- With unemployment rates in Nigeria at a worrying high level, job-seekers need to be fully prepared for any job interviews they secure. You also want to know how well suited you are to a job and how it fits with your personality.
Most job interviews normally entail a series of tests and assessments to measure whether a candidate matches a particular role or not. An easy way to tell whether you’ll do great at a job is to take a psychometric test.
Psychometric tests and assessments have been around for a while now but many job seekers rarely use it to their advantage.
A psychometric assessment is not only useful for a job seeker but more for businesses as it helps employers receive proper feedback on a candidate’s perception of the company and their level of confidence in hiring the candidate.
Ok. This probably still sounds like blah-blah to you. What exactly is Psychometric testing?
Psychometric assessment is the objective evaluation of a person’s behavioural style in a workplace environment to give a scientific prediction of likely performance potential. The field of study is concerned with the validity and reliability of data collected to measure personality traits, attitude and potential performance. In other words, with a psychometric test, you can tell if you’ll be the workplace geek or everybody’s friend.
It also allows an interviewer to gain a snapshot view into your potential strengths.
Commonly, a candidate will be asked to say to what extent he believes a statement accurately describes him, although the assessments can be both skills based aptitude tests as well as personality inventories.
Preparing for a psychometric test doesn’t require as much efforts as preparing for a job interview or writing an application but a few guidelines to help;
There are no wrong or right answers. you are expected to respond about what you think or feel is the most accurate answer. The answers only reflect your thoughts and helps you gain confidence from the process. There’s really no point lying about your core beliefs and values.
There are no time limits. Usually. Psychometric Assessments usually are administered without a time limit, however you are not expected to sleep on it. If you are not sure what you think about a particular question, skip if possible and go back to it at a later time. There is no rush to complete it and you can go at a convenient pace.
Prepare yourself for any job or interview with psychometric tests by familiarising yourself with the range of assessments that may come up in an interview. These include:
Personality Inventory – assesses the strength of personality traits, such as extroversion, conscientiousness, agreeableness, openness and stability.
Sales Aptitude – situational performance prediction based around a sales environment critical to success in sales and related roles, such as cold calling and closing.
Customer Service profile – measures strength of personality traits, such as diplomacy, cooperation, patience and assertiveness.
Attention Skills – measures divided attention, selective attention, vigilance, selective attention, filtering and perceptual reaction time.
Cognitive Aptitude – measures general intelligence and agility
Rapid Response – tests ability in terms of memory, attention span, problem solving and mental fitness.
You can start with this short personality test. Don’t worry, it’s not an exam for the MBA degree; the questions are pretty easy and don’t require serious thought e.g What’s your gender?
This was a guest post from Lewis Prescott of Skills Arena, an organisation that helps both candidates and businesses for employment testing by offering a range of tools and resources for psychometric testing and general skills testing.