Don’t be frightened by them, they’re to help you and your potential employer.

The purpose of any selection process is for an employer to select a suitable person to fill the position within their organisation. They will be looking for someone who has the skills, interests, abilities and personal qualities to do the job well. During the selection process a variety of assessment methods can be used; they will generally almost always require an application with a CV and subsequently the interview process. Some organisations can also include other methods such as telephone interviewing, group selection process, presentations and psychometric tests.

All selection methods are seeking to gather evidence that you have the abilities and qualities to fit within their organisation and be successful in the job. Different methods are better at measuring particular things. For example, an application form gathers information on your qualifications and work experience and demonstrates your written communication skills. An interview allows you to demonstrate your presentation and oral communication skills. Psychometric tests measure whether you have specific abilities or appropriate personal qualities in relation to their job specification.

Employers are tending to now use a variety of methods to gain an overall view of the candidate.
 
Psychometric Tests and Questionnaires

These are structured exercises, often in the form of multiple choice questions. They are designed to assess your reasoning abilities, or how you respond to different situations. The tests should have been carefully researched and trailed to ensure that they are fair to all people sitting them. Your results are usually compared with how others have done in the tests in the past. There are two main types of psychometric tests:

(a) Aptitude or Ability Tests aim to assess your capabilities in tests of reasoning, that is, the level and nature of thinking competencies.

(b) Personality Questionnaires 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, and your preferences and attitudes.

What are Psychometric Tests?

The first thing that you probably see is the word ‘test’ and it probably puts the fear of god into you. Psychometric Tests are not ‘tests’ they are assessments and are structured means of measuring personalities.

The word 'psycho' could have some unfortunate undertones, but all it means is that the test assesses a psychological characteristic or how your brain works, usually some aspect of intelligence or personality. The word 'metric' gives a measurement of the relevant characteristic(s), i.e. it gives a numerical score that tells you how much of it you have, or how your compare to other people.

The end result is your typical or preferred way of behaving and going about things. Employers may look for people with certain characteristics for particular jobs. For example, they may want someone very sociable, organised or creative (or all three!) for a sales role.

Employers want to find the best person for the job. It's as simple as that - they are not off on some power trip.
For them to get the best person, they look at the skills that are needed to do the job and find some way to measure this, which usually amounts to some kind of quantifiable assessment.

Psychometric tests should be used alongside, not instead of, other assessments, like interviews. This helps employers to gather as much information as possible about you in order to choose the best person for the job. You should never be selected for a job solely on the grounds of a psychometric test.

Psychometric tests come in many different guises. They measure abilities, aptitudes and personality characteristics.

Employers use them because they help them to select the best person for the job in a fair and objective way.

They give both you and employers useful information about your strengths and areas that you need to develop.

Tips for doing Psychometric Assessments (Tests)

• Remember that it is a questionnaire NOT a test, you cannot pass or fail, there are no right or wrong answers.

• Do not calculate or assume what the questions are about.

• Do consider all alternatives fully before answering

• Think about how you would behave in a working environment as opposed to a social event