Let’s break down the fascinating world of psychometric tests. This guide will help you understand what they are, why they’re used, the different types, and how to approach them.
What Are Psychometric Tests?
In simple terms, psychometric means “mind measurement” (psyche = mind, metron = measure). These are standardized assessments designed to objectively measure individuals’ mental capabilities, behavioral styles, and aptitudes.
Think of them as a ruler for the mind. Just as a ruler gives a consistent measurement of length, a good psychometric test provides a consistent and reliable measure of a specific psychological attribute.
Key Characteristics:
- Standardized: Administered and scored in a consistent way for all test-takers.
- Objective: The scoring is not influenced by the personal feelings or biases of the examiner.
- Reliable: Produces stable and consistent results over time (if the trait being measured is also stable).
- Valid: Actually measures what it claims to measure (e.g., a numerical reasoning test really measures numerical skill, not just general intelligence).
Why Are They Used? The Main Purposes
Psychometric tests are most commonly used in two key areas:
- Recruitment and Selection (The most common encounter for most people):
- To screen candidates efficiently: With hundreds of applicants for a single role, tests help recruiters quickly identify the most suitable candidates.
- To predict job performance: Certain aptitudes (e.g., numerical skill for an accountant) are strong predictors of success in a role.
- To assess cultural fit: Personality tests can indicate if a candidate’s work style aligns with the company’s culture and the team’s dynamics.
- To reduce unconscious bias: They provide an objective data point alongside the subjective interview, helping to create a fairer process.
- Personal and Professional Development:
- Career Counseling: To help individuals understand their strengths and preferences, guiding them towards suitable career paths.
- Team Building: To help team members understand each other’s working styles (e.g., using Myers-Briggs or DiSC), improving communication and collaboration.
- Self-Awareness: For personal growth, helping people understand their own motivations, stress triggers, and interpersonal skills.
The Two Main Types of Psychometric Tests
There are two broad categories, each serving a different purpose.
1. Aptitude & Ability Tests (What you CAN do)
These tests measure your cognitive abilities, your potential to perform specific tasks, and your problem-solving skills. They are often timed and have right/wrong answers.
Common subtypes include:
- Numerical Reasoning: Interpreting data from graphs, tables, and charts, and performing calculations.
- Example: “If sales in Q2 were £1.5 million and increased by 15% in Q3, what were the Q3 sales?”
- Verbal Reasoning: Evaluating your understanding and logic of written information.
- Example: A short passage followed by statements like “True,” “False,” or “Cannot Say” based only on the information in the passage.
- Logical / Inductive Reasoning: Identifying patterns, sequences, and relationships in abstract shapes and diagrams (also called abstract reasoning).
- Example: A sequence of shapes changes; you must choose the next shape in the sequence from multiple-choice options.
- Spatial Reasoning: Visualizing and manipulating objects in space.
- Mechanical Reasoning: Understanding mechanical and physical principles (common for engineering roles).
2. Personality Questionnaires (Who you ARE)
These assessments explore your characteristic behaviors, motivations, and preferences in a work context. They are generally not timed (though often have a recommended limit) and have no right or wrong answers.
Important: They measure preferences, not skills. Being more introverted doesn’t mean you have poor social skills; it means you find social interactions draining and recharge by being alone.
Common Models Used:
- The Big Five (OCEAN): Considered the most scientifically validated model. It measures:
- Openness to Experience (inventive/curious vs. consistent/cautious)
- Conscientiousness (efficient/organized vs. easy-going/careless)
- Extraversion (outgoing/energetic vs. solitary/reserved)
- Agreeableness (friendly/compassionate vs. challenging/detached)
- Neuroticism (sensitive/nervous vs. secure/confident)
- Myers-Briggs Type Indicator (MBTI): Very popular, but less scientifically robust. Categorizes people into 16 types based on preferences like Introversion/Extraversion, Sensing/Intuition.
- SHL Occupational Personality Questionnaire (OPQ): Widely used in corporate settings, focusing on behaviors critical for performance at work (e.g., Persuasive, Democratic, Detail-Oriented).
- DiSC: Measures Dominance, Influence, Steadiness, and Conscientiousness.
How to Prepare and Succeed
For Aptitude & Ability Tests:
- Practice, Practice, Practice! This is the single most important thing you can do. Familiarity with the question formats dramatically improves your speed and accuracy.
- Resources: Websites like SHL, Kenexa, Saville, AssessmentDay, and JobTestPrep offer free and paid practice tests.
- Ask What to Expect: If the company tells you the test provider (e.g., SHL, Kenexa), look up their specific practice tests.
- Simulate Test Conditions: Find a quiet place, time yourself, and avoid interruptions.
- Read Instructions Carefully: Don’t skim. Understand what is being asked before you start.
- Manage Your Time: If you’re stuck on a question, flag it, move on, and come back if you have time. Most of these tests are designed so you won’t finish all questions.
For Personality Questionnaires:
- Be Honest, but Professional. There are no right answers, but most tests have “lie scales” that detect inconsistent or socially desirable responding. Don’t try to guess “what they want to hear.”
- Answer as Your “Work Self”: Think about how you behave in a professional environment, not necessarily how you are with friends or family.
- Be Consistent: The test will often ask similar questions in different ways to check for consistency. Answer truthfully, and you will naturally be consistent.
- Avoid the “Extreme” Middle: Don’t constantly select the neutral option. Have an opinion.
- Read the Job Description: While you should be authentic, having a sense of the key competencies for the role (e.g., “needs to be a team player,” “requires strong attention to detail”) can help you frame your answers contextually.
A Final Word of Caution
Psychometric tests are a powerful data point, not a crystal ball. They should never be the sole basis for a decision. They are most effective when used in combination with interviews, work samples, and references to build a complete picture of a candidate or an individual’s development needs.
Approach them as an opportunity to showcase your abilities and to learn more about yourself.
Good luck!