The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance, and punctuality, the behavioral traits and personality of a candidate can be much more difficult to assess during an interview. There are many methods and approaches companies can take when screening new hires. Some US MNCs refine the hiring process through psychometric testing, which provides valuable insight into a candidate’s personality. Organizations of all sizes, from startups to Fortune 500 companies, have adopted the psychometric test as part of the rigorous assessment process needed to build strong teams of employees with all the right traits and skills.

What is Psychometric Test?

Psychometric test measures capabilities and personality traits that determine candidate-fit for any given position. The tests are developed according to a scientific method and are designed to be objective and unbiased. Most of the time, such tests are conducted once recruiters or HR have decided that a candidate has fulfilled all the initial requirements for a position after screening, interviewing, and background checks. The psychometric evaluations provide HR with detailed insights about a candidate’s personality, aptitudes, and skills – critical information to make the final hiring decision.

Psychometric test are often selected with custom-selected questions according to the position that needs to be filled. Not all candidates are tested for the same traits, however tests often include personality questionnaires, situational judgement, critical thinking, numerical reasoning, a variety of abilities, verbal reasoning, and more. They can usually shed light on a candidate’s level of extraversion, social skills, and logical reasoning.

What Do Psychometric Tests Measure?

The term ‘psychometric’ is coined from the Greek words for mental and measurement. Essentially, the tests are looking to evaluate your intelligence, aptitude and personality, as well as how you handle pressure and your working style. There are three main areas that the tests explore:

  • Your capabilities,
  • Your aptitude for the job,
  • To determine whether your personality fits in with the vision of the organisation you are hoping to join.

Main types of psychometric test

  • Numerical reasoning: Numerical reasoning tests demonstrate your ability to deal with numbers quickly and accurately. They assess your knowledge of ratios, percentages, number sequences, data interpretation, financial analysis and currency conversion.
  • Mechanical reasoning: Mechanical reasoning tests challenge your understanding and application of mechanical concepts. Usually specific to the sector, they require an element of background knowledge and experience. Common topics include forces, energy, electrics and gears.
  • Logical reasoning: Logical reasoning tests assess your ability to interpret shapes, numbers and patterns. These tests commonly encompass elements from both diagrammatic and numerical reasoning assessments.
  • Verbal reasoning: Verbal reasoning tests assess your comprehension and interpretation of written passages. Typically, you will be presented with a series of statements which make certain inferences and tasked to deduce whether each statement is ‘True’, ‘False’, or if you ‘Cannot Say’.
  • Diagrammatic reasoning: Testing pure logical reasoning, diagrammatic tests involve the analysis of sequences of shapes and patterns. You will be required to identify the rule that governs the sequence in order to choose the next correct element from a provided selection, or to correctly apply the rule to a new scenario.
  • Abstract reasoning: Abstract reasoning tests measure your ability to deduce the relationships between shapes and within patterns. They do not require any numerical or verbal analysis, but test your logic and lateral thinking, alongside your accuracy and speed.
  • Spatial reasoning: A spatial reasoning or awareness test is used to assess your ability to identify patterns, visualise movements and mentally manipulate 2D or 3D objects. Common questions include identifying which image is a rotation of a given shape and which net corresponds to a certain 3D image.
  • Situational judgement assessments: These tests are used to assess how you would approach different practical situations that may arise in the workplace. Your response to a series of hypothetical scenarios helps employers to judge whether your behaviour and attitude aligns with company expectation and ethos.
  • E-tray Exercises: An E-tray assessment involves a simulated email inbox in a particular scenario. With background information provided and in keeping with a given job role, you will be required to read and respond to the messages accordingly. These assessments provide an excellent insight into a candidate’s approach, manner and written communication skills.

While interviews, background checks, and CVs are critical parts of assessing candidates, soft skills, and personality aren’t so easily discerned. Psychometric assessment tools are able to give the hiring manager clear and objective information; enabling them to make decisions with more confidence.

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