1. Determine what the employer is looking for in a job candidate.
When advertising and seeking to fill a position, all employers want to find the best candidate for the job. It is about hiring the best person for the job in terms of skills, intelligence, personality, and cultural fit. The results of psychometric testing provide employers with a behavioral profile of you, including your intelligence level (measured by aptitude tests) and your personality traits (measured by personality tests). Other significant characteristics of your profile will include your ability to solve problems, whether you work well in groups or prefer to work alone.
2. Study psychometric testing techniques.
A psychometric test is unlike any other test you’ve taken before. Many job seekers assume that if they are good at math, can speed read English, or have recently graduated from university, they will do well on the Psychometric Test. It is incorrect to this assume. The purpose of psychometric tests is to measure your ability to reason abstractly, verbally, and numerically.
3. Get in good physical and mental shape.
To produce good results in psychometric testing, you must be at your best. Tiredness is likely to lower your intelligence or aptitude test scores significantly. Make sure you’re well rested, and try to take adequate breaks in between aptitude tests to refuel your batteries.
4. Learn about the various types of aptitude test questions.
Knowing the typical content and format of psychometric tests will provide you with a significant advantage. Verbal and numerical Aptitude Test questions are typically multiple choice questions that must be answered in a short period of time. These questions may cover social sciences, physical or biological sciences, and business-related topics such as marketing, economics, and human resource management. The Abstract Aptitude Test is a nonverbal test in which shapes are used as test questions.
5. Online Psychometric Test Practice
Prepare for and practice the Psychometric Tests in the same way that you would for any other exam or test. Practicing test questions and training your brain to identify frameworks for problem solving will improve your results significantly. Because the majority of Psychometric Tests are administered online, it is critical that you train or prepare for your Personality Test using the same medium that the real tests are administered – online.
6. Determine the type of Psychometric Test questions you must practice.
Not all jobs have the same set of test questions. The difficulty and complexity of Psychometric Test questions vary depending on the job you’re applying for. A test for a management position is likely to include more difficult questions than one for an entry-level position. Make certain that you are practicing the appropriate types of test questions for your exam.
7. Use any tools that are permitted.
Most Numerical Aptitude Tests will allow the use of a calculator and will notify you of this in advance. If you haven’t used a calculator in a while, practice the various types of operations well before the test. Practice reading tables and graphs as well.
As candidates, we would have encountered such inquiries during the recruitment process. As employers, we have forced-fitted them somewhere in the recruitment process, giving it a bloated name – ‘Psychometric Testing,’ despite the fact that it is unclear what purpose Psychometric Tests serve. So we sometimes wonder if we’re just incorporating Psychometric Tests because everyone else is.
Psychometric tests are used to assess cognitive skills such as decision-making, abstract thinking, and problem-solving abilities, as well as to understand candidates’ innate behavioral traits. Personality Tests are a subset of psychometric tests designed to assess behavioral traits.
The NEO Personality Inventory, also known as the Big5 Psychometric Tests, is a personality assessment tool.
The NEO Personality Inventory is most commonly used in recruitment for pre-employment assessments.
They are based on five major characteristics:
Openness
The ability to think in abstract, complex ways is referred to as openness. High scorers are often creative, daring, and intellectual. High scorers are more likely to work in creative fields such as design, copywriting, and marketing. Low scorers, on the other hand, are practical, conventional, and focused on the concrete. In addition, low scorers are typically very dedicated to their work and make every effort to complete their tasks.
Conscientiousness
Conscientiousness refers to a person’s ability to exercise self-control in order to achieve their goals. High scorers are organized and determined, and they strive for long-term success. Low scorers are rash and easily distracted.
Extraversion
Extraversion describes a person’s proclivity to seek stimulation from the outside world, particularly in the form of other people’s attention. Extroverts actively interact with others in order to gain friendship, admiration, power, status, excitement, and romance. Introverts, on the other hand, conserve energy and do not exert as much effort to obtain these social rewards.
Agreeableness
Agreeableness describes a person’s proclivity to prioritize the needs of others over their own and to collaborate rather than compete with others. In the case of high scorers, they have a lot of empathy and enjoy serving and caring for others. They tend to be trusting and forgiving. Low scorers have less empathy and prioritize their own concerns over those of others.
Neuroticism
Neuroticism refers to a person’s proclivity to feel negative emotions such as fear, sadness, anxiety, guilt, and shame. As a result, while everyone experiences these emotions on occasion, some people are more vulnerable to them than others. As a result, people with low neuroticism are more likely to be mentally tough.
Despite some minor internal flaws, the Big5 model is THE most popular for pre-employment testing.
Recognize the significance of an aptitude test and select a career that both interests you and has a high likelihood of success. Personality tests at Mercer Mettl are straightforward and require little preparation. An aptitude test can be given prior to an interview or online in the comfort of your own home. An aptitude test will ensure that you continue to grow and develop your skills in the appropriate career path.
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