What are psychometric tests?

Psychometric tests, also known as aptitude tests, can be used by employers as part of an interview or assessment centre.

What are psychometric tests?

Firstly, they’re not tests at all, even though they consist of a large number of questions that demand answers. Psychometric tests (also known as aptitude tests) can provide employers with the sort of information about you that they can't easily get from the rest of the assessment centre.

The ‘psycho’ part means it’s to do with your brain and the ‘metric’ part means some form of measurement. So psychometric tests are there to give a quantifiable measurement of your mental ability. These can include personality tests but are usually to do with cognitive ability – such as verbal or numerical reasoning. Also known as ‘aptitude tests’, these are often used to ensure that you meet basic requirements.

Why do employers use psychometric tests?

Employers use psychometric tests because they want to find the best person for the job. Aptitude and ability tests show whether a candidate has the necessary skills, and the potential to learn new skills, to perform the job. Personality tests find out whether a candidate’s character suits the position.

Recruiters look at the skills that are needed to do the job and find a way to measure them. This often amounts to a quantifiable ability test, specifically chosen to measure a skill that is central to doing the job. The idea is that people who do well in the test will do well in the job.

Ability tests may have a 'cut-off' score: if you get a certain score or higher, then you go through to the next stage. Other tests measure your natural aptitude for a subject or your potential to learn more. Personality questionnaires give more complex information, which is interpreted by specially trained people, and compared to the employer’s ideal profile.

When do employers use psychometric tests?

Psychometric tests may be used at different stages of the selection process:

  • As a first step, to narrow the field when there are large numbers of applicants. If you attain a high standard on an aptitude test, you’ll be invited to an interview.
  • Alongside a first interview, so the company can make an informed and unbiased decision about whether to put you through to the next stage of selection.
  • At a later stage, possibly with a second interview or as part of an assessment centre (where you complete a number of assessment exercises).

Free practice tests

Follow these links for free practice psychometric tests:
Free psychometric tests from SHL http://www.shldirect.com/practice_tests.html
Free psychometric tests from Kenexa http://www.psl.co.uk/practice/
Free psychometric tests from Peoplemaps http://www.peoplemaps.com/questionnaire.php
Free psychometric tests from Profiling For Success http://www.profilingforsuccess.com/kogan-page/