Psychometric Assessment

Psychometric tests are sometimes used as part of the decision-making process, alongside interviews and reference checking.

In addition to giving employers useful information about whether a candidate’s style and abilities are suited to the role, assessments can be a valuable tool for employers wanting to make decisions about promotions, individuals’ development needs and team dynamics. You cannot ‘fail’ tests.

The main types of psychometric assessment are aptitude and ability tests, and personality profiles.


APTITUDE AND ABILITY TESTS

  • The tests involve a combination of verbal and numerical reasoning and are frequently multi-choice. They are usually short questions and there is generally only one right answer.
  • The types of exercises can vary but usually relate to specific requirements of the role. They are good at predicting how well you will perform in certain aspects of the role.
  • At the test session listen carefully to the instructions. Most ability tests are timed so make sure you know how long you have.
  • Read each key question carefully before answering and look for a balance between speed and accuracy. If you are unsure of the answer to a question, give it your best shot then move on. You will usually find you cannot answer all the questions within the allocated timeframe.


PERSONALITY PROFILES

  • Personality questionnaires provide information about how you would typically behave at work. They explore your preferred way of behaving, how you relate to other people, your ability to deal with your own and other people’s emotions, and the way you handle and solve problems.
  • The first thing to remember is that there are no right or wrong answers.
  • When you answer the questions be as truthful as you can.
  • There is usually no time limit, but you should work through the questions as quickly as you can.
  • These types of exercises usually ask you to indicate your preference for a word or statement that focus on the way you will behave in a set of circumstances:

    E.g. I prefer the company of people: (please circle one)
          Rarely        Sometimes       I don’t mind        Often        Always

  • You may find it difficult to respond to some questions, as you feel that your behaviour would depend on the situation. Imagine you are in a work situation, rather than in a personal situation, and then go with your gut instinct.
  • There is nothing you can do to prepare yourself for personality profiles, and don't try and manipulate the results.
  • Remember, there are no right or wrong answers and do not answer the questions according to what you think the employer is looking for.



FUTURE-PROOFING YOUR ORGANISATION DURING TIMES OF CHANGE

During times of change, the need for strong leadership, clear communication, healthy thinking, and resilience becomes of critical importance – across all levels of staff. To assist individuals directly affected by organisational change and in support of those who remain, PowerHouse People have developed a modularised series of development programmes delivered by specialist facilitators.

Each course has been specially selected on the basis that it can be delivered in a one-to-one or workshop-style format, as a stand-alone offering, or in combination.

Course Options (Job Search Specific)

  • Practical Job Search Activity
  • Interview Skills Training
  • CV Development

Course Options (Development)

  • Building Transformational Leaders
  • Emotional Intelligence
  • Healthy Thinking
  • Effective Communication
  • Building Resiliency

Course Delivery Options

There are multiple options for delivering these workshops, including 1-to-1 discussion, small group workshops, or organisational-wide presentations.

Course material can also be customised for short course delivery (1.5 hours) through to 1 or 2 day options. Cost is therefore dependent on the number of people involved, the makeup of course content, and programme duration.

For further information on any of the above course options, please contact a people&co. consultant.


FEEDBACK FROM PSYCHOMETRIC TESTS

We recommend you request feedback on your tests, as this can be useful for your professional development. Make sure the feedback you are given is from a person qualified to interpret the tests.