Psychometric Testing

Psychometric tests are designed to assess a potential candidate’s suitability for a particular company by gaining information about their tendencies and capabilities. Broadly speaking, there are two types of tests: personality and aptitude tests.

PERSONALITY

In modern workplaces, recruiters pay more attention than ever to personality and working styles. They recognise the importance of a team that can ‘mesh well’, and that successful interpersonal relationships are key to the success of a project and the company as a whole. These personality tests will often ask a series of situational-based or hypothetical questions. They are designed to provide important information to a recruiter about your motivations and behavioural traits.

1. Review the Instructions Carefully

Take your time and read all the information available to you. Personality tests come in several different forms. Some are multiple-choice, while others require you to choose a rating on a scale to indicate the level to which you agree or disagree with the statement.

2. Answer as Honestly as You Can

Try to avoid choosing a ‘right’ answer, or the one which you think the employer is looking for. This will often lead to an inconsistent personality profile, and reveal to the recruiter that you are not honest with your responses.

3. Take Your Time When Choosing an Answer

Follow up with the individuals you meet at an event within a couple of days. The channel you use to connect should reflect your view on the importance of the contact to you and your overall goal – sending an email is the most personal, followed by LinkedIn messages for a contact that you’d like to have in your wider network.

4. Accuracy and Consistency

The most important thing to keep in mind is choosing responses that are accurate and consistent. These tests will often ask the same question in a slightly different way to ensure you are answering consistently, rather than trying to game the test.

APTITUDE

In modern workplaces, recruiters pay more attention than ever to personality and working styles. They recognise the importance of a team that can ‘mesh well’, and that successful interpersonal relationships are key to the success of a project and the company as a whole. These personality tests will often ask a series of situational-based or hypothetical questions. They are designed to provide important 12information to a recruiter about your motivations and behavioural traits.

1. Thoroughly Read the Instructions Provided

Ensure you understand what form the test will take, as this may vastly vary from company to company. If permitted, have appropriate equipment at hand, such as a calculator.

2. Practise

Several online websites provide access to example aptitude tests, often separated into categories such as abstract reasoning, numerical ability and cognitive ability, allowing you to focus on one type of test at a time and to devote more practice into areas of weakness.

3. Manage Your Time During the Test

Evenly split the amount of time you are given with the number of questions. If you find that one question is taking too long, come back to it later. Do not worry if you cannot finish the test - many companies design their tests without the expectation that candidates will finish.