Psychometric Testing Uncovered – Information & Tips

Many people find going to the dentist less frightening than psychometric testing. The bad news is that psychometric analysis program is becoming increasingly popular with organisations so they are here to stay. You don’t have to fear testing and the information in this article will provide information to help reduce anxiety but also help you prepare to the best of your ability.

What is Psychometric Testing?

Psychometrics is the field of study concerned with the measurement of "psychological" aspects of a person such as knowledge, skills, abilities, or personality. The extent and type of testing used by companies will vary depending on the role and the company in question. Some of the more popular testing includes;

Ability Testing - There is a wide range of work related ability tests but the most common are numerical and verbal reasoning tests. They measure a candidate’s current ability and future potential. Ability tests are more common administered supervised in paper and pencil format but may also be taken on a computer. Ability tests are timed and taken in typical test environment. Try out some free sample numerical and verbal ability tests on www.bharatemployment.com.

Personality Questionnaires – Another popular tool for recruitment. It is important to point out that these are not a test, but a questionnaire and there is no right or wrong answer. Personality questionnaires provide an indication of an individual’s preferred behavioural style at work, information on how a candidate will fit in certain work environments, how they will work with other people and how they will cope with different job requirements. Personality Questionnaires are more often taken on a computer but can be administered on paper and pencil.

Assessment Center - An Assessment Center is multiple evaluations including: job-related simulations, interviews, and/or psychological tests as outlined above. Job Simulations or assessment exercises are used to evaluate candidates on behaviours relevant to the most critical aspects (or competencies) of the job. Typical exercises include; In-tray exercises, role plays, Analysis presentation and group exercises. There will normally be several trained observers who make judgments about behaviour and record. These judgments are pooled in a meeting among the assessors or by an averaging process. In a discussion among assessors, comprehensive accounts of behaviour, often including ratings, are pooled.

Source : http://blog.recruitireland.com/psychometric-testing-uncovered-information-tips-