Applying for a graduate position can be stressful and demanding. It’s a fact that the recruitment process will often comprise of video, face to face interviews, group assessments, presentations. Competition is intense, and many graduate employers will add psychometric tests to the mix too.
What is a psychometric test?
Psychometric tests measure aspects of your mental ability and personality to determine if you’re a good fit for a role and company. They test intelligence, aptitude, cognitive ability, and personality to extract information about a candidate that other elements of the recruitment process may not reveal.
Why are psychometric tests used?
Psychometric tests are unique in their ability to reveal a candidate’s suitability for a role. They can provide an objective and unique measure of your intelligence and personality, but they are also useful when it comes to reducing HR and recruitment costs, as they ensure hiring professionals only spend time interviewing the best of the best.
For companies, they can help reduce the risk of employee turnover and improve engagement, especially within early-careers in a company. Candidates should take confidence that if they triumphed in the recruitment process, including a psychometric test, and been offered a job at the end of it, then it means they are not only a good fit for the role and company, but perfectly suited in every aspect.
Despite how intimidating a psychometric test may seem, they are used in the recruitment process to qualify, illustrate, and amplify your assets in relation to the role you have applied for.
What can I expect from a psychometric test?
They are generally split into two main parts: aptitude tests and personality tests.
Aptitude tests
You are likely to encounter these tests as they are used by many graduate employers as a part of their recruitment process. You may be invited to take a test immediately before or after your application is received – be aware you may also be re-tested at the assessment centre stage.
Although these aptitude tests contain basic numerical and comprehensive questions, it is important not to be complacent. Time constraints and varying levels of difficulty mean that practice is crucial for most students.
- Often your score on these tests must place you in a certain percentile (e.g. top 20 percent) of applicants for your application to be considered. Getting used to test format and putting in some hours of practice can increase your chances of achieving the required score significantly.
- Numerical tests aren’t just basic arithmetic or even maths- they are about drawing inferences and conclusions from a set of data and trying to extract the important points from graphs, pie charts, set of figures, etc. Therefore, you must become familiar with how questions are set.
- You may be rusty on some of the basics. If, for example, you haven’t done any maths since GCSE, you may not be as quick working out percentages, ratios etc, as you once were. You don’t want to waste valuable test time trying to remember what to do.
Tests are scored by comparing you with your peer group. This may mean that you are compared with other students or graduates going for similar work. Or you may be compared with a wider group or pool of applicants. Because the comparer group will vary, the benchmark for the test may be different, depending on the employers you are approaching.
What sort of tests are there?
Most of these tests are verbal and numerical, but some employers, particularly those in engineering and IT, will use diagrammatic or spatial reasoning tests too. You can find books on these tests in the learning grid. And, while verbal and numerical tests can follow a standardised pattern, they are not all the same. See, for example, the critical thinking test, an example of which is in the learning grid.
Situational judgment tests
These are becoming increasingly common. The employer is evaluating how you would potentially behave in different situations. You will be asked a set of questions that simulate the kind of decision making you might be faced with within the role. The employer will have a set of responses that reflect how their ideal candidate would respond.
E-tray exercises
These are usually computer-based simulations of an e-mail inbox where you are required to make a decision about how you prioritise dealing with e-mails (often concerning disgruntled customers or managers) and extract information within a certain period of time. To make this even more realistic, it is common for e-mails to arrive in your inbox during exercise.
Case Studies
More often found in your interview stage, within an assessment centre. You can’t prepare for the exact same question you will be asked, but it’s a good idea to look at some examples, just to see what you might expect.
Problem solving or analysis
Often used to assess graduates for management roles, especially those requiring analytical and problem-solving skills. You have to understand the problem, identify the relevant information and patterns within it, and decide on answers. These are more likely to be used at assessment centres than at the application stage.
Personality tests or assessments
Strictly speaking, they aren’t tests because they are not timed and there are no right or wrong answers. You have to be honest with your responses as they are designed with the built-in checks to ensure your answers are consistent. Be authentic, be yourself, don’t try to second guess what the employer is looking for – you might have guessed wrong!
There are many personality tests used commercially, one example is the Caliper Profile, which contains 180 questions. While there is no official time limit, the test usually takes about 2 hours to complete. You’ll be asked to answer a series of questions regarding your personality. The questions take a variety of forms. Some are multiple-choice, some are true-false questions, and others will present you with a sliding scale.
The hiring manager will send you a link to the online exam. You won’t even have to go to an assessment centre since you can take the test right from the comfort of your own home. When you’re finished, you can hit submit, and the results will appear immediately in an online portal for the hiring manager to see.
Listed below are all of the character traits tested;
Interpersonal Skills
- Sociability: How well do you get along with other people?
- Suspicion: How much do you trust other people?
- Sympathy: Are you able to sympathise with people who may not share your viewpoints?
- Extraversion: To what degree do you seek out new relationships?
- Accommodation: To what degree do you try to please others and avoid confrontation?
Leadership/Persuasiveness
- Aggression: How stubborn and confrontational are you?
- Assertiveness: How firmly do you stand up for your opinions?
- Caution: Do you exercise caution when starting new projects?
- Ego: How important is it for you to receive recognition for your accomplishments?
- Empathy: Can you understand the feelings of others?
- Resilience: Can you withstand adversity?
- Risk-Taking: Are you willing to venture outside of your comfort zone?
- The sense of Urgency: Do you complete tasks in a timely manner?
Personal Organisation/ Time-Management
- Conscientiousness: Do you take your responsibilities seriously?
- Discipline: Can you be trusted to stay focused on the tasks given to you?
- Respect: Will you honour the rules and procedures already in place?
Problem-Solving/ Decision-Making
- Abstract Reasoning: Are you able to grapple with complex ideas?
- Creativity: Do you come up with original ideas?
- Flexibility: Are you willing and able to adapt to changes?
- Meticulousness: How detail-oriented are you?
For further information please contact the Graduate Talent Solutions team on 0114 324 0041. We’re here to help; our advice and support cost nothing.
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