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