This is a guest post by Richard McMunn, Director and founder of www.how2become.com, a career and recruitment specialist for jobs in the armed forces, police, emergency services, and public transport.
Over the last seven years Richard has written a number of books to help applicants prepare for and pass recruitment processes in order to secure their dream job. Find How2become on Twitter!
Psychometric tests have been around for many years; however, it has only been during more recent times that employers have been using them as an effective tool to assess potential candidates for specific jobs.
If used correctly, they can be a highly useful means for finding the perfect employee, simply because they can be extremely accurate at predicting how a person will perform in a particular role.
The important thing to remember when using psychometric tests for assessment purposes is that the type of test used needs to reflect the role that is being tested for. For example, it would be pointless assessing a customer services assistant with a mechanical comprehension test, simply because this type of psychometric ability would not be used in this role.
Conversely, it would also be pointless asking a train driver applicant to take a personality test as this kind of role requires an ability to work on one’s own whilst concentrating for long periods of time. Psychometric tests are used to ‘measure the mind’ and therefore, it is essential that the test reflects the role the candidate is applying for.
There are many different types of psychometric test in use, including numerical reasoning, verbal reasoning, mechanical comprehension, aptitude, spatial reasoning and personality testing to name just a few. They are normally used in conjunction with other selection elements, such as an application form and an interview to form an entire selection process; they are rarely used in isolation. The following list will detail the different types of jobs that are most suited to each particular test:
- Numerical reasoning – customer service roles, retail roles, emergency services careers, flying careers and jobs in transportation.
- Verbal reasoning – office administration roles, teacher posts, armed forces jobs and careers in the emergency services.
- Mechanical comprehension – engineering jobs, train driver posts, armed forces jobs, firefighter.
- Spatial reasoning – engineering posts, aviation careers, armed forces jobs.
- Personality tests – managerial positions, emergency services posts.
Now that we have looked at what psychometric tests are and the different types used, let’s now explore the most effective way to pass them.
It goes without saying, but it is crucial that anyone who is preparing for a psychometric test spends plenty of time carrying out lots of sample tests that are similar to the ones being used during the selection process. You should make an effort to find out from the test administrator what the tests will look like and how they will be formatted, i.e. multiple-choice for example.
I would recommend spending at least 30 minutes every evening in the 3 weeks prior to the test practising lots of sample questions under timed conditions. You should also be aware that most psychometric tests are so designed that it is virtually impossible to finish them. When you start the test you will soon realise that the time allocated to the test will not be sufficient for you to complete the test.
The important thing to remember is not to panic. You should pace yourself and work through the tests as fast as possible but in a methodical and accurate manner. Most test administrators will deduct marks for incorrect answers. Therefore, you will generally not have the option to wild guess, especially as the clock is ticking down.
To summarise, when preparing for your psychometric test make sure you carry out lots of sample test questions under timed conditions. Getting used to carrying out sample questions under pressure is crucial to your success.
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