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Posts Tagged ‘online aptitude tests’

AssessmentDay Comment on Implications of Record Graduate Applications

AssessmentDay, an industry leader in online aptitude tests and numerical reasoning tests, comment on findings from the Association of Graduate Recruiters’ (AGR) latest survey.

The AGR has reported that the number of graduates applying for each available job vacancy has doubled since 2009. In one of their two annual surveys conducted with more than 200 employers, the AGR found that employers were receiving thirty-one applications per job before the economic downturn. In 2009, this climbed to forty-one, and now stands in 2011 at an all-time high and record average of eighty-three.

Some of the top companies in the UK are submersed with as many as one-hundred and fifty CVs for each single vacancy they advertise, despite the fact that there has been a slight, yet notable increase in the amount of available jobs, according to the AGR.

A spokesperson for AssessmentDay commented: “It is more essential than ever for university graduates to adequately prepare themselves for the increasingly competitive job market. Although there are signs of recovery at long last, this isn’t having the desired impact and there are still too many applicants and not enough jobs.

“It is also becoming more and more difficult for employers to sift between such an abundance of applicants, which has led to an increase in the number of organisations requiring applicants to take psychometric tests.

“At AssessmentDay, we can help graduates to prepare for the progressively more popular psychometric tests, and invite anyone interested in finding out more about these tests and how to prepare for them for the best possible chances in the job market to visit our website for more information and advice.”

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.

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.

AssessmentDay Comment on Psychometric Testing and Discrimination

Psychometric testing has proven to be a popular and effective way to assess prospective employees, and is widely used by many companies across the globe during recruitment. These tests are designed specifically to avoid any trace of bias, aiming to feature questions which do not lean towards one age, gender or ethnic group more than another.

However, with online psychometric tests becoming more and more popular, there has been some concern over how fair this is for older generations. Whilst many younger people are now introduced to computers and the internet from an early age, experts believe that some older people may lack confidence when faced with modern technology.

Some experts have questioned whether the use of online psychometric tests may be viewed as discriminating against older people, as younger people are likely to be happier using a computer. However, there are others who believe that this is a valid part of the assessment, as if the job is likely to involve using computers, they should be able to navigate the test with a satisfactory level of competence.

“Creating psychometric tests which are completely unbiased towards people of different age/race/sex/disability is difficult, yet it is illegal to have a test which discriminates,” commented a spokesperson for AssessmentDay. “Our wide range of online aptitude tests and psychometric tests allow people to practice, helping them to familiarise themselves with the testing process.. They can take the tests as many times as they like, which has proven helpful for many people during the job application process.”

AssessmentDay Comment on Dishonest Responses in Psychometric Tests

AssessmentDay believe that people who undertake psychometric testing may find themselves tempted to provide false answers for personality profiling questions, in order to advance their chances. However, as a provider of practice online psychometric tests and aptitude tests, AssessmentDay warns against this course of action.

Online aptitude tests and psychometric testing have become a popular method for evaluating potential employees throughout job application stages, as they assess the particular strengths an individual has, and can help an employer discover the most suitable candidates without having to interview a large number of applicants in person.

As many psychometric tests involve personality tests, applicants may find themselves attempting to beat fellow applicants by giving answers they believe the employers will most likely want to hear. However, most online psychometric tests have in-built checks to identify whether a person is being honest or not, commonly by rephrasing questions in a number of different ways.

“When faced with personality questions in online psychometric tests, it can be tempting to choose answers you believe will make you look better, rather than those which you know to be true to yourself,” a spokesperson for AssessmentDay commented. “However, people should be aware that this can backfire if they are caught out, and it could lead to further problems down the line if they are given the job under false pretences. With our practice online psychometric tests and aptitude tests, people can become comfortable with the process.”

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.

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.

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.

AssessmentDay Comment on Slight Drop in UK Unemployment

According to new figures released by the Office for National Statistics, the UK has seen a marginal decrease in unemployment from the three months prior to September 2010. This suggests that companies are ready to begin recruiting again, which is great news for graduates and job seekers, and AssessmentDay are ideally placed to provide those looking for work with the help and advice they’ll need to ensure they have the best chance of securing the job they want.

With competition for vacancies fierce, many employers are utilising psychometric and aptitude testing as efficient methods of identifying the strongest candidates as early as the initial application stage. Failure to perform in a psychometric test or aptitude test is responsible for many rejected applications, which is why it is vital that job seekers take the time to prepare thoroughly beforehand.

AssessmentDay have developed unique practice software to allow job seekers to significantly boost their chances of securing work by providing example online psychometric tests and online aptitude tests.

The majority of employers use standardised aptitude tests, which allows AssessmentDay to offer users a comprehensive selection of simulations to cover any form of testing. The effectiveness of AssessmentDay’s online psychometric tests is indicated by their ever-increasing popularity, with thousands of job seekers having already taken advantage of the opportunity to move one step ahead of the competition by making use of AssessmentDay’s broad range of helpful examples, tips and advice.

“Seeing unemployment levels drop, even by a small amount, is great for everyone in the UK,” commented a spokesperson for AssessmentDay. “Now that the shoots of recovery are showing and employers are ready to recruit again, it’s imperative that job seekers and graduates give themselves every possible chance of succeeding in their applications. We at AssessmentDay are certain that in many cases using our comprehensive preparation software can be the difference between success and failure when sitting a psychometric test.”