psychometric tests august 2012

8/13/2019 Psychometric Tests August 2012

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www.exeter.ac.uk/careers

Preparing for

Psychometric Tests

Employability and Graduate

Development

01392 724493

[email protected]
mailto:[email protected]:[email protected]


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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 tosignpost further resources that are available

Aims of the workshop:


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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?



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Psyche = Mind

Metric = To Measure



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A standardised sample of behaviourwhich can bedescribed by a numerical scaleor category system(Cronbach)

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

A psychological test is any procedure on the basisof which inferences are made, concerning a

persons capability, propensity or liability to act,react, experience, or structure or order thought orbehaviour in particular ways (BPS)


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Why do Employers use them?

Fair and objective measure of a skill/ability or thepotential to acquire it

Gives a more rounded picture of suitability for arole

Objectively compares candidates performancewith norm levels for a similar population

Reliable predictor of how well someone is likelyto perform in a given job/professional exams


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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 easilyobtained from other elements of the

recruitment process


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When are Psychometric TestsUsed?

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



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Main types of psychometrictests

Ability/Aptitude Tests

(usually verbal, numerical

and diagrammatic)

Personality Inventories

(questionnaires)

Situational Judgement

Tests

Career matching software

(like Prospects Planner)


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Aptitude tests what to expect

You may get a practice leafletor online practicequestions

Exam conditionsand strictly timed, standardisedinstructions

Answers definitely right or wrong

Answers scored and compared with appropriate normgroup

Types of tests are usually: Numerical

Logical Reasoning (Also known as Diagrammatic/Inductive)

Verbal Reasoning


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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.



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Numerical TestsExample


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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 notif not practice

doing sums without one



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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:

ATrue BFalse

CCannot Say


Verbal Reasoning TestsWhat are they?


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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 thestudents 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 canhave their work carried out by students.

A = True B = False C = Cannot Say


Verbal Reasoning TestsExample


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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 thestudents 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 2Students are subject to the organisations standarddisciplinary and grievance procedures.

A = True B = False C = Cannot Say


Verbal Reasoning TestsExample


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Read newspapers, journals, reports and

books

Have a go at solving verbal reasoningpuzzles for example crosswords or word

finding games

Practice reading passages of informationand summarising the key points


Verbal Reasoning TestsHow to prepare


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Also known as Diagrammatic/Abstract or Inductive reasoning tests

Not impacted by an individuals 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?


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Logical Reasoning TestsExamples

What comes next in the sequence?


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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


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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 andanswer 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


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Assess how a candidate might typically behave in

particular work situations

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

No right or wrong answers, onlyYOUR answers

Usually no time limits, but dont spend too long giveyour most natural answer

Personality InventoriesWhat are they?


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Personality InventoriesExamples

Least Most

A) I quickly reach a decisionB) I feel at ease with new people

C) I take care to follow rules

D) I have highly original ideas


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Personality InventoriesTactics

Avoid the socially desirable response be honest.Many questionnaires check for consistency in response

Dont 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 otherelements, e.g. interview, assessment exercises


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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 youwould behave in that situation.



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Situational Judgement TestsExamples

You are working in a call centre for a major UK telecommunicat ions

com pany. You have received a cal l f rom a custom er who has been

wai t ing in for an engineer who has fa i led to arr ive with in the sch eduled

t ime slo t . 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 customers 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 herto always be on time but youre sure she will arrive soon.

4)Ask the customer to hold while you contact the engineer to establish

where she is.



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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 howeveranswer honestly


Situational Judgement TestsHow to Prepare


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E Tray Exercises

Timed Test involving reading and giving aresponse 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 theresponse decisions.

Important to answer all emails received.



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Prior to test sessions

Be clear which type of testsare to be used,e.g. aptitude / personality

Check if Practice questionsare available

Practice

Inform recruiter of any adjustments you requirewell in advance


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What if I have a disability?

Employers should make reasonable adjustmentsto 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 inalternative formats, e.g. large print, Braille.

If in doubt always ask



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Often given as a Percentilenot 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 onlymarginally improve results


Understanding your Results


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Resources

www.exeter.ac.uk/careersfor 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 andThomas

Key Websites:

www.shldirect.com

www.opp.co.uk

http://www.careerplayer.com/tips-and-advice.aspx
http://www.exeter.ac.uk/careershttp://www.shldirect.com/http://www.opp.co.uk/http://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.opp.co.uk/http://www.shldirect.com/http://www.exeter.ac.uk/careers


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Contact:

Employability & Graduate DevelopmentCareer Zone in the ForumPhone: (01392) 724493

Email: [email protected]: www.exeter.ac.uk/careers

Opening hours:

Term time & Vacation: 9.00am-5.00pm

http://www.exeter.ac.uk/careershttp://www.exeter.ac.uk/careershttp://www.exeter.ac.uk/careershttp://www.exeter.ac.uk/careers


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Thank you

&

Questionswww exeter ac uk/careers

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