|
7.
Psychometric tests
Recent
surveys have shown that more than 50% of employers
use psychometric tests as part of their recruitment
procedure. These include retail chains, large
banks, IT and accountancy firms.
There
are mainly two types of psychometric tests being
personality questionnaires and aptitude tests.
Employers use these, as they appear to be more
objective than just having an interview.
They:
- vary
in depending on the particular aptitude the
employer is looking for
- usually
taken under examination conditions - to time
limits
Personality
Questionnaires
- These
are questions that are concerned with how you
do things not what you can do. They have no
right or wrong answers. Employers may use the
answers to spot warning signs to discuss in
more detail during the interview process.
- When
answering questions be yourself - don't try
to guess what the employer wants to see.
Aptitude
Tests
These
most commonly assess your verbal and numerical
reasoning.
Many
aptitude tests are designed in such a way that
most candidates will not complete them. If you
are stuck on a question, skip it and continue
to progress.
- Verbal
reasoning - the understanding of phrases - try
out word games and similar puzzles
- Numerical
reasoning - brush up on basic mental arithmetic
- calculating percentages and ratios
- Visual
reasoning - testing the visual organisation
skills - using various shapes and drawings requiring
mental re-arrangement to enable a choice
|
