8.1 What is psychometric testing?
A psychometric test is a procedure, which may be administered either in the form of a traditional pen and paper test or via a piece of software, that is designed to assess a candidate's psychological characteristics. They are quantitative rather than qualitative tests. In other words, they require number based responses that can be “marked” quickly - there is no need for a human being to sit down and derive the meaning of a candidate's essay style answer. Traditionally, interviews were and are used to gauge applicants' suitability for a job role. However, psychometric tests are now a standard part of the recruitment process.
In this module, you will learn the relationship between psychometric tests and interviews, the different types of test in common use and how to perform to the best of your ability when undertaking this kind of assessment. Strictly speaking, a psychometric “test” refers to an assessment that can yield correct or incorrect answers, whereas a “questionnaire” is a form of assessment that uncovers an individual's personality. However, in practice, the term “psychometric test” is used in reference to both and this convention is observed in this course.
Fact
At least 70% of employers around the world use some kind of psychometric test as part of their recruitment protocol.
Source: psychometricsuccess.com
8.2 Why do employers use psychometric testing?
To reduce the chance of bias
Because a psychometric test can be marked objectively - there is no human involvement at all, if the test is administered via a computer programme - the potential for bias or discrimination on the basis of race, gender, or other protected characteristic is eliminated.
To test an applicant's ability to understand written instructions
An applicant who cannot understand how to complete the test or interact with a piece of software is unlikely to possess the skills and aptitude required for the job, so psychometric tests work to screen out such individuals.
To test an applicant's ability to perform under pressure
Most people βind formal tests intimidating and some applicants will not have sat an exam since school or university. Therefore, psychometric tests not only provide an employer with an indication of an applicant's psychological characteristics, but they also test their ability to remain calm in a high-pressure situation.
To ensure that a candidate is a good βit for a team or organisation
It is sometimes said that there are no “right” or “wrong” answers to give on psychometric tests. If a test is measuring intelligence or logical reasoning, this is not true - there is always an objectively correct answer. However, if a test is measuring personal characteristics such as attitudes and character, what constitutes a “correct” answer will depend on the role and the company ethos.
For example
If an employer is looking to hire extroverted people who like working in teams in a fast-paced environment, they may disregard an applicant's scores on an intelligence test if they are unlikely to be a good “fit”.
To encourage applicants to depict themselves in a truthful light
Few candidates feel comfortable admitting to an interviewer that they lie or slack off work from time to time, even though these are normal human failings that apply to everyone. However, filling out a test provides a sense of distance between candidate and interviewer and so people are more likely to provide a well-rounded account of their own personalities.
To some extent, psychometric tests are a test of initiative
As you will learn later in the module, it is possible to practise for most forms of psychometric tests in advance. This means that candidates who have taken the initiative and sought out practice papers are at an advantage. Those who do best are likely to have considered how they could prepare for the assessment and this proactive attitude is highly desirable in an employee.
Some research suggests that they are reliable predictors of job performance
Psychologists design psychometric tests based on research linking test performance with specific performance indicators.
For example
Psychologists have found a link between a person's degree of conscientiousness and their long-term job performance. Therefore, employers use tests measuring this personality trait in the hope of identifying the most conscientious applicants from all those applying for the position. However, it is worth noting that not all psychologists agree that tests are accurate and reliable predictors of performance. Nevertheless, they are widely used, so it is important that you are prepared to sit such tests.
Employers use psychometric tests in a variety of ways during the recruitment process. You may be asked to complete an online test as part of an initial screening and then asked to undertake further tests as part of an assessment centre, before or after an interview. This is to ensure that you are not attempting to cheat the system by asking someone else to sit an online test on your behalf. It is best to think of psychometric tests as a supplement to an interview - they are rarely used in isolation.
This means that even if you are highly skilled in taking tests and examinations, you should not rely on your ability in this area to compensate for a mediocre or below-average interview.
There are two main types of psychometric test.
Psychometric tests are written and validated by psychologists and are designed to provide a meaningful, accurate method by which candidates can be distinguished from one another on intelligence and personality.
Fact
75% of UK Times 100 companies use psychometric testing.
Source: graduatemonkey.com
8.3 Tests that measure intelligence (Aptitude Tests)
These assessments more closely resemble standard IQ tests. They are not given with the intention of producing an IQ score for each individual - a full IQ assessment entails other forms of assessment, including a face to face interview. Aptitude tests are designed to ascertain a candidate's scores in the following areas:
Abstract reasoning
This term refers to a person's ability to work out the answers to questions that rely on “pure intellect” rather than prior knowledge. They are considered an unbiased measure of intelligence, because a person's success does not depend on their cultural background or general knowledge. Also known as “diagrammatic reasoning” or “inductive reasoning” tests, they usually comprise of questions that require you to spot patterns made up of shapes and lines. Typically, you will be presented with a series of shapes or an incomplete diagram and asked to choose “which comes next”.
Verbal reasoning
Verbal reasoning tests assess your ability to understand the meaning of written text and then respond appropriately to questions relating to the concept based on the passage, paragraph, or sentence you have read. This ability is also referred to as “reading comprehension”. If you are capable of drawing logical inferences from a piece of text, you will be able to indicate whether a statement is true or false, or whether it is impossible to ascertain the validity of a rule on the basis of the available evidence.
Numerical reasoning
Questions that test a candidate's capacity for numerical reasoning consist of numerical data, followed by questions that assess their ability to draw conclusions based on the information provided.
For example
You may be provided with a graph or table and asked to give a response based on the information contained therein.
Error checking
These questions measure the respondent's ability to check information for accuracy and to pick up on inconsistencies. Error checking tests play a key role in recruiting for jobs that require sustained attention to detail. They usually consist of a table or chart that contains a high volume of data. The applicant's task is to isolate and indicate “mistakes” made at the data entry stage.
Spatial reasoning
Spatial reasoning tests ask a candidate to manipulate 3D shapes and figures using their visualisation skills. A typical spatial reasoning question will consist of a diagram featuring an image of a cube or other geometric shape that has been deconstructed (or “unfolded”) and laid out flat. The challenge is to indicate, from a range of options, which shape is represented by the diagram.
Situational judgement
These questions describe work-related scenarios and present the candidate with a list of possible steps they could take to resolve the problem. The situations might be accompanied by a list of rules or policies that the candidate has to follow when deciding on their next steps. Alternatively, the applicant may have to use their initiative in choosing from the list of possible actions.
Activity 1: How Do You Measure Aptitude?
Estimated time: 5+ minutes
Imagine that you are working for the HR department of a large engineering company and need to put together a general test of intellectual ability to assess candidates applying for a construction engineering scheme.
What kinds of questions would you like to include in the test and why?
8.4 Tests that measure personality
Your prospective employer will want to ascertain that you are not only capable of doing the job, but also that your personality is a good βit for the organisation. In addition, employers capitalise on research between particular personality traits and job performance by screening for personal characteristics that have been shown to correlate with favourable outcomes such as job satisfaction and overall job performance.
Personality tests are composed of statements such as “I like to make decisions quickly” and “I enjoy seeing a project through to completion”. You may be asked to indicate whether you agree or disagree with a statement, or to mark on a scale the extent to which a statement describes your attitude or approach. These scales are usually numbered 1-5 or 1-7, with 1 equalling total disagreement and 7 complete agreement. Odd numbers are used so that there is a true mid-point that can indicate ambivalence or uncertainty.
Tests may be “graded” according to a national average, an average that reflects the typical ability of the demographic sitting the test (e.g. graduates), or the responses given across the cohort.
The “Big Five” model of personality
There is no universal consensus among psychologists with regards to the “best” model of human personality. However, the “Big Five” model is used as the basis of many psychometric tests that measure personality. The model is based on statistical research, conducted since the 1980s, that suggests human personality.
This model is made up of the following five traits:
Openness to experience: People high on this dimension are intellectually curious, tend to have a level of intelligence that is greater than average and enjoy playing with new ideas. Those scoring low on this trait prefer to “stick with what they know” and value routine over
innovation.
Conscientiousness: Highly conscientious people strive to meet their goals and moral obligations. They value routine and they pay attention to detail. They become distressed if others break rules and they often live by a strict code of personal conduct. Those low on conscientiousness are not immoral, but they can be reckless and irresponsible.
Extraversion: Individuals who are high in extraversion enjoy spending time with others and feel energised by social interaction. Those low on extraversion - known as “introverts” - value time alone or in small groups.
Agreeableness: Agreeable people try to accommodate everyone else's thoughts and feelings. They are considered “easy-going” and will avoid confrontation where possible. Someone low on agreeableness will be more outspoken and will resist going along with the majority view if it contradicts their own. Higher agreeableness is associated with warmth, compassion and a willingness to help others.
Neuroticism: People high in neuroticism experience a significant degree of emotional instability - specifically, they tend to worry more than the average person and they are liable to report more negative emotions than someone average or low in neuroticism.
What is the “best” personality profile?
Depending on the nature of the job and the company's culture, the “right” personality profile will differ across circumstances. There are general βindings that apply to all industries, but an employer may wish to refine their approach through consultation with psychologists.
Research has shown that there is a positive correlation between Extraversion and overall job satisfaction and between Conscientiousness and overall job performance. Companies sometimes recruit psychologists to test not only their new recruits, but those who have been employed for several years.
For example
An employer may discover that their best salespeople show high Agreeableness and high Extraversion. As a result, they might decide to choose only those who fit this profile when filling sales positions. A psychologist may also be able to advise an employer on which tests to use (and why), based on their experience with other companies, scholarly research and a detailed description of the tasksthat comprise the role.
8.5 How to prepare for a psychometric test
For personality tests, familiarise yourself with the format
As there are no “right” or “wrong” answers on personality tests, you need only look at a few sample questions to familiarise yourself with the type of questions you will be asked. Open Psychometrics (openpsychometrics.org) offers a free sample personality test based on the Big
Five model. However, bear in mind that some employers choose other, less well-known personality tests.
For tests of intelligence and aptitude, use online tests and resources
Assessment Day (assessmentday.co.uk), Job Test Prep (jobtestprep.co.uk) and 123Test (123test.com) offer free sample test questions. You can also try PwC's free sample psychometric tests at elearn.pwc.co.uk. Make the most of these resources, by treating them as though they were real tests. Once you have taken several tests, you will be able to identify areas in which you are relatively weak. Look for resources that include detailed explanations alongside a list of the correct answers.
For example
If you are relatively poor at abstract reasoning, it may take several practice sessions before you learn how to approach questions that require you to spot shape-based patterns.
Use practice tests in printed books
Your local library, bookshop, or careers service should have books containing sample test questions.
Ask the organisation for sample tests
You may have been provided with sample test materials by your prospective employer. If not, you might still be able to acquire some practice material from their HR department.
If you are at university, ask your careers service to administer a practice test
Psychometric tests are a prerequisite for most graduate entry schemes. Careers advisors working with undergraduate students are familiar with the types of test used by graduate recruiters and run workshops designed to help students prepare themselves for assessment centres.
Activity 2: Practising For An Aptitude Test
Estimated time: 10-15 minutes
Visit one of the online resources mentioned above and try a few aptitude test questions. Were they easier or harder than you expected?
How could you build upon your weakest skills?
8.6 Tips to maximise your performance on psychometric tests
Psychometric tests are designed to be difficult - otherwise, an employer would not be able to distinguish the best applicants from the rest.
The questions in each section, or in the paper as a whole, will become increasingly difficult. If you cannot answer a question on an aptitude test, move on to the next. Most people will not be able to answer the final few questions, so do not start questioning your intelligence!
A perfect score on a psychometric test is practically impossible, so do not worry if you cannot answer every single question.
Review your answers before handing in an aptitude test
When you are under pressure, you may be more prone to making avoidable errors. Plan your time so that you have βive minutes at the end in which to go back over your answers and make amendments if necessary. You can also use the βinal few minutes to revisit any missed questions and give an answer for each. As long as the employer is not using a marking system that deducts points for incorrect answers (check the instructions or ask an invigilator if you are not sure whether this applies), it is worth making sensible guesses. You may be lucky and score a few extra points.
Use all of the time available
You may assume that the most intelligent people are those who complete the test in the shortest amount of time and leave the testing room early. Remember that these people may have poor examination technique and attempt to race through the questions quickly, or they might have concluded that the test is beyond their ability and decided that t hey may as well leave early.Never look to what others are doing. Focus on yourself.
Do not try to appear “perfect” on personality tests
Personality tests are designed to pick up on inconsistencies and dishonesty. They can often include a few “black and white” questions such as “I never lie” and “I always tell the truth”. Psychologists designing these tests know that no one tells the truth all the time, so anyone who indicates otherwise on such questions is either delusional or lying - and these are not attractive qualities in an employee.
Do not over think personality tests
Personality tests are written in such a way that they are designed to elicit a candidate's “gut feeling”. They are not intended as a tool for deep personal reβlection. Read the question through twice to make sure that you have understood it, give your answer and then move on. Do not go back over the questions and second-guess yourself.
Module Summary
Psychometric tests are designed to measure candidates' personality and aptitude and are used the world over as part of the recruitment process. They are especially popular with large companies who receive a high number of applications per post and need a relatively straightforward, streamlined method of weeding out relatively weak candidates.
Psychometric tests are also objective in that they are “marked” according to existing standards and the results are presented in numerical format. This makes them an unbiased supplementary source of information alongside interviews. Tests may be administered via a computer, or they may be presented as pen and paper assessments.
Aptitude tests can be used to measure a person's capacity for spatial reasoning, abstract reasoning, verbal reasoning, situational judgement, error checking and numerical reasoning. They can be practised in advance, using online resources or books containing sample questions. Good examination technique, including time management and reviewing all answers before handing in a
paper, apply when taking part in aptitude testing.
Personality tests, which are often modelled on the “Big Five” theory of personality, aim to uncover an individual's unique proβile. They usually measure openness to experience, conscientiousness extraversion, agreeableness and neuroticism. Although research has shown links between specific traits and job performance, each employer will have their own preferred employee proβile which will depend on the type of role to be performed and the company ethos. It is best to prepare for a personality test by familiarising yourself with the format and typical wording of the questions.
Always be honest when filling in a personality questionnaire. There are no “right” or “wrong” answers and it is best to give yourself a chance of finding an organisation that fits well with your personality.
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