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Resist the urge to cheat online psychometric tests

You might well be an honest and straightforward person in most scenarios in life, but there may have been occasions when you are wondered whether or not you could get away with cheating when it comes to online psychometric tests.

In many ways you can’t be blamed for considering such tactics. After all, the jobs market is extremely competitive these days and anything you can do to get ahead may be worth investigating.

However, the simple truth is that being dishonest when it comes to an aptitude test of this nature does not pay off in the end. While the initial assessment may be conducted remotely, firms often look to substantiate their findings with further tests that take place under supervision.

So, if the only reason you made it through to this round is because you cheated on your online psychometric tests, either by enlisting the help of others or using resources that were disallowed, you stand to waste not only your time, but also that of the organisation recruiting.

A far better approach when it comes to an aptitude test is to engage in effective preparation. For example, by using the resources available here at AssessmentDay, you can get a heads-up on what to expect and practise going through the answers yourself.

Such an approach will stand up to any amount of scrutiny later on because it is honest and perfectly acceptable. To find out more about how we may be able to help, simply have a look around the rest of our site.

Speed is the essence with aptitude tests

Often in an aptitude test it is not the nature of the questions themselves that cause people to struggle, but rather the time limits imposed on the candidates taking part in the assessment.

So, if you are preparing to sit a psychometric test, it can really pay off to practice your speed. If you had all day to note down your responses to the challenges posed, you may well make very few mistakes. But the reality is that with your back against the wall and time running out, you might well find your logic deserts you and you fail to show your true abilities.

This is why it can pay off to practise such questions in advance of the real test. This enables you to get a feel for the pace of the trial and to adjust your approach accordingly.

There is a distinct skill to spending enough but not too much time reading each question. If you rush this, you will make lots of mistakes on your aptitude test. In contrast, if you re-read sentences again and again and are too slow in your progress, you will fail get through the assessment. By practising them, you can get a feel for how speedily you should go through the trial.

Another great thing about preparing for a psychometric test is that you become more familiar with the type of wording they use. This means you will be more efficient in your dissemination of the questions than someone who has not looked as other such papers before.

Psychometric Testing: A Brief History

Testing for proficiency dates back to 2200 BC China, when the Emperor would make use of gruelling fitness assessments for his prospective warriors.

But the modern psychometric test has its roots in Charles Darwin’s cousin, Sir Francis Galton, who lived from 1822 to 1911, and was fascinated by individual differences. It was Sir Francis who showed that objective testing could provide meaningful scores.

Another pioneer was James Cattell, who first coined the term ‘mental test’ in 1890. Fifteen years later, Alfred Binet introduced the first modern intelligence test.

Psychometric testing rose in popularity throughout the twentieth century, and today a psychometric test is best described as a standardised assessment which looks at human behaviour and describes it with scores or categories.

There are some tests which assess intelligence, and others which test capability or personality traits.

Cognitive, sensory, perceptual or motor functions can also all be assessed with psychometric testing.

These days, many if not most employers make extensive use of these assessments, especially online psychometric tests, and especially when recruiting graduates in whom they will be making a substantial investment.

If you know you will be facing either paper-based or online psychometric tests, don’t worry. These multi-choice tests are nothing to worry about, and there are no right or wrong answers.

But you can boost your chances by practicing with past papers. Assessment Day has plenty of genuine tests you can work on to improve your chances of success. Visit our website and learn more.

Sitting a Psychometric Test? Preparation is Key

Psychometric testing is an efficient way of gaining an insight into someone’s personality, and the way they think. It can help develop team spirit at work while indicating what an individual’s priorities are.

Most employers – an estimated 65% – use a psychometric test when they are recruiting. At the same time, some organisations also use this form of testing as part of their staff development and retention programme. And you can be asked to undergo psychometric testing whatever your level, from school leaver to executive management.

So gaining an understanding of your own strengths and weaknesses in advance is a crucial first step in preparing for these assessments.

Learn how you would appear to a prospective employer and you can tip the balance in your favour before you’ve even turned up to take the test.

You may not have realised that psychometric testing can also help you to decide whether a career change is right for you. In fact, it’s no exaggeration to say that just a few questions can end up having a dramatic impact on your life, whether you’re looking into career planning or even personal relationships.

Online psychometric tests can be taken anywhere, so are very efficient. But you need to practice before you sit an assessment for real. At Assessment Day, we can help you prepare with our real examples of online psychometric tests employers use.

We have stacks of helpful advice, too. Visit our website and learn more.

Different Types of Aptitude Tests

Both paper and online aptitude tests are aimed at testing logical reasoning and your ability to think. Scores are compared with those of a control group to assess your ability.

Online aptitude tests are regularly used by recruiting employers as they give immediate results and are cost-effective since they can be taken anywhere.

Most assessments are divided into speed or power tests. The former are more often used at clerical or administrative level, and are aimed at seeing how many questions can be answered in a short space of time. Power tests, involving fewer but more complex questions, tend to be used for more senior positions.

Your aptitude test may include verbal or numerical reasoning, as well as abstract reasoning, which measures your ability to identify the underlying logic of a pattern. Spatial ability may also be part of your aptitude test.

Mechanical reasoning questions are used to recruit for many jobs including the Army, police and fire services, as well as several other occupations.

There are literally thousands which employers can choose from, so it’s perfectly fine to ask in advance of your assessment what type of questions you are going to face.

Once you know, you can do sample tests – they’re the best way to prepare for your assessment. At Assessment Day, we have plenty of past papers and real tests which employers are using now. We also show you fully worked solutions, and loads of advice. Log on and learn more today.

Why Employers Use Aptitude Testing

Psychometric testing comes in various forms, but essentially breaks down into three categories: ability, personality and interests.

Many companies introduce a psychometric test early on in the recruitment process to quickly identify candidates with the right combination of personality and skills.

One survey found that over 95% of companies in the FTSE 100 use a psychometric or aptitude test. Specifically, the civil service, the police and airlines incorporate them in their recruitment process.

Reports show that, the larger the company, the more likely it is to use the tests – 63.2 percent of businesses with over one hundred employees use them compared to around a third of organisations with under 10 members of staff. And the popularity of these tests is on the rise.

By using an aptitude test, a recruiter will be able to assess potential, and recognise the desired traits for future employees to ensure the business’s continued success.

However, a psychometric test isn’t something to worry about. After all, if you have the skills and personality your prospective employer needs, that should come across on the day.

Thought you couldn’t prepare for these assessments? Think again. At Assessment Day, we give you the chance to practice, using very accurate material. Our numerical, verbal and inductive reasoning tests show you the assessments employers use.

By becoming familiar with the tests you will face, you will be better prepared to perform your best. Don’t let your test score let you down.

Preparing For Job Interviews

There are many things to do when you are preparing for a job interview. Obviously there are simple superficial things such as ensuring you have the right clothes and that you get a hair cut if necessary to ensure you present yourself as well as you possibly can.

However, there are many other things you can do to look great to potential employers that are nothing to with your physical appearance. There will almost certainly be numerous people going for the same role, so being prepared is going to give you a huge advantage.

Firstly, there is research. Finding out as much as you can about the company and the role will mean that you are in a much better position to answer questions that might be asked, as well as asking pertinent questions yourself. It is also important that you know where you are going so that you don’t turn up late.

Next, do some research on yourself. Make sure you have developed and memorised a list of the strengths and abilities that can help you sell yourself to a potential employer.

Finally, take a few online aptitude tests. The aptitude test is now a staple of many different interview procedures as, with more and more people having the same skills and qualifications on paper, it’s harder than ever for employers to sort the wheat from the chaff. Practicing online aptitude tests will mean that, should you have to complete an aptitude test, you will not only be prepared but also much better at answering the type of questions that will come up.

How Organisations can use Online Psychometric Tests

The recruitment process is a highly complex one. With a huge number of people applying for every position, it can be hugely time consuming for employers to read applications and interview all the suitable candidates. Giving applicants a psychometric test to complete can help to find the most appropriate candidate for the job, simplifying the recruitment process.

Every job requires a different set of skills, aptitudes and abilities. For example, managers should have good leadership qualities and be assertive, while sales people should have a friendly, yet persuasive, demeanour. While you can try to assess these skills in an interview, people are not always themselves in such a pressured situation, making the impressions they give inaccurate. A psychometric aptitude test will give a much more detailed overview of a person’s ability to do a job.

Interviewing candidates for a job can take days, or even weeks, out of an interviewer’s schedule. For most jobs, it can be extremely inconvenient for someone to be away from their regular tasks for that length of time. While a psychometric test will require someone to moderate the room of people taking it, or the use of assessment centres, online psychometric tests can be undertaken in a candidate’s own home. The results are then assessed by a computer, freeing up your staff to do their regular job.

Online psychometric tests can take a lot of the stress out of the recruitment process. Giving them to candidates can almost guarantee that you’ll find the most appropriate person for the job.

Preparing Yourself for a Psychometric Test

If you are applying for vacancies, particularly highly competitive ones, you may find that you are asked to complete a psychometric test. Psychometric tests do not assess knowledge. They are designed to evaluate your personality and measure your ability to do the job in question. You may be asked how you would react in various situations, designed to test your abstract reasoning skills and show how you would deal with any people or circumstances you may encounter on the job.

Psychometric tests cannot be prepared for in the way you would with a traditional exam. This is because they are designed to test your personality and reactions, not your expertise. That’s not to say that you shouldn’t do any preparation prior to your test. Only by knowing what to expect will you achieve success in your test.

The best thing you can do prior to your psychometric aptitude test is practice. Search for online psychometric tests and complete as many of them as you can. This will give you an idea of what will happen during your actual test, and hopefully make you feel less anxious about it.

Anxiety is one of the main reasons why people don’t do well in tests. If you are worried about why you are taking a psychometric test, or what will happen to your scores once you’ve completed it, then ask someone. You are entitled to all that information. If you’re unsure of anything before or during the test, make sure you have everything clarified by someone. Feeling relaxed and secure is one of the best ways you can prepare for a test.

The Aptitude Test Explained

There comes a point in many people’s lives where they are unsure about their vocation. Perhaps you have just graduated from university and are uncertain about which path to take next, or you’ve been in the same job for many years and are becoming discontented. Taking an aptitude test could help you make these decisions, and could even improve your chances of landing your ideal job in the future.

During an aptitude test, you will be asked a variety of questions. These will mostly be based around your interests and how you would react in various situations. There are no straight ‘yes or no’ answers. You will have to rate your answers on a scale, so they truly are a reflection of your personality. You will also have to think about your current career choice, and whether you think it is suited to you. Your answers will then be assessed to find the perfect career for you.

Once you’ve completed your psychometric test you won’t only be given one ideal career, you’ll be given a choice of a number of suitable careers. You will then be able to take your time deciding which career will be best for you.

There are many companies offering aptitude tests. Offline tests at assessment centres tend to be very expensive, but there are plenty of online aptitude tests that are much more affordable. And with the huge choice available, you’re bound to find one that suits your personality and needs perfectly.

Preparing for an aptitude test

It is much harder to prepare for an aptitude test than it is for the more standard tests and exams that we are all used to. In those, there is a right answer and a wrong answer, or at least an opportunity to demonstrate a very specific piece of knowledge. All you have to do is acquire the right knowledge, put it down clearly on the exam paper, and you’ll be fine.

It’s made very clear to you where the right knowledge is. University and college students are tested on what’s in the set textbook and the content of lectures and lab sessions. They know exactly what they have to study. With an aptitude test it’s not so simple. How do you prepare for a test that measures a more general ability?

The first thing to do is to make sure you’re familiar with the kind of questions that might be asked. You can do this most easily by taking practice psychometric tests like the ones Assessment Day can provide. Not only does this help you prepare yourself to answer the right kind of question, it also helps you become familiar with what will be expected of you.

The unknown always makes us nervous. Taking a selection of online aptitude tests removes that worry and means you can approach assessment centre exercises in a calmer state of mind that will give you a far better chance of success. There is no need to be nervous; you can get started straight away.

Why employers use psychometric tests

The concept of a psychometric test evolved out of research into the human brain and how we think and function. This kind of evaluation has been developed by psychologists over years of research into personality, language, cognitive ability, the creative mind and how our brains solve problems. Different people work in different ways and some jobs are more suited to a particular psychological type and skill set, hence the reason employers like to ask candidates for important jobs to take an aptitude test of one kind or another.

They’ll be looking for a very specific attitude and a range of abilities that may be broad or may be narrow. The exact criteria will depend on the job at hand. Some tasks call for excellent communication skills, others call for an incisive analytical mind or for abstract reasoning. In some jobs you’ll have to work independently and in others you might have to manage a team or work within one. Sometimes you may have to cope with a high pressure situation or be expected to put in a great deal of overtime to make something happen.

A psychometric test can reveal how you will do in a particular environment. Everyone who has worked in an office knows that there are some people who have the right skills on paper but the wrong approach and it’s natural that employers want to screen out this kind of person. If you’ve been asked to do a psychometric or aptitude test as part of a job interview process, it doesn’t mean the company you’d like to work for doubts your abilities. They just want to know how well you will fit into the role they’re offering.

Aptitude Tests Help Separate the Wheat from the Chaff

Due to the recent recession, finding a job can be particularly hard as many industries and companies seem to still be making redundancies instead of hiring staff. So when a company does hire a new employee, they will want to ensure they have the perfect candidate for every position.

Many companies require a candidate to undertake an aptitude test in order to differentiate the best applicants from the large number of appliants they get for every advertised post. Psychometric tests are a quick way for an employer to identify markers which help to indicate which of the applicants are clearly unsuitable candidates.

If you want to secure employment, you need to stand out from the crowd. Here at Assessment Day we can provide you with a variety of online aptitude tests to ensure you are prepared for the real thing.

Our online aptitude tests include numerical reasoning, verbal reasoning, inductive reasoning and psychometric tests.

Psychometric tests not only help to show your intelligence level, but they can also quantify certain personality traits and allow employers to identify how well you might fit into their organisation.

Our online aptitude tests will not only prepare you for any future aptitude tests, but they can improve your confidence, allow you to view where you went wrong and allow you to work more quickly to beat the aptitude test clock.

Here at Assessment Day we can provide you with reliable aptitude tests which are very similar to those you may well receive in the recruitment process for a future job.

Our online aptitude tests are ideal for job seekers seeking full-time, part-time or temporary employment. They are also ideal for graduates, as the tests can prepare them for entering the world of employment and knowing what to expect when applying for jobs.