Competition for good jobs is fierce. You need to know what employers are looking for and how your personality measures up to it. Learn how to dramatically improve your score and frame your answers to get the job you want.
Find out how to increase your speed and accuracy in numerical, verbal and abstract reasoning tests. Learn the techniques you need to answer tricky spatial and mechanical reasoning questions. Includes examples of all types of aptitude test question plus the hints and tips you need to succeed at these demanding tests.
Mechanical aptitude tests are used to select job applicants in areas that can range from trade apprentices to emergency services personnel. Find out what to expect in these tests and how to answer questions involving: levers, pulleys, gears, simple circuits and workshop arithmetic.
Verbal reasoning tests are designed to measure your ability to understand concepts framed in words, your ability to find commonalities among different concepts and to manipulate ideas on an abstract level. Most employers who use aptitude tests in the selection process will include a verbal reasoning test as there are very few careers which don't require the ability to understand, analyse and interpret written information
Numerical reasoning tests are an increasingly popular way of assessing candidates during the job selection process. You don't need to have studied mathematics to a high level to succeed. These are primarily tests of reasoning ability and the math needed is invariably straightforward.
Spatial reasoning ability involves visualizing and manipulating two-dimensional or three-dimensional shapes or patterns. A high level of spatial reasoning ability is essential in subjects such as architecture and in some branches of science and mathematics
Your emotional intelligence can be the biggest factor in your success at work and in your personal life. Find out what emotional intelligence is, how it is measured and how it can be developed.
Psychometrics is the study of educational and psychological measurements. The adjective "psychometric" is used to describe psychological tests (typically those used in educational and occupational settings) that are standardized as well as proven to be reliable and valid measures of areas like personality, ability, aptitude, and interest.
Beyond these criteria, effective psychometric tests must be relevant to the modern workplace. Before using one of these tests, make sure the test has been validated and updated recently
Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments. These tests try to provide objective data for otherwise subjective measurements. Objectivity is key to using these assessments; a good psychometric test provides fair and accurate results each time it's given. To ensure this, the test must meet these three key criteria:
Standardization – The test must be based on results from a sample population that's truly representative of the people who'll be taking the test. You can't realistically test every working person in a country. But you can test a representative sample of that group, and then apply the results to the specific people whom you test. Also, a standardized test is administered the same way every time to help reduce any test bias. By using a standardized test, you can compare the results with anyone whose characteristics are similar to those of the sample group.
Reliability – The test must produce consistent results, and not be significantly influenced by outside factors. For instance, if you're feeling stressed when you take the test, the test results shouldn't be overly different from times when you were excited or relaxed.
Validity – This is perhaps the most important quality of a test. A valid test has to measure what it's intended to measure. If a test is supposed to measure a person's interests, then it must clearly demonstrate that it does actually measure interests, and not something else that's just related to interests.
Psychometric tests can help to make personnel and career-related assessments more objective.
These tests also save a great deal of time. They're typically very easy to administer, and they can be given to a group of people easily. (Some other types of assessments must be given individually.) Psychometric tests are also easily scored, so results come back quickly and reliably.
Many of these tests are completed using software programs, and some can even be completed online. This, again, provides a time advantage, and it can reduce costs significantly compared to other methods. People can take the tests from anywhere, and the results are accurately scored each time
If you're looking for a job or a promotion then you've probably spent hours preparing your resume and getting ready to face some tough interview questions.
With over 70% of the world's employers using aptitude tests as part of their recruitment process you need to make sure that you are prepared.
Why not try our free downloadable practice aptitude tests to give you a flavour of what you can expect. You can see how well you perform and the areas you need to improve if you are to get the job you want
Psychometric tests can be used for a variety of purposes. Some of the most common uses are as follows:
Selection of personnel – Here, tests can help recruiters and hiring managers determine candidates who best fit a position. Personality, aptitude, and knowledge tests are all very common in this type of testing situation. For a detailed discussion of these types of tests and how to use them for hiring, see our article on Using Recruitment Tests.
Individual development and training – Psychometric tests can help you determine how best to improve current skills and performance. For example, if your department is going to introduce a new type of technology, it might be helpful to assess people on their interests and motivations related to new technology. The Business Attitude Inventory and the California Measure of Mental Motivation are psychometric tests available for training and development purposes. You could also use aptitude and skills tests to determine a person's ability to perform certain tasks.
Team building and development – This area can provide many uses for psychometric tests. The better people understand themselves and others, the better they can build and maintain positive workplace relationships. Tests like FIRO-B , DiSC, and the Hogan Development Survey are designed specifically to uncover potential sources of relationship tension. General personality assessments, including the Myers-Briggs Typology Indicator (MBTI) and the California Personality Inventory (CPI), are also very helpful for team building and strengthening. Values in Action can help you gain insights into group behaviors and dynamics that relate to people's values.
Career development and progression – Psychometric tests can help you uncover values and interests that are fundamental to overall career satisfaction. For those starting out in their careers and those who are looking for the right career path, interest surveys like Holland's Codes and Schein's Career Anchors are also useful psychometric tests to consider.