What is a Psychometric test?
Many colleges now use psychometric test when selecting students
for various courses. They are particularly helpful in identifying
which candidates would be best suited to a particular course,
especially where colleges wish to narrow down a large number
of applicants, or where specific skills are needed for the course.
Psychometric tests and questionnaires are used to measure people’s
skills, abilities, interests or other aspects of the way they
behave in job-related situations. The essence of a psychometric
test is that people’s performance can be measured on a
standard task and in some way compared to other people taking
the test, no matter where or when the test is taken. This is
achieved by having specific instructions about how the test
must be used, scored and the results interpreted. These tests
can broadly be split into three categories.
Ability Tests
Instruments that measure your level of understanding or skills,
for example working with numbers, understanding written instructions
or ability to solve problems. For example, you may be asked
to:
-
use
a price list to work out the cost of a customer’s order
-
correct errors in a written document
-
spot
the odd one out in a series of shapes or patterns.
In many
of these you may be asked to choose the correct answer from
a number of alternatives. There is often a time limit and so
you need to work quickly and accurately.
Hints
for Ability Tests:
-
Make sure you understand what you have to do before the test
starts and do not be afraid to ask questions.
-
If
there is a time limit, don’t spend too long on any one
question. If you cannot answer a question, go on to the next
-
Try
to read the options before answering. They may provide a clue
-
Don’t
worry if you cannot finish all the questions. Many tests are
designed to be difficult to complete
-
Make
sure you indicate your answer against the correct question
number.
Interest Tests
Tests that indicate the type of work that you are most interested
in or best suited to. In this type of exercise, you may be asked
whether you would like or dislike doing a certain type of job.
For example, would you like or dislike the following:
You may
be asked just to tick yes or no, or to use a scale to rate how
much you would like or dislike it. There are no right or wrong
answers to questions. These are designed to reflect your personal
interests or preferences. These are often used in careers guidance
work, but employers may use them to find out what sort of person
you are and try to ensure they match you to the right job.
Personality
Measures
Questionnaires that ask you to describe your personal style
or how you typically behave in certain situations. In this type
of exercise you will often be given a list of different statements
and asked how well they describe you. For example, do you agree
or disagree with the following statements:
- I prefer
to spend my break-time quietly alone
- I regularly
contribute to work discussions
- I am nervous
when meeting new people.
Again there
are no right or wrong answers, just preferences that may allow
employers to match you to the right job and assess whether you
would be suited to a particular job in their organisation.
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