the following is most like you?
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Strong and Determined
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Enthusiastic and Friendly
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Caring and Sharing
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Questioning and Careful
(Example from Peoplemaps.com)
Answers to these questions will eventually put together a profile of you which employers can then use to assess your suitability for a role.
According to the Psychometric Advantage website there are 3 main categories of testing.
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Ability testing - measures a persons potential, for instance to learn the skills needed for a new job or to cope with the demands of a training course.
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Aptitude testing - tend to be job related and have names that include job titles such as the Programmers Aptitude Series (SHL).
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Personality Profiling - looks at your common personality traits, not what makes you unique. It does not consider your education or your skills but only your core personality.
Psychometric testing is also useful for the development of existing employees and team building.
Visit People Maps official Website (Opens in a new window)|
Visit Psychometric Advantage official Website (Opens in a new window)|