When recruiters are looking to fill in a vacant position, they seek the most appropriate fit in terms of work as well as the company’s environment. So, there is a range of attributes they keep in mind while assessing the candidates.
To respond to this challenge, recruiters often use psychometric tests as a way of analyzing the personalities of candidates as well as their skills and abilities. Since the questions are designed to assess the intelligence level of the candidates, these tests help recruiters know about their general behavior in various situations, understand whether or not they are team players, or how quickly they will respond to problematic situations.
These are used as preliminary screening so that only the right candidates are taken to the next round of the application process.
History of Psychometric Tests
Psychometric tests are by no means a novel concept. Before, these tests were used in educational psychology and later it was adopted by large organizations to select the best candidate from a pool of applications.
Usually, psychometric tests are conducted when a candidate submits their application for the job, but they are also done right before the actual interview. It is also possible that you are asked to take a psychometric test after the interview. This depends on the recruitment process of the particular organization.
Types of Psychometric Tests
Psychometric assessment tests in general fall into two categories, being aptitude or ability tests and personality and occupational questionnaires.
Aptitude and ability tests are usually standardized tests used to measure a job candidate’s abilities to perform specific tasks and react to a range of different situations. They are designed to assess your logical and/or thinking capabilities. These tests consist of several multiple-choice questions and have strict time limits. You may be asked to answer the questions either on paper or online.
There are different types of Aptitude tests, of which the most commonly used are:
- Numerical Reasoning: typically, candidates are asked questions relating to information provided in the form of data-set, statistical charts, or are required to calculate the answers to various problems.
- Verbal Reasoning: these tests come in different types of formats but usually candidates are provided with a passage of text and required to answer multiple-choice questions.
- Logical Reasoning: these tests are designed to assess a candidate’s ability to interpret patterns and/or the relationship between shapes.
- Error/Data Checking Test: Candidates are expected to identify errors and mistakes, and offer alternatives or corrections whenever they deem appropriate.
- Diagrammatic Reasoning: This test is used to measure analytical, decision making, logical, and abstract reasoning abilities. The candidate’s task is to infer a set of rules and to apply them to new situations.
- Spatial Reasoning: Spatial reasoning tests are non-verbal, standardized psychometric assessment tests that provide the employing organization with information about a candidate’s ability to mentally re-arrange, rotate and manipulate shapes or objects without physically touching them.
Personality and occupational questionnaires are used to explore the way a potential job candidate does things in his work, how they behave in certain work-related situations, and their preferences and attitudes.