Word Choice Psychometric Test

Preparing for
Psychometric Tests
Employability and Graduate

Development
01392 724493
Careers@exeter.ac.uk
www.exeter.ac.uk/careers
Aims of the workshop:
• To gain a clearer understanding of what

psychometric tests are and how recruiters use
them
• To familiarise you with strategies to maximise
your performance
• To help you know how to prepare and to
signpost further resources that are available
What are psychometric tests?
– What do you think a psychometric test is?
– How is a psychometric test different from school
or university exams?
– What have you heard from others about
psychometric tests?
– Have you completed any psychometric tests
before? How did you find that experience?
Psyche = Mind
Metric = To Measure
• ‘A standardised sample of behaviour which can be

described by a numerical scale or category system’
(Cronbach)
• A psychological test used in the world of work’
(Saville and Holdsworth)
• ‘A psychological test is any procedure on the basis
of which inferences are made, concerning a
person’s capability, propensity or liability to act,
react, experience, or structure or order thought or
behaviour in particular ways’ (BPS)
Why do Employers use them?
• Fair and objective measure of a skill/ability or the

potential to acquire it
• Gives a more rounded picture of suitability for a

role
• Objectively compares candidates’ performance
with ‘norm’ levels for a similar ‘population’
• Reliable predictor of how well someone is likely
to perform in a given job/professional exams
Advantages for Employers
• Less subjective than an interview

• Fairer, more objective decision making
through use of standardised tests
• Online testing = greater cost efficiency
• Provides evidence of skills not easily
obtained from other elements of the
recruitment process
When are Psychometric Tests
Used?
• At different stages of the Recruitment
process
– As part of application process
– On the assessment day
• Can vary between paper and online tests
• Different tests can be used at different
stages
Main types of psychometric
tests
• Ability/Aptitude Tests
(usually verbal, numerical
and diagrammatic)
• Personality Inventories
(questionnaires)
• Situational Judgement
Tests
• Career matching software

(like Prospects Planner)
Aptitude tests – what to expect
• You may get a practice leaflet or online practice
questions
• Exam conditions and strictly timed, standardised
instructions
• Answers definitely right or wrong
• Answers scored and compared with appropriate norm
group
• Types of tests are usually:
– Numerical
– Logical Reasoning (Also known as Diagrammatic/Inductive)
– Verbal Reasoning
Numerical Tests
What are they?
– Require you to make decisions or inferences from numerical data,
presented in reports, graphs and tables.
– Usually just require GCSE level maths as uses more analytical skills
than technical maths skills.
– Requires you to demonstrate your ability to plan, prioritise and

analyse data, see trends and follow numerical reasoning and logic.
– These skills are relevant to a range of functions that require working

with money or finance, also general management, finance and sales
to data processing.
Numerical Tests
Example
Numerical Tests
How to prepare
– Remind yourself of the basics of mathematics, such as percentages,
ratios, fractions, currency conversions etc
– Read the financial section of a quality newspaper . It will help
familiarise you with financial and numerical information
– Practise doing maths puzzles .
– Take a practice test to help you get used to the format and time
pressure
– Check if you are allowed to use a calculator or not – if not practice
doing sums without one
Verbal Reasoning Tests
What are they?
– Measure your ability to reason with and to evaluate the logic of verbal
information.
– The process is similar to the skills required to summarise large reports and
extract verbal data at meetings . It's very relevant for roles that require
analysis of verbal information.
– You are usually provided with a passage of information and required to

evaluate a set of statements by selecting one of the following possible
answers:
– A – True
– B – False
– C – Cannot Say
Example
“Many organisations find it beneficial to employ students over the summer.
Permanent staff often wish to take their own holidays over this period.
Furthermore, it is not uncommon for companies to experience peak
workloads in the summer and so require extra staff. Summer employment
also attracts students who may return as well qualified recruits to an
organisation when they have completed their education. Ensuring that the
students learn as much as possible about the organisation encourages
interest in working on a permanent basis. Organisations pay students on a
fixed rate without the usual entitlement to paid holidays or sick leave.”
Statement 1 - It is possible that permanent staff who are on holiday can

have their work carried out by students.
A = True B = False C = Cannot Say
Example
“Many organisations find it beneficial to employ students over the summer.
Permanent staff often wish to take their own holidays over this period.
Furthermore, it is not uncommon for companies to experience peak
workloads in the summer and so require extra staff. Summer employment
also attracts students who may return as well qualified recruits to an
organisation when they have completed their education. Ensuring that the
students learn as much as possible about the organisation encourages
interest in working on a permanent basis. Organisations pay students on a
fixed rate without the usual entitlement to paid holidays or sick leave.”
Statement 2 – Students are subject to the organisation’s standard

disciplinary and grievance procedures.
A = True B = False C = Cannot Say
How to prepare
–Read newspapers, journals, reports and
books
–Have a go at solving verbal reasoning
puzzles for example crosswords or word
finding games
–Practice reading passages of information
and summarising the key points
Logical Reasoning Tests
What are they?
– Also known as Diagrammatic/Abstract or Inductive reasoning tests
– Not impacted by an individual’s numerical or verbal ability
– This sort of reasoning is relevant for jobs which require the capacity to learn
new things and work through complex problems in a logical, systematic and
analytical manner
– Measure the ability to work flexibly with unfamiliar information and find
solutions.
– People who perform well on these tests tend to have a greater capacity to
think conceptually as well as analytically.
Examples
What comes next in the sequence?
How to prepare
• Play logical reasoning games such as
Sudoku
• Think about the logical steps you take
when planning something such as a
holiday
• Play strategy games such as drafts or
chess and plan your next moves
Aptitude Tests - tactics
• Follow instructions carefully & ask if unclear
• Make sure you understand answers to example
questions
• Work quickly and accurately if being timed
• Skip questions if you are stuck and go back and
answer them if you have time at the end
• Mark your best choice but avoid wild guessing if
you are not sure
• Tests not usually designed to be completed
• Score = correct answers in time allowed
• Make sure you have a watch/timer to hand
Personality Inventories
What are they?
• Assess how a candidate might typically behave in

particular work situations
• Help provide a broader picture of how well you might be
suited to a particular job/culture/organisation
• No ‘right’ or ‘wrong’ answers, only YOUR answers
• Usually no time limits, but don’t spend too long – give
your most natural answer
Examples
Least Most
A) I quickly reach a decision

B) I feel at ease with new people
C) I take care to follow rules
D) I have highly original ideas
Tactics
• Avoid the ‘socially desirable’ response – be honest.

Many questionnaires check for consistency in response
• Don’t worry if some questions do not seem relevant
• Make sure you answer as many questions as possible
• Results can sometimes be discussed in interview
• Results usually only part of process alongside other

elements, e.g. interview, assessment exercises
Situational Judgement Tests
What are they?
• Assess how well suited people are for particular
roles and environments.
• Realistic employment situations
• You are given a number of scenarios and for
each you are then provided with a number of
response options to choose from. You need to
select the option which best reflects how you
would behave in that situation.
Examples
• You are working in a call centre for a major UK telecommunications
company. You have received a call from a customer who has been
waiting in for an engineer who has failed to arrive within the scheduled
time slot. The customer is upset and is talking in a raised voice. Of the
following options indicate which would be the ‘most effective’ and
which the ‘least effective’ action to take first of all:
1) Apologise to the customer and say you will arrange for a re-scheduled
appointment.
2) Listen to the customer’s feedback and tell them that you can understand
why they are upset and that it must be very inconvenient for them.
3) Explain that the engineer has a very busy schedule and its difficult for her
to always be on time but you’re sure she will arrive soon.
4) Ask the customer to hold while you contact the engineer to establish
where she is.
How to Prepare
• No particular training or knowledge required

• Use Practice Tests if available
• Read each scenario thoroughly
• Evaluate according to information given
• Do not make assumptions
• Keep competencies assessed in mind however
answer honestly
E Tray Exercises
• Timed Test involving reading and giving a
response to a series of email messages and
requests.
• Usually a choice of response options
triggering further emails based on the answer
chosen.
• E mails often include attachments.
• Other data often given as a basis for the
response decisions.
• Important to answer all emails received.
Prior to test sessions
• Be clear which type of tests are to be used,

e.g. aptitude / personality
• Check if Practice questions are available
• Practice
• Inform recruiter of any adjustments you require

well in advance
What if I have a disability?
• Employers should make reasonable adjustments
to accommodate special requirements such as:
– Dyslexia
– Hearing/visual impairments
– Injuries such as fractures
• Inform administrator in advance about any
factors likely to affect performance
• Psychometric tests can be made available in
alternative formats, e.g. large print, Braille.
• If in doubt always ask
Understanding your Results
• Often given as a Percentile – not the same as a
percentage
• Comparison groups are used to benchmark your
score against
• Different employers/roles will have different
benchmarks and comparison groups
• Practicing may help improve speed but may only
marginally improve results
Resources
• www.exeter.ac.uk/careers for handouts etc.
• Books available on loan, for example:
• ‘How to Pass Graduate Psychometrics’
• ‘Advanced Numeracy Tests’ both by Mike Bryon
• ‘How to pass Verbal Reasoning Tests’ by Tolley and
Thomas
• Key Websites:
• www.shldirect.com
• www.opp.co.uk
• http://www.careerplayer.com/tips-and-advice.aspx
Contact:
Employability & Graduate Development

Career Zone in the Forum
Phone: (01392) 724493
Email: careers@exeter.ac.uk
Web: www.exeter.ac.uk/careers
Opening hours:
Term time & Vacation: 9.00am-5.00pm
Contact:
The Careers Advisory Service

Career Zone, The Compass,
Tremough Campus
Phone: (01326) 253735
Email: careers@exeter.ac.uk
Web: www.exeter.ac.uk/careers
Opening hours:
Term time & Vacation: 9.00am-5.00pm
Thank you
&
Questions

Word Choice Psychometric Test

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Word Choice Psychometric Test

Uploaded by

Copyright:

Available Formats

Preparing for

Employability and Graduate

• To gain a clearer understanding of what

• ‘A standardised sample of behaviour which can be

• Fair and objective measure of a skill/ability or the

• Gives a more rounded picture of suitability for a

• Less subjective than an interview

• Career matching software

– Requires you to demonstrate your ability to plan, prioritise and

– These skills are relevant to a range of functions that require working

– You are usually provided with a passage of information and required to

Statement 1 - It is possible that permanent staff who are on holiday can

A = True B = False C = Cannot Say

Statement 2 – Students are subject to the organisation’s standard

A = True B = False C = Cannot Say

– Also known as Diagrammatic/Abstract or Inductive reasoning tests

– Not impacted by an individual’s numerical or verbal ability

What comes next in the sequence?

• Assess how a candidate might typically behave in

A) I quickly reach a decision

• Avoid the ‘socially desirable’ response – be honest.

• Don’t worry if some questions do not seem relevant

• Make sure you answer as many questions as possible

• Results can sometimes be discussed in interview

• Results usually only part of process alongside other

• No particular training or knowledge required

• Be clear which type of tests are to be used,

• Check if Practice questions are available

• Inform recruiter of any adjustments you require

Employability & Graduate Development

The Careers Advisory Service

You might also like