We know psychometric assessment sounds a bit intense. But the reality is it's becoming a vital tool for hiring managers.
You might have completed a psychometric assessment in some shape or form in the past. But if you haven't experienced one for yourself just yet, there's no need to panic.
Here's five crucial points that'll help you get better acquainted.
1. It's designed to test your fit for a role
The whole point of the process is to make sure you'll fit in at an organisation.
Psychometrics look for a preference and a style, and also try to tap into what we call (and you'll be hearing this word a lot from us) mindset.
Mindset could be something like the desire to tackle abstract ideas, how someone responds to failure, how someone works in a team. Mindset is tough for hiring managers to evaluate when all they have is a CV and covering letter to look at. Psychometrics allow them to unlock that door and start to measure mindset.
2. There are many different types
There’s not just one test or assessment a hiring manager will use when looking for candidates. There’s all sorts – yeah, that unfortunately makes it quite tricky to prepare.
There are reasoning and cognitive tests for the early stages of the interview (often deployed as a kind of screening) and then there’s more advanced business simulations and questionnaires later on. These look more for your work style preferences.
Because of the sheer variety on offer, it’s difficult to say when, if ever, you’re likely to encounter a certain kind of assessment or test. It’s always best to never assume, and to enter all stages of the process with a clear, open mind.
3. There’s no point cheating!
We’re not going to say there’s no right or wrong answer, because, well, sometimes there is. What we will say is that it’s definitely not worth trying to cheat the system.
Psychometrics are only part of the process. You may be able to cheat an initial test, but at some point later in the process you’re going to get caught out.
That’s before you even consider other kinds of assessment – the ones which look for your work style preferences, for example.
Giving a hiring manager an incorrect idea of how you work isn’t good for anyone. As your teachers used to say, you're only cheating yourself!
4. They're used for your sake
Psychometrics aren't just a way of offering a yes or no answer on someone.
In fact, they can be invaluable when it comes to stuff like development and on-boarding plans.
From day one, your hiring manager will know your strengths and weaknesses. Where you excel, and where you need help. It's vital for them and for you moving forward.
5. It won't be the only way they assess you.
Hiring managers can't just rely on your personality fit as a good enough reason to hire you. Skills and experience still count for a lot!
The thing hiring managers are looking for here is a balance between mindset and skillset.
They need to know you've got the competencies to do the job, but they also know it needs to be backed up with the right attitude.