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about psychometric tests
1. What is a psychometric test? of an assessment centre such as
presentations, case studies and interviews.
Tests can help A psychometric test is a standard ways of
you in your assessing particular aspects of human Tests are also used in guidance to help people
career search behaviour. Broadly there are two types of to understand more about their abilities,
test: those which measure maximum personality, and interests and so help them to
by helping you performance or how well you can do some identify suitable careers.
to understand thing; and those which measure 'typical'
performance or how you tend to react to 5. Can you prepare for tests?
more about
particular situations. The first type covers
your own It is difficult to prepare for a test where you
most ability tests, the second inventories or
need to deal with information provided as
strengths and questionnaires, which measure personality,
part of the test. However, you can practice
weaknesses motivation, values, attitudes and interests.
technique, which will make you feel more
and to select a 2. How do psychometric tests work? confident. There are numerous books
containing practice material and it is also
career that is Tests are carefully designed so that each possible to access example tests through the
a close match person who completes a particular test has Internet.
with your the same experience, i.e. they are presented See http://www.amazingpeople.co.uk/tests.htm
with the same questions and have the same
abilities, amount of time in which to answer them. For numerical tests you will often need to be
personality The raw score (usually the number of able to calculate percentages and deal with
correct answers) is then converted to a ratios. You may want to practice doing these
and interests. type of calculations to ensure you can do
standard score by comparison with a
representative sample of people who have them on the day.
completed the test in the past. It is then
6. Will I get details on tests when I apply
possible to say whether a person has scored
for a job?
above or below average, and how much
above or below. If you apply for a job and you are invited to a
test session you should receive details on the
3. What sort of things can be tested?
tests and some practice information. If you
There are more than 30 human abilities that don't, I recommend you ask for some as it is
can be tested, such as general intelligence, good practice for employers to provide it.
verbal, numerical and spatial reasoning, and
7. How are tests used to select people
mechanical aptitude, speed & accuracy of
for jobs?
information processing; and well over 30
aspects of personality, ranging from Tests are often the first part of an
emotional sensitivity and warmth to assessment centre and are used to measure
dominance and tension. Tests can also people against key abilities identified as being
measure colour vision and reaction times. important in a job. They are crucial in
reducing the number of applicants to form a
4. Who uses tests?
short list. On other occasions they are part of
Employers are increasingly incorporating the selection procedure along with other
aptitude tests into assessment procedures – elements, for example, the interview,
both for selection of staff and for presentation and group discussion.
development and counselling purposes.
8. How can tests help me?
Tests which are professionally constructed
and measured can provide objective, reliable Tests can help you in your career search by
© Denise Taylor
and relevant information concerning the helping you to understand more about your
likelihood of job success and satisfaction. own strengths and weaknesses and to select
Amazing People Assessment centres typically combine the
3 Brook House Barns, a career that is a close match with your
information gained from aptitude tests with abilities, personality and interests.
Aston on Carrant,
Tewkesbury GL20 8HL
that obtained from other questionnaires and
01684 772888 exercises such as those measuring In selection, tests can ensure that you are
www.amazingpeople.co.uk personality and emotional intelligence. assessed fairly in a competitive situation
hello@amazingpeople.co.uk These are used in addition to other elements where your results are treated objectively.
.
Personality questionnaires can help increase What clients say:
your self knowledge which can make you
more effective with other people and in the “The best careers counselling I have come
way you work. Interest inventories can across, a much more personal approach and
frankly, well ahead of all the others. Well
The outcome expand your career possibilities by providing worth the money.” Andy Richards
details on jobs that tie in with your interests.
of most “I have been recommending you to lots of
assessment When used in career guidance, the results people, I wish I had taken this step a long
help you to understand more about your self, time ago”. Fiona O’Connor
centres is so you know that you have strengths in one
based on the area but not in another. However, when they “This programme can really help you to find
out who you are: It will confirm some of your
combination are used for selection a cut off point will be thoughts about what you might be good at,
created, either an absolute one, you need a
of data from minimum score to be acceptable, or the top but will also present you with new
different x number of people go through to the next possibilities. I felt reassured and inspired by
the sessions”. Frances Clemson.
sources. Even round.
if you don't 9. Can I fail a test? “I am always apprehensive when engaging
other providers to work with my valued
feel confident clients but any concerns were unnecessary
Tests are not thought of as pass/fail as with Denise. Indeed, I was proud to be
about your scores are usually presented as percentiles.
associated with her. Denise is very helpful,
performance So a score at the 60 th percentile does not flexible and professional. She responds very
in the tests, mean a score of 60%, it means you scored quickly to requests and goes out of her way to
better than 60% of a comparable group. be helpful. She fully understood the
you may have sensitivities of the situation and kept me
other You cannot fail a personality questionnaire suitably informed of progress throughout,
which I greatly appreciated. I would have no
strengths, and should always to given an opportunity to
discuss your results with a qualified hesitation in working with Denise again and I
which will be member of staff, this will enable you to would highly recommend her to others”. Phil
Gott
taken into provide examples to support the responses
account. you gave.
Brought to you by Denise Taylor, Chartered
10. How are decisions made?
Occupational Psychologist and Director of
The outcome of most assessment centres is
based on the combination of data from Amazing People. Denise is a careers expert who
different sources. Even if you don't feel specialises in helping individuals achieve career
confident about your performance in the
tests, you may have other strengths, which satisfaction and to take a systematic approach
will be taken into account. Employers often to job search.
offer the opportunity to obtain feedback on
test performance. This may help you to Do you need help with job search—whether it’s
understand your own abilities and may aid
you in career thinking. Sometimes you CV preparation, interview practice, increasing