psychometric tests august 2012
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www.exeter.ac.uk/careers
Preparing for
Psychometric Tests
Employability and Graduate
Development
01392 724493
mailto:[email protected]:[email protected] -
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www.exeter.ac.uk/careers
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 tosignpost further resources that are available
Aims of the workshop:
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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?
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Psyche = Mind
Metric = To Measure
What are psychometric tests?
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What are psychometric tests?
A standardised sample of behaviourwhich can bedescribed by a numerical scaleor category system(Cronbach)
A psychological test used in the world of work(Saville and Holdsworth)
A psychological test is any procedure on the basisof which inferences are made, concerning a
persons capability, propensity or liability to act,react, experience, or structure or order thought orbehaviour in particular ways (BPS)
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Why do Employers use them?
Fair and objective measure of a skill/ability or thepotential to acquire it
Gives a more rounded picture of suitability for arole
Objectively compares candidates performancewith norm levels for a similar population
Reliable predictor of how well someone is likelyto perform in a given job/professional exams
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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 easilyobtained from other elements of the
recruitment process
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When are Psychometric TestsUsed?
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
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Main types of psychometrictests
Ability/Aptitude Tests
(usually verbal, numerical
and diagrammatic)
Personality Inventories
(questionnaires)
Situational Judgement
Tests
Career matching software
(like Prospects Planner)
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Aptitude tests what to expect
You may get a practice leafletor online practicequestions
Exam conditionsand strictly timed, standardisedinstructions
Answers definitely right or wrong
Answers scored and compared with appropriate normgroup
Types of tests are usually: Numerical
Logical Reasoning (Also known as Diagrammatic/Inductive)
Verbal Reasoning
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Numerical TestsWhat 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.
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Numerical TestsExample
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Numerical TestsHow 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 notif not practice
doing sums without one
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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:
ATrue BFalse
CCannot Say
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Verbal Reasoning TestsWhat are they?
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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 thestudents 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 canhave their work carried out by students.
A = True B = False C = Cannot Say
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Verbal Reasoning TestsExample
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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 thestudents 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 2Students are subject to the organisations standarddisciplinary and grievance procedures.
A = True B = False C = Cannot Say
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Verbal Reasoning TestsExample
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Read newspapers, journals, reports and
books
Have a go at solving verbal reasoningpuzzles for example crosswords or word
finding games
Practice reading passages of informationand summarising the key points
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Verbal Reasoning TestsHow to prepare
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Also known as Diagrammatic/Abstract or Inductive reasoning tests
Not impacted by an individuals 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.
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Logical Reasoning TestsWhat are they?
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Logical Reasoning TestsExamples
What comes next in the sequence?
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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
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Logical Reasoning TestsHow to prepare
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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 andanswer 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
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Assess how a candidate might typically behave in
particular work situations
Help provide a broader picture of how well you might besuited to a particular job/culture/organisation
No right or wrong answers, onlyYOUR answers
Usually no time limits, but dont spend too long giveyour most natural answer
Personality InventoriesWhat are they?
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Personality InventoriesExamples
Least Most
A) I quickly reach a decisionB) I feel at ease with new people
C) I take care to follow rules
D) I have highly original ideas
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Personality InventoriesTactics
Avoid the socially desirable response be honest.Many questionnaires check for consistency in response
Dont 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 otherelements, e.g. interview, assessment exercises
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Situational Judgement TestsWhat 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 youwould behave in that situation.
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Situational Judgement TestsExamples
You are working in a call centre for a major UK telecommunicat ions
com pany. You have received a cal l f rom a custom er who has been
wai t ing in for an engineer who has fa i led to arr ive with in the sch eduled
t ime slo t . 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 customers 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 herto always be on time but youre sure she will arrive soon.
4)Ask the customer to hold while you contact the engineer to establish
where she is.
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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 howeveranswer honestly
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Situational Judgement TestsHow to Prepare
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E Tray Exercises
Timed Test involving reading and giving aresponse 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 theresponse decisions.
Important to answer all emails received.
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Prior to test sessions
Be clear which type of testsare to be used,e.g. aptitude / personality
Check if Practice questionsare available
Practice
Inform recruiter of any adjustments you requirewell in advance
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What if I have a disability?
Employers should make reasonable adjustmentsto 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 inalternative formats, e.g. large print, Braille.
If in doubt always ask
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Often given as a Percentilenot 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 onlymarginally improve results
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Understanding your Results
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Resources
www.exeter.ac.uk/careersfor 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 andThomas
Key Websites:
www.shldirect.com
www.opp.co.uk
http://www.careerplayer.com/tips-and-advice.aspx
http://www.exeter.ac.uk/careershttp://www.shldirect.com/http://www.opp.co.uk/http://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.careerplayer.com/tips-and-advice.aspxhttp://www.opp.co.uk/http://www.shldirect.com/http://www.exeter.ac.uk/careers -
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Contact:
Employability & Graduate DevelopmentCareer Zone in the ForumPhone: (01392) 724493
Email: [email protected]: www.exeter.ac.uk/careers
Opening hours:
Term time & Vacation: 9.00am-5.00pm
www.exeter.ac.uk/careers
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Thank you
&
Questionswww exeter ac uk/careers