Psychometric Assessment by UCLan Careers

Prepare for your future …

8. Psychometric Assessment in Job Selection What Psychometrics are and how to prepare for them The advice in this publication is designed to help you plan your job search strategy.

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Think about what you have read, turn it into action points and then implement them. Good luck!

If you require a copy of this publication in large print or another format, please enquire at Careers Reception This symbol is used to highlight information of relevance to students with disabilities and/or learning difficulties

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Careers Team University of Central Lancashire Revised 2014/Version 1

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Contents Psychometric Assessment: Ability Tests

What Psychometrics are and how to prepare for them ...... 3

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How tests are used in the selection procedure ................................... 4 The conditions under which you take the tests ................................... 4 How your abilities change over time ................................................. 4 Useful websites .............................................................................. 5

Personality Questionnaires

......................................................................... 6

Myers Briggs Type Indicator (MBTI) ................................................. 7 Some websites with Personality Questionnaires ................................. 7 Alternatives: Prospect Planner ........................................................ 8

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Further information ....................................................................... 7

Psychometric Assessment in Graduate Recruitment What Psychometrics are and how to prepare for them The purpose of the selection process is to enable the employer to choose the most appropriate person for the job, ie. someone who has the skills, abilities and personal qualities to do the job well. During this selection process a variety of assessment methods can be used. These almost always feature an application form/CV and an interview, but they can also include other methods such as group exercises/discussions and presentations (covered in a separate UCLan Careers publication: ‘1. Assessment Centres’). In addition, many employers use methods of psychometric assessment. All selection methods seek to gather evidence that you have the abilities and qualities to be successful in the job, and different methods are used to measure different areas of this evidence. Psychometric tests measure whether you have the specific abilities or appropriate personal qualities in relation to the job specification. For further information on the main types of tests that may be used as part of the recruitment process, see the Prospects website: www.prospects.ac.uk/links/appsinterviews.

Ability Tests Aptitude tests are not tests of general knowledge. The questions have definite right and wrong answers, which you often have to select from a range of alternatives. The tests may consist of one or more of numerical (charts and graphs), verbal reasoning, spatial awareness and diagrammatical reasoning (abstract figures) designed to test your logical reasoning and thinking performance. Those used depend on the type of role for which you're being assessed. You might do better in some types of tests than others. Verbal and Numerical tests are used in selecting graduates for a wide range of jobs including most business and management functions. Diagrammatic tests are used mainly for computing/IT jobs. Other tests measure mechanical aptitude or other aspects of verbal/numerical/logical ability. The tests are administered under exam conditions and are strictly timed. A typical test might allow 30 minutes for 30 or more questions. There are frequently more questions than you can comfortably complete in the time.

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It does not always matter if you do not finish the test; it is the number of correct answers which counts. Your score is then compared with how other people have done on the test in the past. This group - called the norm group - could be other students/graduates, current job holders, or a more general group. This enables selectors to assess your reasoning skills in relation to others and to make judgements about your ability to cope with tasks involved in the job.

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How tests are used in the selection procedure The stage at which tests are taken might give you a clue as to the importance of the results to the employer. The earlier in the selection procedure you are asked to sit a test, the more important the results are likely to be to the outcome. Although some employers who use tests even before first interview will only look for an average performance, most use the tests at this stage with a ‘pass’ mark or cut-off score which you have to achieve to continue your application. Employers who use tests only at a second interview stage will use them just as one of a number of factors. If you have done well on other parts of the selection procedure then a poor test performance may not matter so much. It may be enough for your scores to fall within, or even slightly below, the average group score. In this case, relative scores (ie. average, above average etc.) will depend on the strength of ability amongst members of the comparison group, on the factor being measured.

The conditions under which you take the tests

There are many factors that can affect your performance in psychometric tests. Both the physical conditions under which you take the tests (heating, lighting etc.) and your own physical/mental state on the day, can affect your performance. It is important to arrive at tests in the best possible physical and mental state. If you do not feel well on the day of a testing session, try to rearrange it. If there is any factor likely to affect your performance (eg. a disability) you must tell the test administrator before the tests. Make sure that the physical conditions of the test room are adjusted so you are comfortable.

Adjustments can be made for those who have a disability and/or learning difficulty. For instance additional time may be allowed for those applicants with dyslexia. Blind and partially sighted applicants may benefit from tests produced in alternative formats or the assistance of a reader. Employers will need to know about any possible adjustments they will need to make at the earliest possible opportunity. Organisations like Blind in Business and the British Dyslexia Association are willing to advise employers on adjustments. The publishers of the tests will also give guidance to employers. For more information on adjustments and disclosing disability, talk with a careers adviser and/or go to the Skill website: www.skill.org.uk .

If a test is measuring skills that have been learnt (eg. numerical skills) and on which you are rusty, then relearning/practising these skills may improve your performance. Whilst studies show that, for most people, practising will only increase scores slightly, some are able to make considerable improvement. Familiarity with the testing process may enable you to make more efficient use of your time and feel more relaxed. Try not to anticipate tests too much, however – and follow all instructions on the day very carefully.

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How your abilities change over time

Useful Websites 1. ‘Profiling for Success’ www.profilingforsuccess.com/main This is perhaps the most useful of these sites, providing extensive FREE online practice testing especially for students at this University. You can gain access through the UCLan e-Learn site, where it is listed as a ‘course’ available to all. Just click on the link: http://www.practiceaptitudetests.com/psychometric-tests/ The tests are very similar in style to those used by many employers in recruitment and include tests of Numerical, Verbal and Abstract Reasoning. You will be able to take the tests online and get full feedback on your performance. You should be able to access the tests via the web from any computer, providing your system is installed with Flash (version 5 or later). If you are accessing the site from home, you can download the latest Flash plug-in free from adobe.com After two initial screens you will be asked for a client code, an access code and a password – complete these as demonstrated below (no further reference or ID needed): Client code: tflhe Access code: uclan Password: uclan1116

You will be asked for brief personal details and a contact email address. You can then choose from a number of different tests to take. You can take as many or as few tests as you want and will be able to revisit the test site as often as you like – free of charge. Results and feedback: After submitting your answers to each test, you will be immediately sent an email giving you your scores for that test and a range of other feedback on your performance. This will include information on how you might improve your scores. 2. Saville Holdsworth Tests www.shldirect.com SHL is a major UK occupational consultancy and produces the most widely used ability tests with UK graduate employers. The site includes lots of helpful background on tests and testing procedure and sample questions for both personality and ability tests. There’s also an on-line practice ability test with feedback about your results.

One of a series of documents from the ‘Expertise’ section on the Saville and Holdsworth site which is of interest to testers and candidates. 4. Civil Service Self Assessment Programme www.faststream.gov.uk

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3. Best Practice in Testing People with Disabilities http://www.shl.com/uk/expertise/disability-guidelines/

Civil Service Fast Stream entry with information about the selection process and practice tests which you need to download. 5.

Graduate Management Admissions Council (GMAC) www.gmac.com A useful site with everything you need to know about the GMAT including sample tests, details of test centres etc. 6. Graduate Record Examination (GRE) www.gre.org This site includes everything you need to know about the GRE including sample tests, details of test centres etc.

Consortium for Research on Emotional Intelligence in Organizations http://www.eiconsortium.org/index This site has a wealth of information on the subject of Emotional Intelligence, including information about different tests plus reports and research articles by many respected researchers/practitioners in the field.

Personality Questionnaires

Personality measures aim to assess whether your personal attributes would suit a particular work environment. They can be used to assess aspects of individual behaviour, attitudes or opinions, as well as motivation, interests and values. The results can then be compared to the characteristics considered essential for the job. The questionnaires may be used by some employers in selection but are not as common for graduate recruitment as aptitude tests. As carefully designed questionnaires, rather than tests, they are designed to gather information about how and why you do things in your own particular way. They look at how you react or behave in different situations as well as your preferences and attitudes. Since different roles require different attributes you could answer questionnaires of this type in exactly the same way for different employers and be acceptable to one and not another. They cover such factors as: • How you relate to other people; • Your work style; • Your ability to deal with your own and others' emotions; • Your motivations and determination and your general outlook; • How you react or behave in certain situations; • Your preference and attitudes.

The best way to approach all of these questionnaires is to answer them as honestly as you can. There are no right or wrong answers. Often the tests include the

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Unlike aptitude tests there are no right or wrong answers and questionnaires are usually untimed. The selectors will not be looking for a rigid personality profile, although certain characteristics will be more or less appropriate for that particular job.

same questions written in different ways to look at the consistency of your answers. Guessing what the employer is looking for is difficult and could well be counter productive - after all, you do not want to be given a job that does not really suit you.

Myers Briggs Type Indicator (MBTI) The MBTI is not a ‘test’; there are no right or wrong answers. It is what is called a self-report questionnaire, a framework for understanding your personality, based on Carl Jung's theory of psychological type. It does not define the ‘right sort of person’ but concentrates on identifying different personal styles, which are all equally valuable. It focuses on the strengths and positive qualities of different personality styles and potential areas for personal growth. It may help you to understand more fully your relationships in a wide range of settings. The Indicator is sometimes used in careers guidance work by trained staff in the Careers Service. UCLan Careers sometimes runs a group administration of the indicator with limited group feedback for students. Occasionally it is appropriate for students seeking career guidance to use this test. You would need to discuss this with your career adviser first to see if they think it might be helpful.

Some Personality Questionnaires/Test Websites 1. ‘Profiling for Success’ www.profilingforsuccess.com/main On this site (detailed on Page 4) you will find two powerful personal development tools. The ‘Type Dynamics Indicator’ helps you to explore your behavioural styles and preferences, how you relate to other people, organise your life and make decisions. There is also a ‘Learning Styles Indicator’ which helps you to explore your approaches to learning and gain insights into ways to make your learning more effective. You will be able to take the tests online and get full feedback on your performance. 2. Brainbench www.brainbench.com This site includes a free personality test. Register first. The test which takes 10 minutes or so generates a useful report which you can screen view and then is emailed to you instantaneously. 3. Keirsey Temperament Sorter http://keirsey.com

The Temperament Sorter instrument is used by employers and individuals for a broad spectrum of purposes including improving decision making skills through increased self-awareness, facilitating communication to resolve disputes and optimize group dynamics and enhancing business and personal relationships by creating a better understanding of others'

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The Keirsey Temperament Sorter is a personality assessment tool available online. Created to help people gain new understanding of their traits, motivations, and behaviors, it analyses one particular aspect of personality: temperament.

temperaments and unspoken needs. It looks at work styles and asks questions such as: are you introvert or more extrovert? Are you more likely to trust your experience or a hunch? This online test can give you an idea of types of questions asked in an employer’s personality test/questionnaire.

Alternatives: Prospect Planner and Adult Directions Psychometric tests are sometimes used by trained advisers in guidance work to help assess clients’ capabilities or behaviour traits. Other tools more often used are ‘Prospects Planner’ and ‘Adult Directions’, which are sophisticated computer based guidance systems - not psychometric tests. However, they do provide a helpful self-assessment framework that is used to generate and explore occupational suggestions. Both systems are accessible on the web from the UCLan Careers toolkit website.

Further information and test practice There are two publications available for consultation at the UCLan Careers Centre and/or University Library: •

‘How to Succeed at an Assessment Centre’ (includes information on tests): Kogan Page. 2nd Floor – 650.14/Tol

•

‘Success with Psychometric Testing’: Derek White, 1st Floor 155.20Whi

Online resources The UCLan Careers website contains a range of careers booklets, offering advice and tips to help you, at www.uclan.ac.uk/careersbooklets . You can also find information on the site about relevant events, workshops and elective modules. You might also want to check out the recorded online events, covering a number of topics at www.uclan.ac.uk/futuresondemand .

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If you would like further help or want to speak to a careers adviser please call at UCLan Careers Reception, ring us or use our e-guidance system on the Careers website to email us with queries.

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