Psychometric Testing

Psychometric testing is becoming increasingly used by employers to help them make their employment decisions. If you understand what these tests measure and how they are used it will allow you to perform better. You do not need to be concerned about the prospect of sitting some of theses tests. Below are some descriptions of the types of tests available to employers.

There are two main types of tests available and they are:
Aptitude Tests
Personality Questionnaires

Aptitude Tests:
These tests are designed to assess logical reasoning or thinking performance. They are not tests of general knowledge and therefore are difficult to "study." for. Aptitude or ability tests measure a number of different abilities including numerical, spatial, data interpretation, abstract reasoning and verbal abilities. However the verbal and numerical reasoning tests are the most commonly used tests. The tests are relatively short lasting around thirty minutes. Questions are often multi choice and have definite right answers. Your scores are compared with the norm group you are best suited to. A norm group consists of others similar to yourself.
For example there is a student norm group for many test and you will be compared to how other students have performed. From this data employers will be able to assess your skills in relation to others.

 

Tests are often used in conjunction with other selection methods. As a rule of thumb the earlier the test is used in the application process, the more important it is. If used early in the process the test will have a cut off pass mark that will allow your application to continue.

Aptitude test tips:
While you cannot study for these tests, you can practise for them. The following list of techniques can be useful:

  • Solving mathematical problems in your head
  • Word Games
  • Puzzles with diagrams
  • Mental calculation of percentages, ratios, and other basic mathematical functions.

Try out the Mensa workout at the following address: www.mensa.org/workout.html
Or this example of a verbal and numerical test: www.majon.com/cgi-bin/IQ?Q=newtest
Or this example of an IQ test: www.iqtest.com

 

Note that some tests allow the use of a calculator. Be sure you can use a calculator to work out basic mathematical problems.

Watch the Clock!

Set a good pace. Most of the tests are designed to be difficult to complete in the allotted times, so when you are sitting the test don't spend too much time on one problem. If you don't know the answer, you won't have time to come back so put down your best guess and move on. You should not get worried about not completing the test. What is important, is the number of correct answers. The best policy therefore is accuracy with pace.

Look over your answers:

Classic piece of advice but it is still crucial. "Read the Question". I am sure you have heard this one but if you are under pressure you are more likely to make simple mistakes. Often a lot of simple questions early in the test are answered incorrectly due to people being to hasty. Most of the people who got those questions wrong new the basic mathematical principles but did not read the question properly.

 

Personality Questionnaires:
 
The main difference between Aptitude Tests and Personality Questionnaires is that there is no right or wrong answer in personality questionnaires and there is rarely a time limit to the questionnaire. They aim to measure the strength of particular components of personality such as sensitivity and awareness of others, organisation and self discipline, attitude to change, self reliance and enthusiasm and risk taking, amongst others. Most questions are in a preference format (Have a look at some of the links below, to help get a better idea of the questions)

 

The best way to approach these questionnaires is to answer them as honestly as you can. Generally, if you try to answer to please the employer it will be difficult to remain consistent with your answers. Inconsistent answers will often identify a tendency to be inconsistent and no employer wants inconsistent employees. Try not to dwell on any particular question generally you should go with your first preference.

Check out some online personality questionnaires at the sites below:
www.keirsey.com/cgi-bin/keirsey/newkts.cgi
www.serve.com/douglass/myersbriggs/

http://graphics.lcs.mit.edu/~becca/enneagram/rheti/

 

Check out these other sample tests
www.queendom.com/tests.html
www.ecenet.net/users/mupmw7/iqtrad.htm  

http://www.doctorjob.co.uk/testingzone/test.asp  

 

Published with the kind permission of The Accountants Panel

The Accountants Panel is a specialist consultancy sourcing candidates from Accounts Staff to Chief Financial Officer level, on both a permanent and contract basis. Our clients include multinational companies, blue chip Irish plc's, small to medium sized enterprises and public practices.