Psychometric Testing
 
Matching the right candidate to the right role is critical for both employers and employees.

To avoid costly mistakes employers, and agencies recruiting on their behalf, are using more sophisticated methods in their recruitment processes and psychometric assessment is one of the methods commonly used. 

The testing supports the interview process by identifying potential in a candidate to manage the specific job-related tasks and also fit into the environment and culture of the organisation.

For candidates, psychometric assessment is also beneficial. As well as being matched to a role that enables them to contribute to the success of the organisation, they are also more likely to be satisfied and rewarded in a role for which they are well suited. 

Psychometric assessment is:
	A standardised method of assessing your aptitudes, personality, work style, motivation, attitudes and values.
	A means of measuring your potential as well as your likely actual performance.
	Administered under standard conditions with consistent timing, instructions, content, scoring and interpretation.

 
What is usually measured?

Employers first determine the competencies (a combination of behaviours) that would lead to superior performance in the role. They then look for the required:

	Knowledge, skills and experience.
	Aptitudes – capabilities such as ability to solve problems and understand new information.
	Personality traits / style – how outgoing you are, thinking style and how you go under pressure.
	Motivation – energy, drive and what makes you feel satisfied day to day.

 
Tools and techniques

Common psychometric tools include the following:

	Ability tests
	Ability tests, which measure the extent to which candidates are able to carry out various aspects of a job, are the most common. There may be a number of tests, each measuring a variety of skills with varying levels of difficulty.    For Graduate roles, because their work experience may be limited, employers are sometimes more interested in a person’s potential to do a task, and assess generic skills using standard reasoning or ability tests.
	Personality questionnaires
	Personality questionnaires assess the applicant’s typical or preferred style of behaving, thinking and feeling. The questionnaire is not concerned with abilities, but the applicant’s perception of their own style or approach to work. There are no right or wrong answers, although some traits may be more or less appropriate to certain job roles. This is probably one of the most common measurement techniques because of the value in assessing team and organisational fit and because information can be gained about potential areas for development.
	Motivation questionnaires
	Motivation questionnaires assess the factors give people satisfaction through time. This is then matched up with the tasks offered in the role as well as the type of organisation that the role sits within.
	Interest inventories
	Interest inventories assess your personal preference or liking for specific types of job related activities in a wide range of occupations.

Preparing for psychometric assessments

Before attending an interview, ascertain whether there will be any testing. Find out what the assessment entails and how long it will take. 

You can practice tests by logging onto Internet sites with practice examples such as http://www.psytech.co.uk. With this method of assessment, it can be difficult to prepare so approach this testing honestly as false answers can be detected.

Most importantly, seek feedback after the testing session, regardless of the outcome. This feedback may be useful in your future development.