Psychometric tests have been around for quite a while now and job seekers should not be too surprised to find such tests given to them before or after an interview. However, many candidates are usually not prepared for such tests and they may perform poorly as a result. A good advice to all potential job seekers - always check with the employer upon confirmation of the appointment so that you won’t be caught off-guard.

What are Psychometric tests?

In short, they are tests – to measure one’s ability and personality.

In terms of ability, it ranges from measuring your understanding of words, numbers and solving problems to your ability to take directives correctly. It is a test on your cognitive ability.

As for personality, it assesses your preferred working style and motivation. In other words, it gives information about the behavioral style.

Why are they used?

It is used extensively in the “screening” process especially when there are hundreds of applicants waiting in line. The best way is to get candidates to do a test and very quickly, recruiters are able to narrow down to those that “passed” their “required ability/personality” standard. Thus, it helps to reduce the work load of the recruiters tremendously. If knowledge of certain skills is crucial for a job, this is the best assessment. Most often than not, recruiters are unable to find out the answer by interviewing the candidate alone, no matter how well the question was phrased. In other words, psychometric test gives recruiters an additional tool, on top of the traditional methods of interviewing.

But psychometric tests should not be restricted to recruiters alone. Job seekers can benefit from them by finding out the careers that they will enjoy or their ideal careers.

How accurate are they?

As with all measuring methods, it is subject to errors and therefore not perfect. However, if the tests are properly designed and constructed, it may generate fairly reliable results.

In tests to assess one’s personality, it’s best to tell the candidate upfront to answer as honestly as possible because there is really no right or wrong answer. After all, every personality style/trait has its strengths and weaknesses. In the end, personality assessment is about fitting the right people into the right jobs. So, it is a good advice to all candidates out there to get this right at the outset – by answering honestly, you’re more likely to be in a job that you enjoy and excel! Thus, there is really no need to cheat or pretend to be someone else.