Psychometric Assessment

Prepare for your future
8.
Psychometric Assessment
in Job Selection
What Psychometrics are
and how to prepare for them
Prepare for your future today .
CAREERS TEAM\Publications (in-house) 2013-2014\ 8. Psychometric Assessment in Job Selection.doc - updated Mar 2014
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Revised 2014/Version 1

Contents
Psychometric Assessment:
Ability Tests
What Psychometrics are and how to prepare for them
...... 3
......................................................................... 3
How tests are used in the selection procedure ................................... 4

The conditions under which you take the tests ................................... 4
How your abilities change over time ................................................. 4
Useful websites .............................................................................. 5
Personality Questionnaires
......................................................................... 6
Myers Briggs Type Indicator (MBTI) ................................................. 7

Some websites with Personality Questionnaires ................................. 7
Alternatives: Prospect Planner ........................................................ 8

Page 2
Further information ....................................................................... 7
Psychometric Assessment in Graduate Recruitment

What Psychometrics are and how to prepare for them
The purpose of the selection process is to enable the employer to choose the most
appropriate person for the job, ie. someone who has the skills, abilities and
personal qualities to do the job well. During this selection process a variety of
assessment methods can be used. These almost always feature an application
form/CV and an interview, but they can also include other methods such as group
exercises/discussions and presentations (covered in a separate UCLan Careers
publication: 1. Assessment Centres).
In addition, many employers use
methods of psychometric assessment.
All selection methods seek to gather evidence that you have the abilities and
qualities to be successful in the job, and different methods are used to measure
different areas of this evidence. Psychometric tests measure whether you have the
specific abilities or appropriate personal qualities in relation to the job specification.
For further information on the main types of tests that may be used as part of the
recruitment process, see the Prospects website:
www.prospects.ac.uk/links/appsinterviews.
Ability Tests
Aptitude tests are not tests of general knowledge. The questions have definite
right and wrong answers, which you often have to select from a range of
alternatives. The tests may consist of one or more of numerical (charts and
graphs), verbal reasoning, spatial awareness and diagrammatical reasoning
(abstract figures) designed to test your logical reasoning and thinking
performance. Those used depend on the type of role for which you're being
assessed.
You might do better in some types of tests than others. Verbal and Numerical
tests are used in selecting graduates for a wide range of jobs including most
business and management functions. Diagrammatic tests are used mainly for
computing/IT jobs. Other tests measure mechanical aptitude or other aspects of
verbal/numerical/logical ability.
The tests are administered under exam conditions and are strictly timed. A typical
test might allow 30 minutes for 30 or more questions. There are frequently more
questions than you can comfortably complete in the time.

Page 3
It does not always matter if you do not finish the test; it is the number of correct
answers which counts. Your score is then compared with how other people have
done on the test in the past. This group - called the norm group - could be other
students/graduates, current job holders, or a more general group. This enables
selectors to assess your reasoning skills in relation to others and to make
judgements about your ability to cope with tasks involved in the job.
How tests are used in the selection procedure

The stage at which tests are taken might give you a clue as to the importance of
the results to the employer. The earlier in the selection procedure you are asked
to sit a test, the more important the results are likely to be to the outcome.
Although some employers who use tests even before first interview will only look
for an average performance, most use the tests at this stage with a pass mark or
cut-off score which you have to achieve to continue your application.
Employers who use tests only at a second interview stage will use them just as one
of a number of factors. If you have done well on other parts of the selection
procedure then a poor test performance may not matter so much. It may be
enough for your scores to fall within, or even slightly below, the average group
score. In this case, relative scores (ie. average, above average etc.) will depend
on the strength of ability amongst members of the comparison group, on the factor
being measured.
The conditions under which you take the tests
There are many factors that can affect your performance in psychometric tests.
Both the physical conditions under which you take the tests (heating, lighting etc.)
and your own physical/mental state on the day, can affect your performance. It is
important to arrive at tests in the best possible physical and mental state. If you
do not feel well on the day of a testing session, try to rearrange it. If there is any
factor likely to affect your performance (eg. a disability) you must tell the test
administrator before the tests. Make sure that the physical conditions of the test
room are adjusted so you are comfortable.
Adjustments can be made for those who have a

disability and/or learning difficulty.
For instance
additional time may be allowed for those applicants
with dyslexia. Blind and partially sighted applicants
may benefit from tests produced in alternative formats
or the assistance of a reader.
Employers will need to know about any possible adjustments they will need to
make at the earliest possible opportunity. Organisations like Blind in Business and
the British Dyslexia Association are willing to advise employers on adjustments.
The publishers of the tests will also give guidance to employers. For more
information on adjustments and disclosing disability, talk with a careers adviser
and/or go to the Skill website: www.skill.org.uk .
If a test is measuring skills that have been learnt (eg. numerical skills) and on
which you are rusty, then relearning/practising these skills may improve your
performance. Whilst studies show that, for most people, practising will only
increase scores slightly, some are able to make considerable improvement.
Familiarity with the testing process may enable you to make more efficient use of
your time and feel more relaxed. Try not to anticipate tests too much, however
and follow all instructions on the day very carefully.

Page 4
How your abilities change over time
Useful Websites
1. Profiling for Success www.profilingforsuccess.com/main
This is perhaps the most useful of these sites, providing extensive FREE online
practice testing especially for students at this University. You can gain access
through the UCLan e-Learn site, where it is listed as a course available to all.
Just click on the link:
http://www.practiceaptitudetests.com/psychometric-tests/
The tests are very similar in style to those used by many employers in
recruitment and include tests of Numerical, Verbal and Abstract Reasoning.
You will be able to take the tests online and get full feedback on your
performance.
You should be able to access the tests via the web from any computer,
providing your system is installed with Flash (version 5 or later). If you are
accessing the site from home, you can download the latest Flash plug-in free
from adobe.com
After two initial screens you will be asked for a client code, an access code and
a password complete these as demonstrated below (no further reference or
ID needed):
Client code: tflhe
Access code: uclan
Password:
uclan1116
You will be asked for brief personal details and a contact email address. You
can then choose from a number of different tests to take. You can take as
many or as few tests as you want and will be able to revisit the test site as
often as you like free of charge.
Results and feedback: After submitting your answers to each test, you will be
immediately sent an email giving you your scores for that test and a range of
other feedback on your performance. This will include information on how you
might improve your scores.
2. Saville Holdsworth Tests www.shldirect.com
SHL is a major UK occupational consultancy and produces the most widely used
ability tests with UK graduate employers. The site includes lots of helpful
background on tests and testing procedure and sample questions for both
personality and ability tests. Theres also an on-line practice ability test with
feedback about your results.
One of a series of documents from the Expertise section on

the Saville and Holdsworth site which is of interest to testers and
candidates.

Page 5
3. Best Practice in Testing People with Disabilities

http://www.shl.com/uk/expertise/disability-guidelines/
4. Civil Service Self Assessment Programme www.faststream.gov.uk

Civil Service Fast Stream entry with information about the selection process and
practice tests which you need to download.
5.
Graduate Management Admissions Council (GMAC) www.gmac.com

A useful site with everything you need to know about the GMAT including
sample tests, details of test centres etc.
6. Graduate Record Examination (GRE) www.gre.org

This site includes everything you need to know about the GRE
including sample tests, details of test centres etc.
7.
Consortium for Research on Emotional Intelligence in Organizations

http://www.eiconsortium.org/index
This site has a wealth of information on the subject of Emotional Intelligence,
including information about different tests plus reports and research articles by
many respected researchers/practitioners in the field.
Personality Questionnaires
Personality measures aim to assess whether your personal attributes would suit a
particular work environment. They can be used to assess aspects of individual
behaviour, attitudes or opinions, as well as motivation, interests and values. The
results can then be compared to the characteristics considered essential for the
job. The questionnaires may be used by some employers in selection but are not
as common for graduate recruitment as aptitude tests.
As carefully designed questionnaires, rather than tests, they are designed to gather
information about how and why you do things in your own particular way. They
look at how you react or behave in different situations as well as your preferences
and attitudes. Since different roles require different attributes you could answer
questionnaires of this type in exactly the same way for different employers and be
acceptable to one and not another.
Unlike aptitude tests there are no right or wrong answers and questionnaires are
usually untimed. The selectors will not be looking for a rigid personality profile,
although certain characteristics will be more or less appropriate for that particular
job.

Page 6
They cover such factors as:

How you relate to other people;
Your work style;
Your ability to deal with your own and others' emotions;
Your motivations and determination and your general outlook;
How you react or behave in certain situations;
Your preference and attitudes.
The best way to approach all of these questionnaires is to answer them as honestly
as you can. There are no right or wrong answers. Often the tests include the
same questions written in different ways to look at the consistency of your
answers. Guessing what the employer is looking for is difficult and could well be
counter productive - after all, you do not want to be given a job that does not
really suit you.
Myers Briggs Type Indicator (MBTI)

The MBTI is not a test; there are no right or wrong answers. It is what is called a
self-report questionnaire, a framework for understanding your personality, based
on Carl Jung's theory of psychological type. It does not define the right sort of
person but concentrates on identifying different personal styles, which are all
equally valuable.
It focuses on the strengths and positive qualities of different personality styles and
potential areas for personal growth. It may help you to understand more fully your
relationships in a wide range of settings. The Indicator is sometimes used in
careers guidance work by trained staff in the Careers Service.
UCLan Careers sometimes runs a group administration of the indicator with limited
group feedback for students. Occasionally it is appropriate for students seeking
career guidance to use this test. You would need to discuss this with your career
adviser first to see if they think it might be helpful.
Some Personality Questionnaires/Test Websites

1. Profiling for Success www.profilingforsuccess.com/main
On this site (detailed on Page 4) you will find two powerful personal
development tools. The Type Dynamics Indicator helps you to explore your
behavioural styles and preferences, how you relate to other people, organise
your life and make decisions. There is also a Learning Styles Indicator
which helps you to explore your approaches to learning and gain insights
into ways to make your learning more effective.
You will be able to take the tests online and get full feedback on your
performance.
2. Brainbench www.brainbench.com
This site includes a free personality test. Register first. The test which
takes 10 minutes or so generates a useful report which you can screen view
and then is emailed to you instantaneously.
3. Keirsey Temperament Sorter http://keirsey.com
The Temperament Sorter instrument is used by employers and individuals

Page 7
The Keirsey Temperament Sorter is a personality assessment tool available

online. Created to help people gain new understanding of their traits,
motivations, and behaviors, it analyses one particular aspect of personality:
temperament.
for a broad spectrum of purposes including improving decision making skills

through increased self-awareness, facilitating communication to resolve
disputes and optimize group dynamics and enhancing business and
personal relationships by creating a better understanding of others'
temperaments and unspoken needs. It looks at work styles and asks
questions such as: are you introvert or more extrovert? Are you more
likely to trust your experience or a hunch?
This online test can give you an idea of types of questions asked in an
employers personality test/questionnaire.
Alternatives: Prospect Planner and Adult Directions

Psychometric tests are sometimes used by trained advisers in guidance work to
help assess clients capabilities or behaviour traits.
Other tools more often used are Prospects Planner and Adult Directions, which
are sophisticated computer based guidance systems - not psychometric tests.
However, they do provide a helpful self-assessment framework that is used to
generate and explore occupational suggestions. Both systems are accessible on
the web from the UCLan Careers toolkit website.
Further information and test practice

There are two publications available for consultation at the UCLan Careers Centre
and/or University Library:
How to Succeed at an Assessment Centre (includes information on tests):

Kogan Page. 2nd Floor 650.14/Tol
Success with Psychometric Testing: Derek White, 1st Floor 155.20Whi
Online resources
The UCLan Careers website contains a range of careers booklets, offering advice
and tips to help you, at www.uclan.ac.uk/careersbooklets . You can also find
information on the site about relevant events, workshops and elective modules.
You might also want to check out the recorded online events, covering a number of
topics at www.uclan.ac.uk/futuresondemand .

Page 8
If you would like further help or want to speak to a careers adviser please
call at UCLan Careers Reception, ring us or use our e-guidance system on
the Careers website to email us with queries.

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Prepare for your future

If you require a copy of this publication in large print

01772 895858 / 892584

Copyright licensed to the University of Central Lancashire

Prepare for your future today .

What Psychometrics are and how to prepare for them

How tests are used in the selection procedure ................................... 4

Myers Briggs Type Indicator (MBTI) ................................................. 7

Prepare for your future today .

Further information ....................................................................... 7