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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 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 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.
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