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Psychometric Tests

These may well feature as part of an assessment centre but are just as likely to form part of the selection process elsewhere. Some tests are designed to ensure organisation and culture fit through personality profiling, often indicating what is known as ‘typical performance’. With any sort of personality test there are no ‘right and wrong’ answers, the purpose of the exercise being to ensure the best fit for both parties. Aptitude tests identify ability through numerical or verbal analytical reasoning, and are deemed to be indicators of ‘future performance’ for a specific role.

Tests can be simple, multiple choice to more complex sets of questions running into dozens. Make sure you understand any instructions provided and work quickly but accurately throughout. Answer honestly at all times – anything else could result in the work equivalent of a square peg in a round hole. If you try to buck the system remember tests are usually followed up with an interview, your responses providing the basis for a specific line in questioning. Finally, be thorough - all questions represent a score so any missed or omitted through error could lose you vital points.

Opinions vary but it may not be wise for a company to recruit by this method alone. However, as previously indicated, used in conjunction with other selection procedures psychometric testing is a powerful tool.

Useful sites

Shldirect.com
Prospects.ac.uk
Cubiks.com
Teamtechnology.co.uk/myersbriggs.html

Useful reading
How to Master Psychometric Tests/Mark Parkinson

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