SANJIVANI COLLEGE OF ENGINEERING, KOPARGAON

DEPARTMENT OF MBA

CIA- III
PSYCHOMETRIC TEST
Prepared By
MISS. RODAGE POOJA SANTOSH
PRN NO- PMB21F1103
Course Name
PSYCHOMETRIC TEST & ASSESSMENT
Guide Name
PROF. PRAKASH MANOHARAN
 PSYCHOMETRIC TEST
What is a psychometric test?

A psychometric test is a test of an individual’s psychic abilities and is reflected in a final result in
numerical value. These types of tests are prevalent in recruitment agencies and HR -Human Resources-
departments, which use them to gather information about the psychological traits of applicants.

The objectives behind an occupational psychometric test are:

 Identify abilities, aptitudes, competencies, values, traits, likes, and dislikes.

 To detect potentials and limitations.
 To screen the most suitable candidates and those who best fit the culture and philosophy of the
company.
 Know in advance performance and behavioral patterns.

 Distinguish the outstanding competencies of each candidate.

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 Psychometric intelligence tests seek to measure:

 IQ (intelligence quotient).
 Learning capacity.
 The application of new knowledge.
 Specific analysis and synthesis skills.
 The capacity and facility for decision-making.
 Initiative and proactivity in problem-solving.
 Adaptation to changes.

Types of psychometric tests:

There are two main types: personality tests and aptitude tests.

Personality tests explore your interests, values and motivations, analyzing how your character fits with
the role and organization. They analyze your emotions, behaviors and relationships in a variety of
situations.

Aptitude tests assess your reasoning or cognitive ability, determining whether you’ve got the right
skillset for a role. Administered under exam conditions, you’ll often be given one minute to answer
each multiple choice question. Your intelligence levels are compared to a standard, meaning that you
must achieve a certain score to pass. Common tests include:

 Diagrammatic reasoning
 Error checking
 Numerical reasoning
 Spatial reasoning
 Verbal reasoning.

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Personality test:

There are lots of tests, such as the Myers-Briggs Type Indicator (MBTI), which places you in one of 16
personality groups, and the Occupational Personality Questionnaire (OPQ), which tests your
personality to check that it fits with the job.

You’ll usually be presented with statements describing various ways of feeling or acting, and asked to
record how much you agree on a two, five or seven-point scale. There are no right or wrong answers –
this, plus the fact that enforced pressure reduces accuracy and discourages honesty, means that
personality tests aren’t typically completed under exam conditions.

While there’s generally no time limit, you should expect to spend between 15 and 30 minutes
answering anything from 50 to 200 questions, usually online. The best way to prepare is to practice
personality tests so that you’re familiar with their format and the questions they ask. Make sure

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you’ve read the job description, know what the employer is looking for and how the test you’re taking
will measure this.

When taking a personality test, make sure that you:

 Take the test in a quiet, familiar environment

 Read the instructions carefully, paying close attention to what you’re being asked
 Stay calm by breathing slowly and deeply
 Work briskly and accurately, omitting any questions that you don’t understand
 Are honest and consistent in your responses
 Trust your initial reactions, and don’t simply try to guess the ‘best’ answer.

Aptitude test

Aptitude test measures your capabilities in specific areas. One aptitude test most people hear of in
high school is the Armed Forces Vocational Aptitude Battery (ASVAB). The ASVAB tests general
science, arithmetic reasoning and mathematics, word knowledge, reading comprehension, mechanical
comprehension, and more. The information is used to place applicants in job positions where they will
have a better chance of succeeding.

How to pass an aptitude test?

Lots of practice – the test will probably be online so get used to working on a screen. As well as giving
you a feel for the questions, practicing will also highlight any gaps in your knowledge. Have the right
equipment – you should take a few pens, rough paper, a calculator (you won’t be able to use your
phone in most cases), a watch and a dictionary. The employer may insist that you use their equipment
but it’s better to arrive prepared. Make sure you’ve practiced with these tools, as the more familiar you
are the quicker you’ll start working and the more you’ll get done .Read the instructions – before you
start make sure you understand what you’re being asked to do and how long you’ve got to do it. Double
check any graphs, tables or images to ensure that you haven’t missed anything and know what they’re
showing. Be aware of the time – make sure you know how long you’ve got for the overall test and
each question. If you get stuck on a question just move on and come back as some questions can take
longer than others.

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Diagrammatic reasoning:

Diagrammatic reasoning tests (often used interchangeably with abstract reasoning tests) are
commonly used aptitude tests used by recruiters to assess a candidate’s ability to think logically and
solve complex problems.

Candidates applying for roles which require high level of problem solving ability and logical reasoning,
such as management consulting, engineering and finance are likely to encounter a diagrammatic
reasoning test.

Error checking:

Data checking tests measure how quickly and accurately you can detect errors. They’re common for
clerical and data input vacancies. Fault-diagnosis tests, meanwhile, test your ability to approach
problems logically. This method of psychometric assessment is often used to recruit for technical roles,
discovering and repairing faults inelectronic and mechanical systems.

Numerical reasoning:

These tests assess your interpretation of charts, graphs, data or statistics, investigating your ability to
deal with numbers quickly and accurately. Numerical reasoning tests may also challenge your
knowledge of rates, trends, ratios, percentages and currency conversions.

Verbal reasoning:

Your understanding of written information, evaluation of arguments, and communication of concepts

is being tested here. You must read short passages of text before answering questions that assess your
comprehension. Verbal psychometric tests challenge your ability to think constructively and use
written information to construct tests a accurate conclusions. Some tests also assess your spelling and
grammar.

Spatial Reasoning:

A spatial reasoning or awareness test is used to assess your ability to identify patterns, visualize
movements and mentally manipulate 2D or 3D objects. Common questions include identifying which
image is a rotation of a given shape and which net corresponds to a certain 3D image.

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Abstract Reasoning:

Abstract reasoning tests measure your ability to deduce the relationships between Shapes and within
patterns. They do not require any numerical or verbal analysis, but test your logic and lateral thinking,
alongside your accuracy and speed.

Situational Judgment Assessments:

Situational judgment tests are used to assess how you would approach different Practical situations
that may arise in the workplace. Your response to a series of Hypothetical scenarios helps employers to
judge whether your behavior and Attitude aligns with company expectation and ethos.

Use of psychometric tests:

Employers commonly receive an extremely high number of applications for any one Role. Quick and
easy to administer at scale, psychometric tests are an excellent way to reduce the size of the applicant
pool. The tests enable employers to confidently siphon the top 5–10% of candidates, who have
displayed that they possess key transferable skills. This streamlining speeds up the recruitment process,
providing a logical candidate shortlist of manageable Length and reducing HR costs. The online tests
are considered to be reliable indicators of candidate potential and Suitability, as a strong correlation
between a high score and subsequent high-quality Performance in role has been identified. Verbal and
numerical reasoning tests tend to be most popular with employers, as they test key transferable
comprehension and arithmetic skills. The testing of Accuracy under pressure gives an indication as to
how the candidate will cope in a demanding everyday role.