Psychometrics is a scientific field which tries to understand how psychological concepts like intelligence, personality, stress, job satisfaction etc. can be quantifiable mainly through statistics. When we break down the term psychometric – Psycho means mind and Metric means measurement. These tests provide standardized methods for assessing individuals at work, educational and clinical settings.
Advantages of Psychometric assessments /tests
Provides additional opportunity for demonstrating skills- In career or job interviews, these tests give a full picture of skills and personalities of individuals.
Provides fair judgement of skills- These tests are standardized and have objectives ways of scoring hence have an objective way of assessing strengths and weaknesses.
Helps in further coaching and training- Based on the obtained scores, individuals can encounter weaknesses. Further it can be used for career guidance, team building, succession planning etc.
Helps understand more about individual's abilities- Finding a best match or best fit between career and person is a two-process providing.
Factors influencing Psychometric assessments/tests
Age: As we grow old, our metal capabilities tend to decline and that can be reflected in mental abilities, but general knowledge and experience increase with age.
Gender: Gender can influence test performance; studies prove that women perform well at speed and accuracy drives tasks and men perform well mechanical spatial ability.
Health: Physical and mental health conditions influence test performance as few tests demand accuracy, speed, movements, thinking capacity etc.
Background: Cultural, Social and Educational background has an influence on the way individual thinks, process information, exposure etc.
Preparing for Psychometric assessments/tests
It is important to practice sample psychometric tests are important as help in improving speed and accuracy.
Look out for different formats of tests that are available that are available which makes individuals comfortable and familiar during test process.
Practice basic math, reading, grammar, puzzles comprehension by reading, finding new meanings, formulas, calculation etc.
Tips while giving a Psychometric assessments/ test
Be honest and avoid socially desirable responses as a lot of psychometric tests check for consistency. Sometimes while taking up psychometric tests, there might be statements or questions that are repeated, do not skip them as they are placed to check if the individual is consistent in responding.
Read the statements or questions clearly and carefully as misinterpretation of words or sentences might occur.
Follow the instructions and disclaimers properly. Misread instructions might lead wrong answers hence wrong scoring.
Few tests are time bound and require speed; it is important to distribute time accordingly for all the questions.
Do not spend too much time on one question, individuals might lose time as the test progresses.
Try to be quick, then it will be easier to finish as many questions as possible.
If the tests are taken manually with the help of an instructor, ask doubts if any.
As accuracy is important, it is crucial to avoid guess work and focus on working on problems.
It is important for a test taker to stay in a calm environment as this might interrupt the flow of thoughts, distract the individuals and might probe for incorrect responses. Having a calm environment will make the test process comfortable and improve focus.
It is important for a test taker to know about self especially while attempting tests like personality and intelligence. Individuals can often focus on self-awareness activities or self-exploration activities to understand, analyse and decide. Examples of such activities include Jo Hari window and SWOT analysis.
Types of most used Psychometric assessments/ tests
Aptitude/Ability assessments: These tests are designed to tap into logical and reasoning and thinking mainly. Most of the questions have right or wrong answers and are mostly multiple choice based. As one starts going ahead with the test, the difficulty level increases, and the aim is to attempt as many questions as possible. Sometimes the scores are compared with a cohort to check the average. Sometimes organisations looking for specific technical skills have their own designs tests. Aptitudes tests are mostly a cut off point before an interview.
Most used aptitude tests are Logical reasoning, Numerical ability, Verbal and Spatial reasoning, Decision making, Problem solving, Critical thinking, Diagrammatic reasoning, Error checking, X Ray exercise and Situational judgement tests.
Personality assessments: Personality questionnaires are often used to check the job role fit and personal qualities. Personality tests are self-report measures, have no right or wrong answers and are not time bound. These tests relate to factors like how individuals relate to work, working style, ability to deal with one's emotions, motivators and also to some extent general outlook to life.
Emotional Intelligence: These assessments are being into picture in recent times and have gained popularity. They mainly concern an individual’s ability to understand one’s emotions and maintain healthy relationships. The tests further also look for interpersonal intelligence, self-assertion and relationship management.
Assessments like Career interest inventories, Motivation, Management styles and much more assessments are sometimes used based on the organization and job role.