If you are preparing for interviews or any competitive exams you certainly know how important is the Psychometric Tests. This article would throw lights on the points that you must know before jumping into the practice of the Psychometric Test.

What are the Psychometric Tests?

Psychometric tests are one of the most popular and commonly used tests. They form an essential part of the recruitment process and are thus used by many companies all across the world.

Just like any other test, a psychometric test is conducted to analyze a candidates’ performance without limiting the evaluation to skills, knowledge, language, attitudes, personality traits, or attitude.

The first psychometric test was used in 1905 by Alfred Binet. The test is used to measure candidates’ mental and behavioural styles and capabilities. The prime motive of conducting a psychometric test is to gauge the extent to which applicants’ mental abilities, cognitive skills, and personality match the roles and responsibilities of the job. It also helps in discovering the hidden aspects of a candidate, which otherwise might not be clear in a personal or a face-to-face interview.

This test is free from biases as a standard process is used to assess the performance of each and every candidate who appeared for the exam. It helps in narrowing down the job applicants and provides an accurate evaluation of the performance of job applicants.

Types of Psychometric Tests

Psychometric tests can be classified into two broad categories:

1. The Aptitude and Ability Test

These tests are conducted to analyze candidates’ cognitive skills and abilities. In this test, each question has the right answer, which is to be given by the candidate appearing for the test. The candidate needs to solve all the given questions in given time duration. It measures a candidate’s ability to think, solve, and reason and hence plays an important role in the recruitment and selection process for a defined job role.

These tests are also used to find out how a person responds to a given situation based on analyzing their past experiences.

The aptitude and ability test includes a numerical reasoning test, a verbal reasoning test, free text editing, ranking test, logical reasoning test, mechanical reasoning, and critical thinking test.

2. The Personality and Aptitude Test

The behaviour of a person gives an insight into how he/she responds and approaches different situations and events happening in his life. The reaction of the candidate under review is compared to the behaviour of a reference group. It also gives an insight as to how a person will react to praise or criticism when selected for a particular job role.

Personality test follows the Five-Factor Model, also known as the Ocean Model of personality, which includes:

  1. Openness
  2. Conscientiousness
  3. Extraversion
  4. Agreeableness
  5. Neuroticism

a. Openness

It indicates a person’s experience and liking towards art, adventure, and imagination. People with openness as a trait are curious to learn new things and also are open to changes.

On the other hand, people lacking openness are reluctant to change and avoid new experiences. They stick around old habits and hence are not flexible.

b. Conscientiousness

These people have a strong sense of responsibility and are highly organized. They remained focused and disciplined while performing their duties and hence are dependable and can be trusted. A person lacking this trait, on the other hand, is spontaneous, and often careless.

c. Extraversion

A person presenting extraversion as a trait is the one who loves being social and loves to be in the crowd. Such a person is often chatty and good in social interactions.

The opposite of this trait is an introversion person who is less socially active. These people are often referred to as shy and quiet. These people prefer small groups and, at times, avoid being in a crowd.

d. Agreeableness

Agreeableness represents a person’s kindness and compassion. A person with this train is helpful, trustworthy, and warm. On the other hand, a person lacking this trait is cold and suspicious. These people are considered to be less cooperative. However, in an organizational ecosystem, people with disagreeable attitudes earn more salary and advantages.

e. Neuroticism

People depicting this trait are often depressed and anxious. On the contrary, people lacking this trait are emotionally stable and remain calm irrespective of the situation.

Application Process

Different organizations all across the globe have different recruitment processes followed by them. However, there are certain standard steps followed in every recruitment process.

These are the following steps followed in the recruitment process:

  1. Apply for the profile by sending your CV and filling the application form.
  2. Complete the online tests (if any) conducted by the organization. These tests include competency-based questions, decision-making tasks, and numerical reasoning tests.
  3. If the candidate passes the test, he/she is called for a personal interview, which can be either a face-to-face round or a telephonic round.
  4. Some organizations also conduct a role-based round and a final interview, which is generally taken by higher officials related to the post you have applied for.
  5. Once you clear all the rounds, you receive the job offer and can join the organization as their employee.

Advantages of Psychometric Tests

Psychometric tests improve your productivity manifold. Some of the advantages are as follows:

  1. Psychometric tests are free from biases that crop up during the recruitment process.
  2. Psychometric tests ensure consistency in the recruitment process that crops in while screening the CVs or conducting interviews.
  3. It is comparatively cheaper in the long run as not all the applicants make to the round of psychometric tests. Only the cull candidates who applied for the job make to this round, thereby saving the resources of the organization.
  4. The personality and interview tests help in picking up the right candidates by removing the discrepancies and not allowing the candidates to cheat the recruiter.
  5. Those candidates who are shy or do not open up much get a chance to show their skills in these tests.
  6. There are fewer chances of disputes while these tests are conducted.

How to Score in Psychometric Tests?

It is not always easy for students to pass a psychometric test as it is not something that one has encountered before in their life. Hence, are some tips that will help you in preparing yourself for an upcoming psychometric test so that you can score well.

  1. Practice is the key. Practice as many aptitude tests as you can you that you become better at solving them. There is a number of websites offering online psychometric tests for practice for free.
  2. Most of the aptitude tests are conducted online; hence, practice online for the aptitude tests. This will help you in understanding the format and the time you take in solving an aptitude test. This is also important because giving a test online is different from giving a test offline.
  3. Take a note of the time you are taking to solve the test. It is not always that the easy questions are at the beginning of the paper.
  4. Once you are done with the test, review your answers, and find out what are your weak areas where you need to work more.
  5. Focus more on your weaker areas. If you are weak in verbal reasoning, then practice more on it by taking more verbal reasoning tests.
  6. Don’t be in the illusion that you can pass an aptitude test without preparing and practising for it. You need to practice hard as that when you write the actual test you are accurate with your answers and also complete the test in time.
  7. Always practice for the test with a timer. This will help you in coping up with the pressure during a real assessment.
  8. Re-do the questions that you have answered wrong. Don’t neglect these questions, and remember to practice hard.
  9. Do not panic at the time of the real assessment. The more your practice, the more you will be confident during the real test.

Why is it important to score in a psychometric test?

It is important for the students to take the psychometric test as students undergo a lot of stress in their life. The other importance of these tests is that it helps the students in making better life decisions about their future and career.

The results of these tests are different as humans are unique in their way.

A psychometric test can help the candidates in the following situations and life decisions:

  1. A psychometric test taken at an early stage helps the candidates in finding the right career and stream for them. They get to know about their strengths and capabilities and hence can decide a career path for themselves.
  2. Often, students are unaware of their hidden skills, talents, and capabilities. In the early stages of their life, students get a lot of career advice from their peers and relatives. These psychometric tests help the students choosing the right career path for them, handle stress carefully, and decide the best career for them.

What is a good score on a Psychometric Test?

There is no set or standard score that is required to be achieved in a psychometric test. The score of these tests differs from job to job and between the types of these tests.

However, when analyzing the results of these tests, the importance is given to the percentile scores as it makes it easier for them to compare the score of candidates who have applied for the test.

Different jobs require a different set and combination of skills which the candidates being selected should possess. Basis this, a candidate may be required to appear for the entire test but should pass in only a few of them which are relevant to the job you have applied for.

However, this information is not shared with the applicants in advance. The tests differ in content, scoring, and format.