Your questions answered by Brian Mooney
I recently applied for a new job and I have been informed that I am invited to attend the first stage of the recruitment process, which involves psychometric testing. Can you tell me what psychometric tests are and what preparation I can do for them, as I am a bit apprehensive?
Psychometric tests are not something to feel threatened by. On the contrary, they should be viewed as tools that ensure you are recruited into a job that suits your skills and ability. Psychometric assessment provides more objectivity in the recruitment process and is a way to ensure that it is fair and equitable to all concerned.
These tools are becoming increasingly popular in many organisations as they provide valuable information for employers to help them make the right hiring decisions.
Psychometric assessment during recruitment typically consists of ability tests and personality questionnaires in the early stages. However, there are many other tools that can be used and different organisations will utilise different methods depending on the volume of recruitment and the role.
Ability tests take many forms, but the most common are numerical or verbal reasoning tests. Other ability tests include diagrammatic and spatial reasoning, dexterity, technical, computer programming and critical thinking. These tests are completed against the clock and there are frequently more questions than you can comfortably complete within the allocated time. Your score is then compared against a comparison group of people who perform well in those jobs for which the tests have been shown to be good predictors.
Ability tests are most commonly written tests administered in a supervised test environment, but there is also an increase in online testing.
A personality questionnaire is not a test, but a self-report - therefore there are no right and wrong answers. The personality profile generated from your responses provides an indication of your likely behaviour in a working environment. So how do you answer it? Well, you answer it as honestly as possible. It is in your interest that you give a true picture of your personality. Again, these tools are used to help make the right recruitment decision for you and the employer.
There are many personality questionnaires used by employers. Unlike ability tests, though, personality questionnaires are not timed. They can be written or completed online, with online tests very popular as candidates can complete the questionnaire remotely before attending an interview.
Other common assessment tools include motivational questionnaires, role plays, group exercises and presentation exercises, but the decision on which tools are used will depend on the nature of the role.
To prepare for ability tests and personality questionnaires, I recommend that you request practice leaflets from the employer a few days before you do the tests. You can also log onto www.shldirect.com. This site will provide sample ability test questions that you can practise. It is important to familiarise yourself with sample questions as this will ensure maximum performance. On the day of the test follow the instructions carefully and work quickly and accurately.
It is important that you view this part of the recruitment process as beneficial to yourself as it will help ensure that you are the right person for the job. Call the employer and find out what exactly is involved in the assessment. When you have identified what is involved, you can prepare accordingly using the advice above. Ensure that you get practise leaflets for the tests, as this will ensure optimal performance on the day. I would also recommend that you request feedback after this psychometric testing.
Brian Mooney is president of the Institute of Guidance Counsellors. E-mail questions to bmooney@irish- times.ie
