"On-line psychometric profiling"
Discussion
The graduate scheme that I am interested in (just heading into final year) lists the second stage of the application process as "On-line psychometric profiling". Whilst I have the perfect experience in related sectors and a passion for the sector this kind of test seems something that I would be less good at. I presume this is some sort of mental reasoning test, correct?
Two questions - What should I expect from this and is there anyway to practice and improve my result in this?
Many Thanks
Two questions - What should I expect from this and is there anyway to practice and improve my result in this?
Many Thanks
FraserLFA said:
There are some sites that let you practice, i'll see if i can find them somewhere.
They're numeracy and literacy multiple choice tests, and they're very difficult.
Psychometric tests attempt to look at your behaviours, reasoning and decision making. They are not the same as verbal reasoning style tests like SHL ones or that which you might have done for 11+. Thomas International is one provider that springs to mind although SHL I am sure provide similar tests.They're numeracy and literacy multiple choice tests, and they're very difficult.
As said ^. Psychometric assessments are completely different from ability or reasoning tests in that they identify your likely characteristics, behavioural responses and preferences etc. Typically an employer will use them to identify whether or not you have the 'right' characteristics to perform within a given role.
Example scenarios: If they are looking for a sales person, they might look for someone who is a fairly confident 'people person'. For a book-keeper, someone who is quite happy working on their own and who likes to pay attention to detail etc etc.
The above are obviously generalisations and somewhat simplistic - there is a bit more to it than that!.. Nevertheless,it gives you an idea of the way in which a psychometric test will be used.
Important thing to note is that you can't 'fail' a psychometric. We are all different and so more suited to some jobs than others. It actually does nobody any favours to put them in a job where they have to constantly behave outside of their 'preferred style'
Sample test for SHL here http://www.shlquestionnaires.com/1001/
If anyone wants to know more about psychometrics feel free to PM .. Its what I do!
Example scenarios: If they are looking for a sales person, they might look for someone who is a fairly confident 'people person'. For a book-keeper, someone who is quite happy working on their own and who likes to pay attention to detail etc etc.
The above are obviously generalisations and somewhat simplistic - there is a bit more to it than that!.. Nevertheless,it gives you an idea of the way in which a psychometric test will be used.
Important thing to note is that you can't 'fail' a psychometric. We are all different and so more suited to some jobs than others. It actually does nobody any favours to put them in a job where they have to constantly behave outside of their 'preferred style'
Sample test for SHL here http://www.shlquestionnaires.com/1001/
If anyone wants to know more about psychometrics feel free to PM .. Its what I do!
Edited by H6CJF on Thursday 14th July 09:55
Mr GrimNasty said:
They are also hilariously and frighteningly inaccurate and the sooner they are debunked and dumped the better. But HR managers will swear by them, probably because they pay a lot of good money for the tests and it saves them using their own judgement!
Inaccaurate? In what way? The research shows that ability tests predict around 4 times more of future job performancer than a traditional interview, and that personality tests are also better than interviews unless they are heavily planed and structured. Show me the (facts) money..ENTJ, thanks for asking.
These tests are often over-interpreted, but they can provide a valuable guide to how people may interact with certain types of situation and people.
We did the Insights course at work, and it turned out to be a very useful tool in working out why certain barriers to communication between specific individuals existed - it was because Type A person talking to Type B person needs to consider Type B's responses to things, which are X, Y and Z. For example, a highly social person who likes to deal in principles rather than specifics needs to remember that a programmer is a details-oriented person, and that they should frame their communication in that context. And vice versa, of course.
It all sounds very obvious once you've done it, but the scales certainly fell from my eyes.
These tests are often over-interpreted, but they can provide a valuable guide to how people may interact with certain types of situation and people.
We did the Insights course at work, and it turned out to be a very useful tool in working out why certain barriers to communication between specific individuals existed - it was because Type A person talking to Type B person needs to consider Type B's responses to things, which are X, Y and Z. For example, a highly social person who likes to deal in principles rather than specifics needs to remember that a programmer is a details-oriented person, and that they should frame their communication in that context. And vice versa, of course.
It all sounds very obvious once you've done it, but the scales certainly fell from my eyes.
Cogcog said:
Mr GrimNasty said:
They are also hilariously and frighteningly inaccurate and the sooner they are debunked and dumped the better. But HR managers will swear by them, probably because they pay a lot of good money for the tests and it saves them using their own judgement!
Inaccaurate? In what way? The research shows that ability tests predict around 4 times more of future job performancer than a traditional interview, and that personality tests are also better than interviews unless they are heavily planed and structured. Show me the (facts) money..Gold said:
Thanks for all the advice, in particular H6CJF.
So no point practising too much, just be myself and hope that computer says yes otherwise write them a nice letter requesting an interview anyway?
No problem.. A practice test - or even paying for a 'proper one' can be of help in as much as you can find out what the results might look like. This enables you to prepare for questions in the interview by being able to play to your strengths ... Also, remember every strength can be a weakness and vice versa.. it all depends on the situation.So no point practising too much, just be myself and hope that computer says yes otherwise write them a nice letter requesting an interview anyway?
Feel free to e-mail me if you like
Chris
Mr GrimNasty said:
They are also hilariously and frighteningly inaccurate and the sooner they are debunked and dumped the better. But HR managers will swear by them, probably because they pay a lot of good money for the tests and it saves them using their own judgement!
I had to sit through the SHL tests for a recent interview process; the HR person went through the results with me, and I was quite suprised just how accurate they can judge your character. I do believe it should be only one part of the selection process however, it would be silly to assume it can be relied upon 100%.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff