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Forget academia and concentrate on being yourself. Psychometric tests don't require right answers; they just call for you to respond honestly
Psychometric tests are used to identify a candidate's aptitudes, personality, or ability. Tests have been established over many years and are often used with specific groups defined by age, prior educational level or type of job.
Most psychometric tests are performed online, although you may find some remain as hard-copy questionnaires. Some tests enable you to save your answers and return to complete the test at a later stage; others are timed.
Check if you can go back and amend an answer before you begin a test, as some tests do not permit you to go back to a question once you have moved on.
Tests are often used for preliminary screening or may be used as part of an assessment centre.
Personality tests aim to identify a personal type and there are no 'right or wrong' answers. They often take the form of paired items or pictures that you are asked to choose a preference. For example, would you rather read a book or go to a party?
To prepare for a personality test:
Aptitude or ability tests are those that are designed to assess your reasoning or cognitive ability.
Aptitude tests are usually timed and include:
To prepare for an aptitude test:
Remember, there are no right or wrong answers in personality tests, and aptitude tests are often used as a starting point for recruitment.
When taking these tests, make sure you:
Your careers or employability service may provide training or practice in a range of psychometric tests.
It's also worth visiting the website of the organisation to which you are applying, as some large companies provide practice testing and coaching on how to improve scores, although there may be a cost.
For advice, information and practice tests (some organisations may charge), visit:
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