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Learn about psychometric tests

Psychometric tests are used as a part of most recruitment processes and it is a way for all employers out there to assess a person's skills, personality and intelligence. Recruitments make sure that these results are used for all tests to determine whether or not you'll make a suitable match for the company where you're applying.

All tests are structured very accurately to make sure that your potential can be seen and how you will be able to cope with the stress of the job at hand. A vast chunk of psychometric tests which are taken online are more accurate and easier to evaluate than a paper test.

History of Psychometric Tests:

These tests are by no means new. They have been used since the very early 20th century where it was originally used to make educational psychology more practical based. In 1905, Alfred Binet finally introduced the first ever intelligence test.

These tests have since then evolved and have become a very common part of the selection process especially where competitive, large organisations are involved. These tests have since then become more specific so that companies can analyse every candidate on the basis of their acquired skills than based on their educational background.

What exactly is the process of psychometric testing?

Psychometric testing is actually a bimodal process. In order to increase the validity of psychometric tests, personality and cognitive tests are both used in order to judge and understand role suitability.

There are a number of psychometric test developers out there. These developers have developed a number of industry specific tests that aid companies to select and develop the correct people. Using such psychometric tests is a completely objective and scientific way of understanding human capital with the help of which you can improve the performance of any company and  select the correct staff and attract good candidates.

There are many areas where there is concentration of aptitude/personality/cognitive and behavioural tests. Organizations that make such tests make sure that there are customised batteries to test very specific areas related to cognitive ability. These tests are taken from a few main cognitive aptitude tests like verbal, abstract, conceptual, mechanical, numerical, verbal, emotional and spatial reasoning.

Let's try understanding more about Abstract Reasoning tests:

Abstract reasoning tests try and focus more on a person's level of fluid intelligence. They can measure a person's ability to learn complex things and measure how well someone can solve problems. Abstract reasoning tests are presented in a diagrammatical way which puts less pressure on verbal ability.

These tests have normas and levels and can be put into numerous categories. Every category has different set of questions that is designed to get in line with the level of complexity and difficulty.

The categories are as follows:

 

  1. Abstract reasoning for very basic roles
  2. Abstract reasoning for the population in general
  3. Abstract reasoning for management level and graduate roles.
  4. Abstract reasoning for very professional roles.

Abstract reasoning tests try to measure how fluid your intelligence is. This kind of test was first put forward by a psychologist by the name of Raymond Cattell and was later developed further by a man called John Horn. This theory suggests that intelligence is actually built up with numerous different abilities that actually determine a person's general intelligence. This fluid intelligence is defined as the ability to be able to see relationships as independent of past instructions or practice concerning those relationships in question. To put it in simple words, fluid intelligence can be defined as the ability to make inferences and understand the kind of relationship between numerous concepts without any kind of prior knowledge. This is why fluid intelligence is of utmost importance for learning abilities and problem solving.

Benefits of this test:

  1. Abstract reasoning tests measure how fluid an individual's intelligence is. This can be associated with the ability to solve problems quickly and the ability to learn new skills and information faster than the rest of the people.
  2.  You get to understand if the person can grasp the bigger picture at hand and if he or she can or cannot manage situations which have an air of ambiguity around them.

How does this test support your business?

  • Abstract reasoning tests are instrumental in improvement of performance. These tests will quickly and thoroughly inform you regarding an individual's ability to solve issues and understand important critical points in a strategic environment setting. You will be able to see how fast h can learn new skills and when it comes to the bigger picture, how much of control he has over it.

 

  • An abstract reasoning test is instrumental in reducing a bad hire risk. These tests are an objective and scientific measurement of every individual's job related tasks and his suitability to the work at hand. This abstract reasoning minimises the kind of bias that revolves job interviews and resumes. They predict the job performance and an individual's capacity to be able to put them out there and perform their duties and responsibilities. An abstract reasoning test also goes a long way in minimising the exposure to numerous discrimination suits.

 

  • When you use an abstract reasoning test, it comes off as a scientific, objective and culture fair method of rating applicants. This ensures that any claims of discrimination and bias during the selection procedure are cut off and the most important reason, job performance criteria is locked in.

 

  • Abstract reasoning tests identify any potential talent you have. This test measures how fluid your intelligence is, how quickly you can learn new skills and solve problems. These qualities are very well measured when done through an abstract reasoning test. The results you get help in identifying the capable staff out there that should be groomed and promoted to better posts and become leaders in the organization.

How to prepare for the test:

You must treat aptitude tests like interviews. You must plan out everything and nothing should be left for the last minute. Make sure you practice a lot of tests so that whatever is unclear can be sorted in advance.


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