What Are Psychometric Tests?

Psychometric testing is often used in organisations to assess ability or personality in a measured and structured way.

This type of testing can be useful both for employers to help them with recruiting and for people trying to decide what career might suit them best. They can be traditional pencil and paper tests or completed on a computer. Some are taken in assessment or test centres; others are completed online.

John McGallan, Chairman of Optus, said: “Many employers of graduates use psychometric tests as part of their selection process, helping them to recruit the right people with the best mix of abilities and personal qualities. The tests can also help them filter through large number of applicants early on with a view to reducing wasted time and expense.”


The Three Main Tests: Ability, Personality and Interest

1. Ability tests:

“General intelligence tests draw not so much on your previous learning or knowledge but more on your ability to solve problems using logical thinking,” John explained. “Specific ability tests can cover both attainment and aptitude. While Attainment tests examine the particular skills and knowledge you already have, Aptitude tests are aimed at measuring your potential for certain activities.

“Two common forms of aptitude checks are verbal and numerical reasoning tests, though people entering or applying for particular careers such as IT or engineering might be asked to complete more specialised assessments.”

2. Personality questionnaires:

Work-related personality questionnaires are popular with employers of graduates, and seek to measure aspects of your make-up. “There are no right or wrong answers when completing these questionnaires,” John pointed out. “The aim is to find out how you are likely to behave in particular circumstances.”

3. Interest questionnaires:

“Interest questionnaires are designed to examine a candidate’s interests in work-related matters, and are used in both careers guidance and selection processes.”