Psychometric tests

Using Feedback from a Psychometric Test

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Using Feedback from a Psychometric Test

Our increasingly competitive job market has led to a growing number of applicants per vacancy. This means that even the strongest candidates are likely to face disappointment throughout the selection process. With this in mind, it is becoming ever more important for candidates to receive feedback on their performance so they know how they can improve for future assessments.

It is good practice for employers to give to candidates after they have taken a psychometric test or attended an assessment centre. This is the least they can do after the candidate has gone to the trouble of applying and preparing for their assessments. Unfortunately not all employers follow this practice because it takes them time and resource. Some organisations will provide feedback, either in the form of a written letter, over the telephone or during a face-to-face meeting. If you do receive feedback, it is vital that you use this opportunity wisely as it may be your key to future job success.

Recruiters using psychometric tests usually agree to be bound by the industry-standard guidelines set by the British Psychological Society, which encourages them to provide feedback to every candidate as a matter of principle.

Some helpful pointers when receiving feedback

Finding out that you haven’t been selected for a job is always difficult, so try and take a moment out for yourself before delving straight in to examining your performance. Try not to jump to the conclusion that you aren’t good enough for your dream job. Instead, try to take a more balanced view – might it mean that you just need to do more preparation next time?

It can be really helpful to know your individual score for each psychometric test you completed. Percentile scores are particularly useful as they indicate how your performance compared to other people who took the test and can help you to identify which tests were relative strengths and weaknesses for you. For example, you might find that you performed well on the verbal reasoning test but that you were let down by your numerical reasoning score and need to polish up on your basic maths skills for next time.  Whilst there can be no right or wrong answers on personality questionnaires, feedback can indicate if there are particular attributes you need to further develop in order to achieve a greater ‘fit’ with the organisation. For example, you might consider assertiveness or social skills training.

Finally, if employers want to discuss feedback with you directly, it is important to remember that this may be another part of their assessment of you. Take this as an opportunity to respectfully share your own views about your performance, to clarify the feedback and to ask for their advice on where they think you could improve and how.


AssessmentDay has insider tips and helpful advice for taking psychometric tests and assessments. Our psychometric test experts are here to help candidates.

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