Psychometric tests

Aptitude tests test a specific skill or ability, such as numeracy or literacy. The tests will be timed and will usually involve multiple choice or true/false questions. You need to be both quick and accurate. 

Numerical and verbal reasoning tests are among the most widely used for business and management functions.

 

Personality tests assess your preferred style of behaving by asking you to select from a list of statements, the one which best describes you. There is no need to practise, honesty is the best policy. Guessing the ‘right’ answers is risky as most have in-built mechanisms to identify inconsistent answers. In any case, who wants a job where they have to totally transform their personality? You can also try these questionnaires for yourself to increase your self-awareness and identify work activities that will suit your personality. They are not usually timed.

• 9types Riso-Hudson Enneagram Type Indicator (RHETI) sample test requires you to answer 38 questions which are then scored. Find out whether you are a helper or an enthusiast
• BBC Full personality test based on the five-factor model, a system of classifying personality traits [Archived page]
• Humanmetrics Jung Typology Based on Carl Jung and Isabel Myers-Briggs typological approach to personality
• Keirsey Provides links to more general information about type-based personality theory including the Keirsey Temperament Sorter: A test providing a limited amount of free information about your personality type (you will have to pay for a full report)
• Morrisby An insight into the Morrisby personality profile test and includes sample questions
• Myers Briggs Type Indicator Describes each of the Myers Briggs preferences which can be used to help sort people into types. Links to Team Technology site where you can take a practice MMDI™ test
• Test Partnership  Click on 'Candidate Preparation' to access a multiple choice questionnaire (taking around 15-20 minutes) with feedback on your responses

Situational judgement tests (SJTs)

These tests present you with realistic hypothetical work scenarios which you need to assess and then provide an appropriate response to. In addition AssessmentDay gives an example practice test (with a review of each possible response at the end of each question). The site explains what SJTs are, how they work and what to expect in a test.

• European Personnel Selection Office (EPSO) Sample SJT test
• JobTestPrep Two practice tests
• Mark Parkinson Lists other sites with practice tests
• Norton Assessment Trial tests, each with four questions, and the opportunity to trial a real SJT. The site gives advice and information to help you when preparing and taking a test
• Practice Aptitude Tests Trial test - eight questions in 24 minutes with the option to take the test in practice mode and review the answers
• Psychometric Tests (Open Psychometric Test Resource) Practice test and information about the SJT
• SHL Test in the style of an online interview and one example question
• SituationalJudgementTest Three scored practice tests: two timed and one 30 minute untimed. Information on the SJT and advice 
• Test Partnership Click on 'Candidate Preparation' to access an untimed test (taking around 25 minutes to complete)
• WikiJob Information on the SJT with three example questions and answers, and an indication of some of the companies who have used the test
• Wikipedia Entry on SJTs, with brief example (Be aware that articles are written by external contributors and you should check that information is correct.)

Situational strengths tests (SSTs)

SSTs are designed to assess the core strengths that are needed to work in a placement or graduate role with a particular recruiter.

• Capp Sample assessment (although targeted at recruiters)
• Capp Situational Strengths Test Example question
• EY Information about the strengths process that they use during recruitment
• Job Test Prep Information about the test and how to prepare
• Nestlé Test demo
• TfL Basic information about the purpose of the test and how to approach it

This relatively new way of assessing candidates uses a games based format - usually accessed via your mobile device. GBPAs test either personality traits (such as how quickly a candidate finishes an assessment/whether they give up when a task is too difficult/how often they take risks)  or aptitudes (such as verbal or numerical reasoning). They blend a foundation of solid and validated psychological research and established methods of psychometric assessment with mobile game design and data analytics.

There is no requirement for previous experience of gaming. The assessments generally last around 25-30 minutes and will be looking at your instinctive reactions to the scenarios presented. This type of assessment is being used increasingly in sectors such as law, IT, finance, technology, retail and transport.

Currently (2017) practice tests aren't generally available but you can find out more about GBPAs at:

• www.arcticshores.com
• www.revelian.com/game-based-assessments. Take a look at YouTube 
• www2.deloitte.com/uk/en/pages/careers/articles/selection-process.html Teaser version of 'Cosmic cadet' game without psychometric output 
• TARGETjobs The graduate job hunter's guide to gamification

 

When you are applying for some postgraduate courses, e.g. medicine, dentistry, and business, you may be required to take an admissions test in addition to your standard academic qualifications. See below for examples. You should check the websites of any institutions to which you are applying to find out which test is required.

 

Understand

• Read the JobTestPrep PDF Guide to Psychometric Testing which aims to give the know-how to successfully prepare for tests.  It covers a number of topics: from 'what is psychometric testing', to explaining how best to prepare for the tests as well as examining different types of psychometric tests and the differences between them. 

Practice

• Most employers send sample questions in advance. Start preparing as soon as you get them. Work through the examples and think about what the test requires you to do. Then plan your tactics for improving your speed and accuracy. Technique is just as important here as it is in exams.
• If you are not sent examples, ask for them and look online for information from similar employers. Most accountancy practices, for example, will be interested in your numerical ability.
• Identify any skills that are rusty. If you haven’t touched Maths since GCSE, practise basic skills such as percentages, ratios and using a calculator. If your degree is numerical rather than word-based, try reading and extracting key information from text at speed. These skills need to be rapid and automatic when you do timed tests.
• Familiarity with tests can help you make effective use of your time. Try to identify sensible shortcuts to getting the greatest number of correct answers in the time, e.g. in verbal reasoning tests, read the questions before you read the text. This way you know exactly which information you are looking for and will not waste time with an initial unfocused read through.
• Practice working against the clock. Tests are quite intensive and different from normal work or study. For example, you could have 40 questions to answer in 20 minutes and need to get the right balance between speed and accuracy.
• Try out some online timed and non-timed tests.

Review

• If you don’t do as well as you had hoped in tests, think whether you can change any of the factors that influenced your results. Look again at the preparation and practice sections and talk to a Careers Consultant for additional help. It’s not unknown for students to have that ‘eureka’ moment when they suddenly see a better way of approaching tests.
• If you think you are doing everything right but haven’t improved as much as you’d like, remember that tests measure only very specific abilities. Employers will also be interested in your motivation for the job and in other skills and experience. These may be assessed through quite different parts of the selection process.
• If you really feel that tests are never going to be your strong point, try applying to employers who don’t use tests at all or who use them only at second interview stage. The later tests appear in the selection process, the less likely your results are to be a ‘make or break’ factor in the recruitment decision. Smaller companies are also less likely to use psychometric tests though they may have their own work example assessment to ensure you can do what is required.

Improve

Help with numeracy and verbal reasoning

Worried because you haven't studied Maths since you were at school? Find English comprehension tricky? Feel you would like some help to brush up on your skills in preparation for taking psychometric tests? These links will help you to build your skills:

• ASK Take a numerical diagnostic test to identify your weaker areas of numeracy. Just log into Blackboard, then copy this link - https://blackboard.brunel.ac.uk/webapps/blackboard/execute/content/blankPage?cmd=view&content_id=_577198_1&course_id=_3244_1 - into the address bar. You can then take the report to ASK to get targeted help
• BBC Learning Maths learning resources and online courses (last updated September 2014)
• BBC Skillswise Factsheets, worksheets, quizzes and games to help you brush up on your maths and english skills
• LearnHigher Numeracy, maths and statistics resources including tests to help you assess your skill level, work booklets and other online resources
• mathcentre Online, downloadable, and printable resources - self study guides; test yourself diagnostics and exercises; video tutorials; iPod and 3G mobile downloads; and case studies
• mathcentre Mathstore Numeracy Refresher booklet Improve your Numeracy, V2, January 2005, provides practice and explanation, together with answers, in decimals, fractions, approximations, averages, percentages and ratios
• Maths GCSE Guide Gives you the chance to refresh basic maths skills

The night before

• Your physical and mental state can affect your performance. Get a good night’s sleep before the test and avoid alcohol or anything else that will prevent you from doing your best. If you are unwell on the day, try to rearrange the session. Plan your journey and give yourself time so you aren’t flustered by transport delays.

Who at Brunel can help you?

Academic Skills (ASK)

• ASK Based in the Library (Bannerman Centre). They offer workshops, individual advice and resources on a range of skills related to your learning including maths/numeracy and written skills.

Brunel Language Centre

• Brunel Language Centre can help international students to improve writing or speaking skills, and run in-sessional English courses and one-to-one academic consultations for current students.

When you get your test date (or an assessment centre date) from the employer, we recommend that you contact them in advance to discuss any factors that are likely to affect your performance such as a disability. They can then arrange to make reasonable adjustments, such as:  

• allowing extra time
• providing a personal reader/writer or signer, or
• providing special equipment such as a hearing loop

Your Careers Consultant or Placement Adviser will help if you are uncertain about how or when to reveal a disability

Alerting the employer at an early stage will give them time to make the necessary arrangements; telling them on the day may not. Be prepared to make suggestions about possible suitable adjustments. While you are aware of how your disability affects you, others may not. As a result you may be the best person to advise.

• OPP Reference material  Guidelines for the use of psychometric assessment with disabled people (May 2009). Although this is written for organisations it covers general points on the use of tests and practical issues in terms of reasonable adjustments.
• PSL's Library White Paper  Testing Disabled People: Practical guidelines for fairer assessment (2004) Covers Test Administration and Specific Disabilities and Online Testing. [Note: This was written prior to The Disability Discrimination Act 2005 (DDA 2005) which amends or extends existing provisions in the DDA 1995, and the Equality Act 2010.]
• RNIB Guide to taking psychometric tests for blind and partially sighted candidates A helpful guide for visually impaired students who are sitting psychometric tests. It describes the main types of test, how you can prepare for testing, your rights under the Disability Discrimination Act, and a questions and answers section.