preparing for psychometric tests

www.exeter.ac.uk/careers

Preparing for Psychometric Tests

Employability and Graduate Development

01392 724493

[email protected]


• To gain a clearer understanding of what psychometric tests are and how recruiters use them

• To familiarise you with strategies to maximise your performance

• To help you know how to prepare and to signpost further resources that are available

Aims of the workshop:

What are psychometric tests?

– What do you think a psychometric test is?

– How is a psychometric test different from school or university exams?

– What have you heard from others about psychometric tests?

– Have you completed any psychometric tests before? How did you find that experience?



Psyche = MindMetric = To Measure




• ‘A standardised sample of behaviour which can be described by a numerical scale or category system’ (Cronbach)

• A psychological test used in the world of work’ (Saville and Holdsworth)

• ‘A psychological test is any procedure on the basis of which inferences are made, concerning a person’s capability, propensity or liability to act, react, experience, or structure or order thought or behaviour in particular ways’ (BPS)


Why do Employers use them?

• Fair and objective measure of a skill/ability or the potential to acquire it

• Gives a more rounded picture of suitability for a role

• Objectively compares candidates’ performance with ‘norm’ levels for a similar ‘population’

• Reliable predictor of how well someone is likely to perform in a given job/professional exams


Advantages for Employers

• Less subjective than an interview

• Fairer, more objective decision making through use of standardised tests

• Online testing = greater cost efficiency

• Provides evidence of skills not easily obtained from other elements of the recruitment process

When are Psychometric Tests Used?

• At different stages of the Recruitment process– As part of application process– On the assessment day

• Can vary between paper and online tests

• Different tests can be used at different stages



Main types of psychometric tests

• Ability/Aptitude Tests (usually verbal, numerical and diagrammatic)

• Personality Inventories (questionnaires)

• Situational Judgement Tests

• Career matching software (like Prospects Planner)


Aptitude tests – what to expect

• You may get a practice leaflet or online practice questions

• Exam conditions and strictly timed, standardised instructions

• Answers definitely right or wrong

• Answers scored and compared with appropriate norm group

• Types of tests are usually:– Numerical– Logical Reasoning (Also known as Diagrammatic/Inductive)– Verbal Reasoning

Numerical TestsWhat are they?

– Require you to make decisions or inferences from numerical data, presented in reports, graphs and tables.

– Usually just require GCSE level maths as uses more analytical skills than technical maths skills.

– Requires you to demonstrate your ability to plan, prioritise and analyse data, see trends and follow numerical reasoning and logic.

– These skills are relevant to a range of functions that require working with money or finance, also general management, finance and sales to data processing.



Numerical TestsExample

Numerical TestsHow to prepare

– Remind yourself of the basics of mathematics, such as percentages, ratios, fractions, currency conversions etc

– Read the financial section of a quality newspaper . It will help familiarise you with financial and numerical information

– Practise doing maths puzzles .

– Take a practice test to help you get used to the format and time pressure

– Check if you are allowed to use a calculator or not – if not practice doing sums without one


– Measure your ability to reason with and to evaluate the logic of verbal information.

– The process is similar to the skills required to summarise large reports and extract verbal data at meetings . It's very relevant for roles that require analysis of verbal information.

– You are usually provided with a passage of information and required to evaluate a set of statements by selecting one of the following possible answers:

– A – True– B – False– C – Cannot Say


Verbal Reasoning TestsWhat are they?

“Many organisations find it beneficial to employ students over the summer. Permanent staff often wish to take their own holidays over this period. Furthermore, it is not uncommon for companies to experience peak workloads in the summer and so require extra staff. Summer employment also attracts students who may return as well qualified recruits to an organisation when they have completed their education. Ensuring that the students learn as much as possible about the organisation encourages interest in working on a permanent basis. Organisations pay students on a fixed rate without the usual entitlement to paid holidays or sick leave.”

Statement 1 - It is possible that permanent staff who are on holiday can have their work carried out by students.

A = True B = False C = Cannot Say


Verbal Reasoning TestsExample

“Many organisations find it beneficial to employ students over the summer. Permanent staff often wish to take their own holidays over this period. Furthermore, it is not uncommon for companies to experience peak workloads in the summer and so require extra staff. Summer employment also attracts students who may return as well qualified recruits to an organisation when they have completed their education. Ensuring that the students learn as much as possible about the organisation encourages interest in working on a permanent basis. Organisations pay students on a fixed rate without the usual entitlement to paid holidays or sick leave.”

Statement 2 – Students are subject to the organisation’s standard disciplinary and grievance procedures.

A = True B = False C = Cannot Say


Verbal Reasoning TestsExample

–Read newspapers, journals, reports and books

–Have a go at solving verbal reasoning puzzles for example crosswords or word finding games

–Practice reading passages of information and summarising the key points


Verbal Reasoning TestsHow to prepare

– Also known as Diagrammatic/Abstract or Inductive reasoning tests

– Not impacted by an individual’s numerical or verbal ability

– This sort of reasoning is relevant for jobs which require the capacity to learn new things and work through complex problems in a logical, systematic and analytical manner

– Measure the ability to work flexibly with unfamiliar information and find solutions.

– People who perform well on these tests tend to have a greater capacity to think conceptually as well as analytically.


Logical Reasoning TestsWhat are they?


Logical Reasoning TestsExamples

What comes next in the sequence?

• Play logical reasoning games such as Sudoku

• Think about the logical steps you take when planning something such as a holiday

• Play strategy games such as drafts or chess and plan your next moves


Logical Reasoning TestsHow to prepare


Aptitude Tests - tactics• Follow instructions carefully & ask if unclear• Make sure you understand answers to example

questions• Work quickly and accurately if being timed• Skip questions if you are stuck and go back and

answer them if you have time at the end• Mark your best choice but avoid wild guessing if you

are not sure• Tests not usually designed to be completed• Score = correct answers in time allowed• Make sure you have a watch/timer to hand


• Assess how a candidate might typically behave in particular work situations

• Help provide a broader picture of how well you might be suited to a particular job/culture/organisation

• No ‘right’ or ‘wrong’ answers, only YOUR answers

• Usually no time limits, but don’t spend too long – give your most natural answer

Personality InventoriesWhat are they?


Personality InventoriesExamples

Least Most

A) I quickly reach a decision

B) I feel at ease with new people

C) I take care to follow rules

D) I have highly original ideas


Personality Inventories Tactics

• Avoid the ‘socially desirable’ response – be honest. Many questionnaires check for consistency in response

• Don’t worry if some questions do not seem relevant

• Make sure you answer as many questions as possible

• Results can sometimes be discussed in interview

• Results usually only part of process alongside other elements, e.g. interview, assessment exercises

Situational Judgement TestsWhat are they?

• Assess how well suited people are for particular roles and environments.

• Realistic employment situations• You are given a number of scenarios and for

each you are then provided with a number of response options to choose from. You need to select the option which best reflects how you would behave in that situation.


Situational Judgement TestsExamples

• You are working in a call centre for a major UK telecommunications company. You have received a call from a customer who has been waiting in for an engineer who has failed to arrive within the scheduled time slot. The customer is upset and is talking in a raised voice. Of the following options indicate which would be the ‘most effective’ and which the ‘least effective’ action to take first of all:

1) Apologise to the customer and say you will arrange for a re-scheduled appointment. 2) Listen to the customer’s feedback and tell them that you can understand why they are upset and that it must be very inconvenient for them. 3) Explain that the engineer has a very busy schedule and its difficult for her to always be on time but you’re sure she will arrive soon. 4) Ask the customer to hold while you contact the engineer to establish where she is.


• No particular training or knowledge required• Use Practice Tests if available• Read each scenario thoroughly• Evaluate according to information given• Do not make assumptions• Keep competencies assessed in mind however

answer honestly


Situational Judgement TestsHow to Prepare

E Tray Exercises

• Timed Test involving reading and giving a response to a series of email messages and requests.

• Usually a choice of response options triggering further emails based on the answer chosen.

• E mails often include attachments.• Other data often given as a basis for the

response decisions.• Important to answer all emails received.



Prior to test sessions

• Be clear which type of tests are to be used, e.g. aptitude / personality

• Check if Practice questions are available

• Practice

• Inform recruiter of any adjustments you require well in advance

What if I have a disability?• Employers should make reasonable adjustments

to accommodate special requirements such as:– Dyslexia– Hearing/visual impairments– Injuries such as fractures

• Inform administrator in advance about any factors likely to affect performance

• Psychometric tests can be made available in alternative formats, e.g. large print, Braille.

• If in doubt always ask


• Often given as a Percentile – not the same as a percentage

• Comparison groups are used to benchmark your score against

• Different employers/roles will have different benchmarks and comparison groups

• Practicing may help improve speed but may only marginally improve results


Understanding your Results


Resources• www.exeter.ac.uk/careers for handouts etc.• Books available on loan, for example:

• ‘How to Pass Graduate Psychometrics’• ‘Advanced Numeracy Tests’ both by Mike Bryon• ‘How to pass Verbal Reasoning Tests’ by Tolley and

Thomas• Key Websites:

• www.shldirect.com

• www.opp.co.uk

• http://www.careerplayer.com/tips-and-advice.aspx

Contact:

Employability & Graduate DevelopmentCareer Zone in the ForumPhone: (01392) 724493Email: [email protected]: www.exeter.ac.uk/careers

Opening hours:Term time & Vacation: 9.00am-5.00pm


Contact:

The Careers Advisory ServiceCareer Zone, The Compass,Tremough CampusPhone: (01326) 253735Email: [email protected]: www.exeter.ac.uk/careers

Opening hours:Term time & Vacation: 9.00am-5.00pm


Thank you

&

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