What are psychometric tests? lose your fear of these tests and give your new job a “check”!

Have you ever thought about what psychometric tests are and how they can be a decisive pillar in getting a job? Surely once or twice you’ve gone to a job interview, everything is going well, and at the end they tell you that you have to take a psychometric test. what is it that everyone is talking about?

Actually, even if you have no idea what a psychometric test is, you’ ve probably been through one at some point in your life, either at work or at your university. You may even have a faint idea of how psychometric tests work, but you may not understand them 100 percent.

So that you are prepared for your next job interview, in this blog post we will explain what psychometric tests are and what they are for.in addition, we will tell you what are the most commonly used types of psychometric tests and show you some examples so you can understand in depth what psychometric tests are.

Finally, we will tell you the importance of psychometric tests for your company. If you are a candidate, we will give you some recommendations to “lose” your fear of psychometric tests and prepare for them.

what do psychometric tests consist of?

Maybe the word test makes you think of the exams you used to take at school, but don’t worry, they are not the same.

Basically, psychometric tests are a common tool in the HR area of companies. But, originally, they began to be used in the educational field.

It was in 1870 when Alfred Binet, professor at the Sorbonne University, used psychometric tests for the first time, with the aim of identifying children with a higher degree of intelligence than the rest. However, as time went by, they evolved to be used in the recruitment process.

why? Quite simply, psychometric tests are a tool that allows employers to identify the traits of their potential employees.

Relationship between psychometrics and the work environment

This discipline is in charge of carrying out the set of methods, techniques and theories involved in the measurement and quantification of human psychological variables.

Psychometrics is very valuable in the work environment, especially in the area of Human Resources, as it helps to improve the processes of recruitment, development and training of teams, through the application of psychometric tests.

The objective of psychometrics and psychometric tests is to detect job skills, abilities, attitudes and behavioral traits of people, in order to determine whether they are suitable to fulfill and perform their activities and objectives with satisfaction.

Difference between psychometric test and psychometric evaluation

Before going deeper into what psychometric tests are, we will make a small stop on a point that may cause you some confusion. is a psychometric test the same as a psychometric assessment?

First, what is a psychometric assessment? they are tests that evaluate a person’s abilities, aptitudes, personality and interests. In other words, basically the same as a psychometric test.

However, the difference between the two is the form. The psychometric test uses correct and incorrect questions, while psychometric assessments use an open-ended questionnaire that allows the recruiter to evaluate certain points based on certain statements.

In addition, psychometric tests focus primarily on measuring logic skills and cognitive ability. Whereas psychometric assessments address personality criteria, emotional intelligence and behavioral preferences.

persona respondiendo una prueba psicométricaSource: Pixabay

what are psychometric tests for?

If you still want to learn more about what psychometric tests are, what’s next to know is the importance of psychometric tests. After all, if you have the chance to be in a new job, you’ll surely want to know that you’re not wasting your time. Let’s see the main reasons why psychometric testing is important!

The main function of psychometric tests is that they help measure the characteristics of candidates. The measurements of the candidates taking the test are compared and from there a pattern can be found. Knowing what psychometric tests are, you also know that finding a pattern among the measured behaviors is essential in any psychometric test, as it helps to find the right candidate.

In a way, psychometric job tests serve to “measure” not only the behavior of candidates, but also the potential they may have.

While it is true that a psychometric test alone cannot tell you everything about a person, they are a good basis for getting a general idea of how a person reacts to special situations, what skills he or she has and what you can expect from the candidate in the work environment.

Types of psychometric tests

You already know what psychometric tests are and their main characteristics, but did you know that there are several types of psychometric tests?

The most important thing to know about the types of psychometric tests is that there are many styles and each of the tests will give you a different result of the candidate’s profile. these are the most common types of psychometric tests:

1. Psychometric intelligence tests

Perhaps the most popular tests that measure the candidate’s ability to learn and apply this knowledge, as well as their ability to analyze it.

2. Psychometric tests of skills

It measures the skills specific to the job that the candidate will perform. In addition, the abilities corresponding to the work to be performed are studied.

3. Psychometric personality tests

The candidate’s attitude is measured, as well as his or her emotional and rational response to the different situations and problems he or she may face.

4. Psychometric tests of reasoning

They measure the ability to solve problems and situations, as well as mental agility.

5. Psychometric tests of information

The quality and fluency of the candidate’s expression is measured .

6. Psychometric tests of knowledge

It measures the candidate’s dexterity and memory, as well as his or her ability to be precise and correct.

7. Psychometric arithmetic or numerical tests

The candidate’s ability to do and solve mathematical situations is measured.

8. Psychometric tests of performance

It measures mental resilience to solve problems under pressure or in adverse situations.

good job! Now you know some of the types of psychometric tests and what they are used for. However, all this information can be a bit generalized and abstract, so why don’t we move on to talk about more concrete examples of psychometric tests?

pruebas psicométricas de razonamientoSource: Freepik

Examples of psychometric tests

In this section we will talk about some examples of psychometric tests for personnel selection that you will surely encounter at some point in your working life.

Just keep in mind, to simplify a bit what psychometric tests are, many of these psychometric assessments are also categorized into the types we saw earlier.

Examples of psychometric intelligence tests

Psychometric intelligence tests are one of the most popular and perhaps the most important types.

As we have already mentioned, these psychometric tests measure intelligence, that is, the ability to learn and retain this learning, as well as the application of what is learned, what is known and what can come to pass.

These psychometric job tests also measure IQ, the candidate’s ability to analyze and synthesize, the ease of making the right decisions, the ability to adapt to change and problem solving.

The most common psychometric intelligence tests are:

Terman Merrill psychometric test. one of the most widely used in the world of work, which serves to measure the work IQ and how it helps the company. It is used mainly for jobs in administrative positions, coordinators and supervisors.

Raven’s psychometric test. This psychometric test helps to measure the candidate’s concentration levels, his or her capacity for logic and good observation of his or her environment.

Examples of psychometric ability tests

These psychometric job tests directly measure the competencies and skills that the individual has in relation to his job. With this type of psychometric test it is possible to understand the behavior that the candidate will have during his work stay and how the practice in the professional area will turn out.

Examples of psychometric tests include:

Moss psychometric test. it measures how the candidate can adapt socially to his environment in order to know his behavior.

Cleaver psychometric test. It measures how the candidate reacts to stressful situations and how he/she performs at work during the situation.

test psicométrico de habilidadesSource: Freepik

Examples of psychometric personality tests

Among the types of psychometric tests are personality tests, and believe it or not, some of them may consist of simply drawing a person in the rain or a tree.

These are in charge of evaluating the candidate’s attitude, the way he/she interprets and interacts with situations, how he/she relates socially and at work, how he/she performs, among many other factors.

The most common psychometric personality tests are:

SJT psychometric test. It measures how the candidate responds to his/her work environment and how he/she solves problems in it.

Psychometric test 16PF. This psychometric test identifies 16 important traits for top management through 170 questions.

Psychometric test SHL. It is in charge of seeing, among 32 characteristics, which ones are closer to the candidate and thus to know his personality and how this would influence his work performance.

Big 5 psychometric test. Only 5 major personality traits are measured in order to get a general idea of the candidate. These are: assertiveness, level of extroversion, friendliness, openness to new experiences and emotional state.

pruebas psicométricas de personalidadSource: Freepik

Psychometric tests for personnel selection

Okay, now you understand what psychometric tests are and what they are for, but only on the personal aspect, that is, of the candidate. If you are a company, you are probably wondering why you should implement psychometric job tests.

Part of understanding how psychometric tests work is that they help companies make better decisions. That is, not only is a candidate being chosen after a few simple job interview questions, but through psychometric testing a more accurate assessment of the potential employee can be made.

The most successful companies know that the candidate selection process must be done very accurately and intelligently. Psychometric testing is one of many ways to make sure this happens.

Due to the hustle and bustle of the modern world, it may seem easier to let things happen quickly to save time and money, but by using psychometric testing you can make sure you know the value of your employee.

Benefits of Psychometric Job Tests

You’re almost done knowing all about psychometric testing. Although you can probably figure it out for yourself, all that’s left is to talk about the benefits of psychometric testing for your business.

1. Reduced staff turnover

An inadequately employed person can cost you dearly in the long run. Psychometric testing can help you to better screen and evaluate your employee selection process so that you are more likely to get people who are prepared and reliable.

2. Gathering useful information

Psychometric techniques, tests and assessments are not only useful for the interview process, but also to provide you with accurate data about each person, their skills, what they can improve and where and how they will be most useful to you.

3. Optimization of the work of the Human Resources area

At the same time, the psychometric tests that your HR department will apply will give them an idea of what you are looking for and the strategies that are giving good results within the business.

As Martin Gerding, Executive Manager at PageGroup and professor of the online HR Hunting course says, “finding the profiles that your business needs requires a defined Head Hunting strategy that allows you to execute an effective and efficient recruitment process”.

4. Long-term investment

Taking psychometric tests should not be seen as a waste of time or money, but as an investment in getting the right person in the right position. This will not only serve the position itself, but the entire business structure.

prueba psicométrica laboral

Source: Pixabay

Recommendations for giving psychometric tests

As you can see, this type of psychometric testing is gaining traction in the workplace as roles become more demanding and the skills needed to fill them become more specialized.

However, according to Mark Parkinson, author of the book “How to Master Psychometric Tests,” more than 50% of people fail psychometric tests.

Although they may do very well in the job interview process, according to Forbes Mexico, many people see psychometric tests as an insurmountable obstacle, as they feel pressured to give the ‘right answer’, even though it does not exist.

For this reason, we will give you some tips so you can prepare for these psychometric tests and not hesitate along the way. take note!

1. Know the types of psychometric tests

The key to achieving the highest score is practice, preparation and perseverance. Familiarizing yourself with the types of psychometric tests is the best way to gain a competitive edge, but be careful not to try to “game” the test.

Remember that these psychometric tests are designed to emphasize consistency and completeness of answers. If you answer a question favorably in one section and negatively in another, the score may reflect that you have tried to present yourself in an overly positive manner.

It is better to stick to your real values or, at worst, the values of the company you are applying to. Don’t pretend to be “the perfect candidate” or you may fail the test.

2. Plan your time carefully

Most psychometric tests are timed, and this is usually taken into account when evaluating each candidate. Psychometric tests are designed to be virtually impossible to complete (except on rare occasions by some people).

but don’t worry! You don’t have to complete every question on the test to get a high score, as easy questions score just as high as hard questions.

So, have a plan in mind for how far along you can be at different points in time, completing as many questions as you can. If you have time, you can always go back to complete the remaining questions.

In fact, within the psychometric test you may find that you are provided with an approximate time guide and a suggestion of how many questions you will be asked. If so, calculate how much time you have per question and respect it.

So take the opportunity to familiarize yourself with the format and content ahead of time. Many times you can even do “mini-tests” before taking the official test, so it can give you a head start on how long it will take you to answer each question.

3. Read the instructions

Although it sounds obvious, you need to be prepared about the terms or rules of the test. Some psychometric tests give you specific directions, so read them carefully. This way, your answers will be more accurate.

4. Practice with online psychometric tests

Now more than ever, psychometric job tests are conducted on the Internet through a computer, so we recommend that you practice with psychometric tests similar to the ones you will find in the real exam.

Remember that psychometric tests also have different styles – some will ask you to interpret data and then select a multiple-choice answer; others may ask you to take a nonverbal test that uses shapes instead of letters and numbers. In short, make sure you know all the formats.

5. Identify and work on your weakest areas

As you practice and get results, you will be able to see in which areas you are having difficulty. Take note of the questions you find most difficult, and then practice more of those questions so that you won’t be surprised when you take the psychometric test.

For example, you may have difficulty with verbal reasoning questions that have long paragraphs of text. Here, you can practice reading longer news articles at high speed and then writing down all the highlights.

6. Expand your knowledge and vocabulary

Following on from the previous point, this is even more relevant to the verbal reasoning test, although it applies to the whole spectrum of psychometric tests. Spend your time reading and understanding information that is not in your usual sphere.

For example, you can read readings from different newspapers and academic texts. This will help to expand your vocabulary, which can help you to have a faster comprehension.

7. Ask for feedback

If you have taken psychometric tests before and did not advance to the next application stage, you can ask the recruiter for feedback. It may be that you simply didn’t take the test fast enough, or that you didn’t read the answers carefully and made wrong assumptions.

Remember that all of these problems can be solved with practice and preparation, but only if you know what they are.

pruebas psicométricas en línea

Source: Pixabay

did you imagine that psychometrics was so important in the work environment? Well, now that you know what psychometric testing is, you’ve realized why, and surely, you’ll be better prepared and more confident when it comes time for your next job interview.

see you soon!

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