Psychometric tests

Online psychometric tests are often used by employers. You may have to take one of these tests when you apply or later at an assessment centre. There are two types – aptitude tests and personality questionnaires.

Aptitude tests are strictly timed and typically involve verbal, numerical and diagrammatic reasoning. In contrast, personality questionnaires are not timed and feel less like an exam. Remember that test results are just one part of the picture when decisions are made. Interviews are often used to follow up the results of a personality questionnaire.

Why do employers use them?

Employers like tests because they are objective; it is impossible to completely eliminate subjectivity and bias from interviews. In very popular areas, such as banking, tests offer a quick way to screen out candidates.

How should I prepare for psychometric tests?

Practice can help you know what to expect. If an employer sends you examples, make sure you do them. Percentages, pie charts, histograms and ratios figure strongly. Even if you have A Level maths, it may help to remind yourself of ‘the basics’ again. You can find examples of a range of psychometric tests on the Careers Service website.

Situational judgement tests

Online situational judgement tests (SJT) measure your behaviour and attitudes by asking you to select (from a list of options) what action you would be most (or least likely) to take when faced by a series of work-related scenarios.

Think about the impact on clients or customers, and also colleagues, as well as the values of the organisation and the competencies they seek, when deciding what action to take.

What if I am disabled or have a specific learning disability, e.g. dyslexia?

If you let employers know in advance, they can make suitable arrangements for you. If you get extra time in College exams, and you mention this to employers, you may be entitled to get extra time for the tests.

How should I approach personality tests?

Be yourself, the best of yourself – don’t try to reinvent your personality. Respond in a positive way that is true to you.

Aptitude Tests

Formal tests of reasoning (e.g verbal, numerical, logical, diagrammatic)

Strictly timed with right or wrong answers

Instructions and practice questions are given before the actual test These are designed to measure your behaviour and attitudes in work-related scenarios Group tasks may be with different roles assigned beforehand, or no roles assigned Problem solving exercises and group discussions are popular for both online and in-person assessment centres Practical tasks, such as building a paper tower, are more common for in-person assessments The objective is usually for candidates to work together to achieve a result Assessors will be observing your behaviour and interactions You may be given a topic on the day or in advance, with a set time allowed for your presentation. You will present to assessors and possibly other candidates Practice the aptitude tests available in the- Careers Service

Work quickly but accurately throughout

Situational Judgement Tests

Have a good nights sleep the night before! Do any practice examples you are given

Read through the situation and all possible responses carefully before deciding how to rank what you would do

Be aware of the competencies the employer is looking for

Group Exercise

Presentations

and what ‘good’ looks like for them Make sure you contribute but don’t dominate the group

Speak clearly, listen and don’t interrupt others

Argue your point assertively but be prepared to compromise

Check on time and summarise progress every so often

Practice group exercises in Careers Service workshops

Good structure: introduction – middle – conclusion

Make slides clear and not too detailed

Prepare easy to read prompts to yourself (not a script)

Practise in front of an audience and check you stick to time!

Make sure you know how to use the technology before you start

Speak with energy and enthusiasm

Talk at a steady pace and maintain eye contact with audience

There may be follow up questions so make sure you can justify what you’ve said

Case study or e-tray exercise

report or discussion

E-tray exercise - working through a series

of ‘e-tray’ items, making decision on action

needed and drafting responses then. Revise technical areas if appropriate E-trays – scan through all items initially and priorities your time allocation

Be prepared to discuss your decisions and conclusions

Second Interview

May be one to one or panel

Usually focuses on different areas from the panel

first interview. May probe issues arising from the day

May include technical questions and Prepare as for first interview – review what was asked

For an in-person panel interview try to direct eye contact to the speaker but keep eye contact with the rest of the discussions of case studies or scenarios

Social Activities

For in-person assessments this may mean lunch on the day and the opportunity to talk to graduate trainees and manages outside the you are still being observed

main assessment

It is an opportunity for you to find out more conversation

about the organisation and your role in it

Remember that people you meet will probably all be asked informally to give their opinion of Be yourself but be aware of the impression you are making

Even when the atmosphere seems relaxed, be aware that

Ask interesting questions but don’t monopolise the the candidates afterwards

Richard Carruthers, Deputy Director, Imperial College London

“Can you do the job? Will you do the job? Will you fit in? These three questions underpin the entire recruitment process. You must provide evidence of relevant skills, a detailed understanding of the company and demonstrate an appropriate personality for the role.”