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What is a Psychometric Test?

The interview process is all about competition. Anyone who wishes to succeed in an interview needs to ensure that they are prepared for all eventualities. While competition for jobs is tougher than it has ever been, there is help out there, and practising psychometric tests is a great way to gain a competitive advantage over your rivals.

With unemployment rates still high, the job market is a tough one. Employees now have a huge pool of workers to choose from, and so they have tended to make the interview process tougher than it perhaps has been. This is an understandable strategy, and of course potential employers want to fill their vacancies with the best possible candidates.

Many employees now utilize psychometric tests to make the interview process more rigorous. These tests can take many forms, however they have a single purpose: to identify the best candidates through quantifiable means.

Unlike other parts of the interview process, which may involve a subjective assessment of one’s character etc, an aptitude test looks to measure ‘aptitude’ by clearly definable means. There is no short-cut to succeeding with an aptitude test therefore, and no amount of blag that will see you through the assessment.

Instead, just like a traditional exam, you will only succeed at psychometric tests if you are prepared to practise, practise, practise. While the tests are defined to test your natural abilities, a familiarity with the tests with give you a huge advantage, and on the assessment day you will be ready for any eventuality.

Understanding Psychometric Testing

When most jobseekers find out that there will be some kind of aptitude test as part of their interview, they often believe that it will be a type of exam which will result in instant rejection if failed. However, this is not entirely accurate. Essentially, nearly every type of occupational psychometric test is used as a tool to help employers further understand a job candidate’s abilities. Psychometric testing is not used exclusively to make recruitment decisions, rather it is used in combination with other elements like CVs, application forms and interviews to help construct a more detailed profile of a candidate.

In essence, the two main areas of occupational psychometric testing involve the assessment of typical performance and maximum performance:

Typical performance

Typical performance tests assess areas such as personality, values and motivation. This type of psychometric test is normally used to discover whether an individual has a genuine interest in a job vacancy and how compatible their personality would be to the existing team. A typical performance test will generally have no right or wrong answers and include no time limit.

Maximum performance

Maximum performance tests are used to assess a candidate’s verbal, numerical and general reasoning abilities. This type of aptitude test can help employers to ascertain whether an individual has the specific occupational skills needed for a role. Therefore, test questions will have right and wrong answers, and there will also be a time limit.

Contact us here at Assesment Day Ltd for more information about psychometric testing.

Psychometric Testing and Recruitment

Psychometric testing is now widely used by many companies to help them assess how suitable a job-seeking candidate may be for a particular vacancy. There are a number of different tests which can be used to assess the relative strengths and weaknesses of a candidate’s character. The results of these tests, along with other factors, can provide an accurate profile of each candidate, and so help employers to determine how suitable they may be.

A psychometric test is usually performed at the start of a recruitment process, as it can be a very effective way of determining suitability and compatibility early on. However, there are still plenty of companies who prefer to go through the traditional interview process first and then use a aptitude test to confirm their own findings at a later stage. It is worth remembering that psychometric tests typically only account for one part of a candidate’s interview and so do not constitute a “pass” or “fail” all by themselves.

Although the thought of having to take a psychometric test or aptitude test may seem daunting to some job-seekers, being adequately prepared can help. Online practice tests are now available to help jobseekers familiarise themselves with the types of tests which they may have to face. These practice tests can really help to increase confidence as many companies now run their tests on computers too.

Ensure you are prepared for your interview by taking some of our online psychometric tests here at Assessment Day Ltd.

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.

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.

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 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.

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.