Graduate psychometric tests help to identify a candidate's skills, knowledge and personality. They're often used during the preliminary screening stage, or as part of an assessment centre. They're objective, convenient and strong indicators of job performance; making them very popular with large graduate recruiters.
People often panic about psychometric tests without understanding them. Attempt to understand why specific psychometric test types are being used for the job you have applied for.
Types of psychometric tests
There are two main types: personality tests and aptitude tests.
Personality tests explore your interests, values and motivations, analysing how your character fits with the role and organisation. They analyse your emotions, behaviours and relationships in a variety of situations.
Aptitude tests assess your reasoning or cognitive ability, determining whether you've got the right skillset for a role.
Usually administered under exam conditions, you’ll often be given one minute to answer each multiple choice question.
Your 'intelligence' levels are compared to a standard, meaning that you must achieve a certain score to pass. Common tests include diagrammatic reasoning, error checking, numerical reasoning, spatial reasoning or verbal reasoning.
Practice, practice, practice
Familiarity is essential. The more you practice the more comfortable you should get with the types of questions and also the time pressure.
Time pressure
Not only do you have limited time to complete the questions, the questions get progressively harder. Be focused and complete each questions as quickly and as accurately as possible. Easier said than done but concentration is critical.
Avoid negative assumptions
If you say to yourself 'I can't do these tests' then you are accepting defeat and it is very unlikely that you will be able to improve. Avoid negative assumptions and focus on improving.
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