Types of Psychometric Testing
Psychometric assessments fall into two main categories. Those associated with ability/cognitive/aptitude, and those that assess personality/behaviour.
Aptitude Tests – This is the first type of psychometric test. These types of test consist of multiple-choice questions and are strictly timed. They’re basically set up to measure your competence and intellectual capabilities as well as your logical and analytical reasoning abilities. There are several types of aptitude tests. These can include verbal reasoning, numerical skills, or abstract, spatial, and mechanical reasoning.
- Verbal Reasoning: This is an aptitude test that measures the ability to comprehend complex written materials and deduct relevant information and conclusions. Questions can deal with spelling, grammar and vocabulary, but can also include reading comprehension.
- Numeric Reasoning: This aptitude test measures the candidate’s ability to analyse and comprehend numerical data and perform calculations where appropriate. These questions range from simple arithmetic to complex numeric reasoning questions that are provided in blocks of information that you must interpret properly.
- Abstract Reasoning: This test measures the ability to quickly identify patterns, logical rules and trends in new data, integrate this information, and apply it to solve problems. The format of this assessment involves looking at a sequence of symbols, or a series of shapes and determining how to complete the series.
- Other Tests: There are some other psychometric tests which are specific to the company or the job on offers such as Spatial Reasoning (measure visualisation ability) and Mechanical Reasoning (administered for technical and engineering positions)
Personality Tests – The second type psychometric test deals with personality traits that can determine how you feel, think or behave in certain conditions. Unlike aptitude test, there are no wrong or right answers. The test can be anywhere from 50 to up to 500 questions. The primary purpose of this personality test is to reach deeper and expose those areas you might not be aware of, thereby providing recruiters with more comprehensive insights of your character. The idea is to determine what is the candidate’s basic personality profile to measure if they’ll be happy with the job role and company, and how to motivate them for peak performance in the future.
Personality or behavioural assessments explore:
- The way in which the candidate do things,
- How he or she behave in certain circumstances or certain work environment,
- Their preferences, attitudes, motivation, interests and values.
Why Use Psychometric Testing?
In the short run, passing a psychometric test means candidates who get to the interview stage are definitely in the running for the job, not just going through the motions. Recruiters will better match a candidate to open positions and employers can be confident that they are a good match from the get go. In the long run, psychometric testing can help the company management, and the employee understands how to grow within the job in a way that increases employee’s satisfaction, based on their personality traits. To recap, some of the benefits of implementing psychometric assessment is:
Benefits of Psychometric Testing In Recruitment:
Streamlines Selection Process – It reduces precious time spent interviewing candidates who are a poor fit and hiring managers can spend more time making a decision from a small pool of the best candidates from the start.
Pinpoints Candidate Developmental Needs – Employers can customise training to address potential weaknesses in a candidate’s skill set to get them up and running faster.
It’s an Objective Form of Testing – It can help a manager remain objective about a candidate’s potential, without having to rely on shaky referrals or gut instincts.
Benefits of Psychometric Testing in Career Guidance
Highlights Personal Strengths – Job candidates can quickly go to the head of the line if they do well on the test because it highlights their strengths immediately.
It’s an Unbiased Assessment of Skills – Since the result is calculated based on computing algorithms, not human testers, candidates can be assured it is an impartial and fair assessment of their skills and personality.
Creates a Baseline Skills Assessment – Candidates can get useful feedback on their developmental needs and seek to actively improve them over time, by comparing it with this initial baseline.
Helps You Chart a Path for the Future – What is psychometric testing if not a blueprint for future growth? It is one reason job seekers should welcome these types of tests to measure how they’re progressing over time to help them meet future career goals.
Check out our Psychometric Testing Tips for Job Candidates.