Employer psychometric tests
What are psychometric tests and why do employers use them?
Many graduate employers use psychometric tests as part of the selection process for their graduate schemes.
Psychometric tests are popular with graduate employers because they compare candidates in an objective way and may be used at different stages of the graduate selection process:
- To narrow the field when there are large numbers of applicants. If you attain a high standard on an online aptitude test, you’re invited to an interview.
- Alongside a first interview so the company can make an informed and unbiased decision about whether to put you through to the next stage of selection.
- At a later stage possibly with a second interview or as part of an assessment centre.
Types of test; ability, aptitude and personality
Ability tests measure either general or particular skills, capability and acumen. This category of test can include:
Numerical tests: assess how well you interpret data, graphs, charts or statistics, and can test basic arithmetic.
Verbal reasoning tests: assess how you well you understand written information and evaluate arguments and statements.
Non-verbal reasoning tests: assess how well you follow diagrammatic information, spot patterns or your spatial awareness.
Logical reasoning tests: assess how well you follow through to a conclusion given basic information, or using your current knowledge or experience.
Employers may also run tests to assess your problem-solving skills or ability to identify mistakes accurately: e.g. proof-reading or basic spelling and grammar tests.
Aptitude tests examine your potential to learn a new skill that is needed to do the job you have applied for.
If you are considering careers in IT you may be asked to complete a programming aptitude test.
For other careers areas, such as finance, you may find that numerical and verbal reasoning tests are focused on the kind of information you would come across in your daily work.
Ability and aptitude tests are usually conducted under timed, exam conditions. Most involve multiple-choice or true/false answers.
Personality tests assess your typical behaviour when presented with different situations and your preferred way of going about things.
They examine how likely you are to fit into the role and company culture. Assessors may match your responses with those of a sample of successful managers or graduate recruits.
Employers look for people with certain characteristics for particular jobs. For a sales role they may want someone who is very forward, sociable, and persuasive.
Don't try to second guess what you think the employer wants to see – personality questionnaires assess consistency in responses.
If you’re right for the job and the employer is right for you, you’ll do fine. If the job and employer isn’t looking for people with your personality, you’ll make a lucky escape.
How to be prepared
The best way to approach graduate psychometric tests is to practise so that you become familiar with the typical formats they take and the way questions are asked.
It will also help you to improve on speed and accuracy and identify areas in your ability tests that need work.
Just make sure you don’t get over-confident. Doing practice tests can improve your performance to some degree, but each employer’s tests will be slightly different.
Content was created by TARGETjobs, leading graduate career advice providers. TARGETjobs offers independent reviews on top graduate employers, career planning tools and expert guidance and the largest choice of graduate jobs and internships.
