Psychometric tests are assessment
techniques designed to measure a range of human characteristics
including intellectual ability/aptitude, personality, motivation,
interests and values. Of these, only tests of
ability, and to a lesser extent,
personality, are
likely to
feature in graduate selection.
Psychometric tests are
structured, written or computer-based exercises. They should have
been carefully designed to measure whether you have the specific
abilities or personal qualities in relation to the job
specification. Your score (or profile) is compared with the scores
of previous, successful applicants and/or successful employees, to
predict your potential for performing effectively in the job.
Psychometric tests may be used as
an initial filter, to determine whether you will proceed to the
next stage of selection (usually an interview). In this case, there
is a fixed cut-off score (pass/fail). Alternatively, psychometric
tests may be used at the final stage of selection, as part of an
assessment centre. In this case, the tests may
not carry any more weight than the other elements of the selection
procedure.