The effectiveness of psychometric testing may have been challenged in recent research by Cranfield School of Management (Personnel Today, 23 May)
What is it?
The effectiveness of psychometric testing may have been challenged in recent research by Cranfield School of Management (Personnel Today, 23 May). But when used as part of the recruitment process, psychometric tests can objectively and accurately measure individual differences in the character, ability, style of working and strengths and weaknesses of job applicants. Used correctly, they can also help gain insight into future performance. The tests fall into two main categories: aptitude tests and personality questionnaires.
Why is it important?
HR professionals are often involved in choosing psychometric providers and products for their own recruitment programmes, but may find themselves in the hot seat when moving to a new company or applying for a promotion.
However, research indicates that more than half of those who take the tests don’t perform as well as they might.
Although there are no right and wrong answers –and it is not possible to revise for them in the same way as an exam – practising answers and building up your test experience will significantly improve your chances of obtaining an above-average score.
“Experience shows that practice and preparation help minimise the adverse impact for people who have not taken such tests before,” says Andrew Hill, a consultant at occupational psychologists Pearn Kandola and co-editor of the Psychometric Test Handbook.
Where do I start?
Learn as much as you can about the test session beforehand: structure and content, how long it lasts, and whether you can use a calculator. Many organisations will provide sample questionnaires, so get hold of one for an idea of what to expect before sitting the real thing.
Work on improving your logic and reasoning skills by solving word games, brain teasers, crosswords and sudoku puzzles. Giving your mind regular mental workouts like this will also help you to think more quickly when you’re up against the clock.
Gearing up
Tests usually demand high levels of concentration so prepare for the day ahead with a good night’s rest. For the same reason, avoid alcohol the night before.
Ensure you know where you are going to sit the test and plan your route well – arriving with plenty of time to spare will prevent you getting in a flap, which could adversely impact your performance.
Present the real you
Always be honest in your responses and avoid trying to give the ‘desirable’ answer you think the recruiter is looking for. While psychometrics are not designed to catch you out, the tests have checks to spot people who try to portray themselves as something they’re not.
Sometimes individuals try to guess what an employer is looking for and guess wrongly, explains Hill. “But think about it from your perspective: if you guess correctly, are you prepared to spend three years trying to be this fake person?” he says.
Taking the test
Make sure you are clear about what you are expected to do. Hill says:
Follow the instructions. Eliminate as many wrong answers as possible. With numerical tests, a quick estimate may help you discard several of the options without having to work out every alternative.
Work as quickly and accurately as you can. Avoid spending too long on any one question.
Don’t worry if you do not finish all the questions in the time allowed. If you do, go over your answers again to check them.
Get feedback
Even if you have been screened out as an unsuitable candidate, don’t be afraid to ask for feedback on your test performance.
Hill says he is astonished by the number of people who invest up to two hours of their time to complete ability and personality tests and then fail to request any feedback afterwards.
As well as shedding some light on your thought processes, an awareness of why you didn’t make the grade on this particular occasion may well help you land the job next time.
For more information
Books
Boost Your Interview Test Performance: Increase YourChances of Climbing the Corporate Ladder. Philip Carter, D&B Publishing, $22.20, ISBN 1904468187
How to Pass Professional Level Psychometric Tests. Sam Al-Jajjoka, Kogan Page, $31.95, ISBN 0749436476
How to Pass Graduate Recruitment Tests: Psychometric Tests Used in Graduate and Management Recruitment.Mike Bryon, Kogan Page, $31.95, ISBN 0749409940
By Scott Beagrie. Courtesy of Personnel Today magazine.
www.personneltoday.com
