When attending interviews you may be required to prepare certain things such as a lesson plan. However, some employers use psychometric tests They are often used as part of a recruitment process and facilitate measuring sensitivity, memory, intelligence, aptitude and personality. These are of candidates that can be difficult to ascertain from a face to face interview or conversation.

The test is used to find out about a person’s capabilities, work style and/or values. It can measure their capacity to work with other, process information and cope with the stresses of the job. Employers need this information when they want to recruit a new employee or understand the potential and development needs of an existing one.

Unlike most tests, they don’t require right answers. However, they do require your honesty throughout. There are two different types of psychometric tests; personality and aptitude tests.

Personality tests explore your interests, values and motivations. Thus analyse how your character fits with the role and organisation. They analyse your emotions, behaviours and relationships in a variety of ways.

Aptitude tests assess your reasoning or cognitive ability, determining whether you’ve got the right skillset for a role. Usually administered under exam conditions, you’ll often be given one minute to answer each multiple-choice question. Your ‘intelligence’ levels are compared to a standard, meaning that you must achieve a certain score to pass. Common tests include:

  • Diagrammatic reasoning
  • Error Checking
  • Numerical reasoning
  • Spatial reasoning
  • Verbal reasoning

Practicing and preparing is key for psychometric tests, although some employers have become more supportive in terms of providing information on the selection and testing process, most still don’t give out enough details. You will have to try and acquire information yourself on the exact types of tests and exercises that you will face. Eliminating this uncertainty will put you in a proactive mode rather than a reactive/passive one. There are different ways in which you can get this information such as; contacting the employers HR team or your recruitment agency and asking for more information. You can use internet resources such as Wikijob, Glassdoor and The Student Room also they are excellent places to connect with the community of past and fellow candidates, and it is also a good opportunity to read reviews of what people thought of the interview process itself.

Practice, practice, practice.

You should aim to practice under time pressure. Rehearsing calculations and learning solving strategies all help you perform better in the real test. In order to be able to practice the tests you need to identify who the test provider is. There are many different test providers that employers now use and each have different ways of making the life of a candidate more challenging. Each test can vary; it could be the length of the questions, the question style, the basic requirements or even the visual appearance of the test. If you don’t practice questions that are similar in style to those provided by a specific test provider, you risk wasting hours, money on the wrong materials and, most importantly, a lower performance on test day.

Good websites to use when practicing are;

https://www.assessmentday.co.uk

http://www.psychometricinstitute.co.uk

https://www.cebglobal.com/shldirect/index.php/en/practice-tests/

Good Luck!

********************************************************************************************************

Please stay connected with us by Subscribing to the Finsbury Education Blog, and following us on LinkedinTwitterFacebook, and Google+.

UK based recruitment agency, Finsbury Education, igniting the careers of teachers, lecturers, leaders and education support staff. If you are looking for your next career move, contact us to find out how we can help.