Psychometric Testing – What You Need to Know
In today’s metric-based society, psychometric testing has become a standard part of the recruitment process. For those that don’t work within the human resources field, this word can be confusing for you. This is primarily because different companies and positions use the word psychometric test to refer to completely different assessments. I am here to walk you through the basics of everything you need to know about psychometric testing.
What is a Psychometric Test?
A psychometric test is an umbrella term used to refer to any assessment used to evaluate a possible candidate’s performance. Every industry might use a different assessment to gain insight to whether a candidate has the aptitude to be successful within a given position. Depending on the industry employers might test a candidate’s technical skills, cognitive ability, personality, or situational judgment. The term psychometric test can be subdivided into three primary categories: aptitude tests, behavioral tests, and assessment center exercises.
What is an Aptitude Test?
An aptitude test is any test which measures an individual’s potential to complete a task without previous training. The most common aptitude tests are numerical, verbal and logical assessments. The term aptitude test is also used to refer to technical and skill-based exams. In this genre of technical tests, the point of the exam is to make sure a candidate has the technical hard skills needed to complete the job. Engineers, technicians, mechanics, and skilled workers are often required to take an aptitude test before getting hired for a job. The last form of aptitude test is a skill-based test. This type of exam usually evaluates a candidate’s computer and clerical skills.
What is a Behavioral Test?
A behavioral test is used by employers to ensure a candidate displays specific traits that are well-suited for the role they are applying for. There are two types of behavioral assessments given by employers to evaluate potential candidates: personality tests and situational judgment tests. A situational judgment test requires candidates to answer questions on how they might respond to different work-related scenarios.
What is Assessment Day?
The assessment day is often the final component of the recruitment process. It is usually a day-long activity given either at the employer’s office or a designated assessment center. The assessment day is typically made up of a series of exercises used to give the employer an understanding of a candidate’s skills and work potential. The assessment day may include any of the following exercises: interview, work-related role play, group activity, project, or case study. Employers use this day to try and simulate work scenarios—they want to see how candidates work in a group and interact with others.
Are Psychometric Tests Timed?
Unfortunately, both aptitude tests and assessment day activities are timed. The point of these tools is to give an employer a picture of how you perform under pressure. Behavioral tests don’t usually have time constraints. It is important that you know that most personality tests are long. You want to make sure you don’t get tired while taking the exam and answer questions carelessly. The questions might seem repetitive, but they are created in this manner on purpose. You might feel like you can go into a personality test without preparing because there are no right and wrong answers. This is a common misconception. There is a clear personality profile which matches each profession.
Why do Companies Use Psychometric Testing?
We live in a result–driven culture. Like with everything else in life, employers use psychometric testing to obtain exact data on a candidate’s work potential. This gives them a quantifiable tool to use when comparing candidates. Employers have learned that replacing a bad hire can cost as much as one and a half times the cost of his or her initial salary. Therefore, it is worthwhile to invest more time and money into the initial recruitment process. This comprehensive testing seen during the recruitment process may also be helpful for you as a candidate. The recruitment process can give you an overview of the role you are applying for, and if it is a good match for you.
Gone are the days of walking into an interview and winging it. We are currently experiencing one of the most competitive job markets. It is essential that you minimize the amount of stress you feel on the testing day and make sure you present your best self.
Good Luck!
