Psychometric Tests - Can You Prepare For Them?
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Ron Clover
May 10, 2013, 12:48:03 AM5/10/13
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Article Title: Psychometric Tests - Can You Prepare For Them?
Author: Ron Clover
Word Count: 870
Article URL: http://www.isnare.com/?aid=225682&ca=Career
Format: 64cpl
Contact The Author: http://www.isnare.com/eta.php?aid=225682
Easy Publish Tool: http://www.isnare.com/html.php?aid=225682
*********************** ARTICLE START ***********************
Psychometric Tests
In the current job market, being invited to a job interview almost always entails taking psychometric tests. The two main elements in psychometric testing consist of � personality tests and aptitude (IQ) tests.
Personality Tests
Personality tests are the most mystifying element of the selection process. Most people don�t know much about them.
One of the main reason personality tests are used is that they provide insight that is often lacking in the interview process. One known weakness of the interview is that the interviewer�s personal preferences can prevent him/her from having impartial judgment. Research has shown, for example, that physically attractive candidates have a better chance of succeeding in the interview compared to less attractive candidates. Unlike the interview, personality tests are both more objective and more resilient to the assessors' biases. This is a clear advantage for you, the test-taker. It means that you'll face the personality test without any judgmental bias from others.
Bad Advice: "Just Be Yourself".
The worst advice you'll ever get before taking a personality test is,
"On the day of the test, just be yourself".
It assumes that if job candidates behave as they normally do during the job selection process, it will increase their chances of success. According to this philosophy, if you�re generally a shy person you should be shy during the job interview and selection tests, and if you�re impulsive by nature you should answer impulsively on the test.
Our day-to-day behavior is strongly influenced by the situation we're in. The nature of the situation influences our stress level, which in turn has an impact on our behavior. For example, you can be intolerant in one stressful situation but courteous in another. Which side of your personality do you want to show on the test?
Our experience at Job Test Prep, gained from preparing thousands of job applicants tells us that the recommendation to "just be your self" is potentially harmful. On the day of the test you should emphasize your strengths, not your weaknesses. A spontaneous "natural" response is not necessarily the best one, neither in life nor on a selection test. For example, if your boss has treated you rudely at work, telling him or her off would likely be a foolish mistake that might cost you your job. It�s usually best to swallow the insult, cool down and approach the situation in a more rational manner later on.
The rule is the same during a selection test � do the smart thing and be calculated.
Be honest but sensible.
Imagine that the personality test was a conversation with your boss: would you tell him/her everything about your personal life? The personality test is not the forum to mention hidden fears, doubts or occasional mood swings. In the personality test you should express honest, work-related behavior. Ultimately, that�s the only thing the assessors are really interested in.
During the test you need to be calculated, focused and determined to do well. Be honest, but be sensible.
Learn, practice and familiarize your self with personality tests - the more you know the better your chances of success!
Aptitude Tests
Aptitude tests fall into three broad skill categories: verbal, numerical and abstract (or diagrammatic). Additional skills are assessed in specific fields and for specific positions.
Can we develop our aptitude skills?
Some academics argue that it's impossible to prepare for abstract reasoning tests because they are based on innate abilities. This is not something that should be accepted at face value.
Your chances of doing well on any test increase if you:
- are familiar with the test format and type of questions asked.
- practice solving aptitude questions.
- improve your verbal and numerical skills � your crystallized intelligence.
- learn the key rules that underpin each test, and practice effective strategies for dealing with specific question types.
There are over a thousand different aptitude tests on the market. However, because there are only a few major publishers that develop these tests, while they may vary slightly in format and in appearance there is very little variation in the types of questions. When you prepare for these tests you should focus on the essence, format and type of questions on the test. It would be a waste of your precious time to concentrate on a specific set of questions. Even if you ended up taking the same test that you prepared for, the questions would likely be different and only the format the same.
You have the ability to improve your performance dramatically. Our experience at Job Test Prep has taught us that 80% of the people who practice thoroughly pass the selection process. On the other hand, only 15% of those who come unprepared complete the selection process successfully.
The key to success is in your hands. With enough practice, you should feel confident and relaxed on the day of the test.
About The Author: Ron Clover is an organisational psychologist, part of the team of psychologists at JobTestPrep that have created leading preparation courses for psychometric tests for jobseekers worldwide On-line psychometric test preparation at: http://www.jobtestprep.co.uk.
Please use the HTML version of this article at:
http://www.isnare.com/html.php?aid=225682
*********************** ARTICLE END ***********************
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- For more free-reprint articles go to http://www.isnare.com
Message delivered directly to members of the group:
publish-the...@googlegroups.com
*****************************************************************
Please consider this free-reprint article written by:
Ron Clover
*****************************
IMPORTANT - Publication/Reprint Terms
- You have permission to publish this article electronically in free-only publications such as a website or an ezine as long as the bylines are included.
- You are not allowed to use this article for commercial purposes. The article should only be reprinted in a publicly accessible website and not in a members-only commercial site.
- You are not allowed to post/reprint this article in any sites/publications that contains or supports hate, violence, porn and warez or any indecent and illegal sites/publications.
- You are not allowed to use this article in UCE (Unsolicited Commercial Email) or SPAM. This article MUST be distributed in an opt-in email list only.
- If you distribute this article in an ezine or newsletter, we ask that you send a copy of the newsletter or ezine that contains the article to http://www.isnare.com/eta.php?aid=225682
- If you post this article in a website/forum/blog, ALL links MUST be set to hyperlinks and we ask that you send a copy of the URL where the article is posted to http://www.isnare.com/eta.php?aid=225682
- We request that you ask permission from the author if you want to publish this article in print.
The role of iSnare.com is only to distribute this article as part of its Article Distribution feature ( http://www.isnare.com/distribution.php ). iSnare.com does NOT own this article, please respect the author's copyright and this publication/reprint terms. If you do not agree to any of these terms, please do not reprint or publish this article.
*****************************
Article Title: Psychometric Tests - Can You Prepare For Them?
Author: Ron Clover
Word Count: 870
Article URL: http://www.isnare.com/?aid=225682&ca=Career
Format: 64cpl
Contact The Author: http://www.isnare.com/eta.php?aid=225682
Easy Publish Tool: http://www.isnare.com/html.php?aid=225682
*********************** ARTICLE START ***********************
Psychometric Tests
In the current job market, being invited to a job interview almost always entails taking psychometric tests. The two main elements in psychometric testing consist of � personality tests and aptitude (IQ) tests.
Personality Tests
Personality tests are the most mystifying element of the selection process. Most people don�t know much about them.
One of the main reason personality tests are used is that they provide insight that is often lacking in the interview process. One known weakness of the interview is that the interviewer�s personal preferences can prevent him/her from having impartial judgment. Research has shown, for example, that physically attractive candidates have a better chance of succeeding in the interview compared to less attractive candidates. Unlike the interview, personality tests are both more objective and more resilient to the assessors' biases. This is a clear advantage for you, the test-taker. It means that you'll face the personality test without any judgmental bias from others.
Bad Advice: "Just Be Yourself".
The worst advice you'll ever get before taking a personality test is,
"On the day of the test, just be yourself".
It assumes that if job candidates behave as they normally do during the job selection process, it will increase their chances of success. According to this philosophy, if you�re generally a shy person you should be shy during the job interview and selection tests, and if you�re impulsive by nature you should answer impulsively on the test.
Our day-to-day behavior is strongly influenced by the situation we're in. The nature of the situation influences our stress level, which in turn has an impact on our behavior. For example, you can be intolerant in one stressful situation but courteous in another. Which side of your personality do you want to show on the test?
Our experience at Job Test Prep, gained from preparing thousands of job applicants tells us that the recommendation to "just be your self" is potentially harmful. On the day of the test you should emphasize your strengths, not your weaknesses. A spontaneous "natural" response is not necessarily the best one, neither in life nor on a selection test. For example, if your boss has treated you rudely at work, telling him or her off would likely be a foolish mistake that might cost you your job. It�s usually best to swallow the insult, cool down and approach the situation in a more rational manner later on.
The rule is the same during a selection test � do the smart thing and be calculated.
Be honest but sensible.
Imagine that the personality test was a conversation with your boss: would you tell him/her everything about your personal life? The personality test is not the forum to mention hidden fears, doubts or occasional mood swings. In the personality test you should express honest, work-related behavior. Ultimately, that�s the only thing the assessors are really interested in.
During the test you need to be calculated, focused and determined to do well. Be honest, but be sensible.
Learn, practice and familiarize your self with personality tests - the more you know the better your chances of success!
Aptitude Tests
Aptitude tests fall into three broad skill categories: verbal, numerical and abstract (or diagrammatic). Additional skills are assessed in specific fields and for specific positions.
Can we develop our aptitude skills?
Some academics argue that it's impossible to prepare for abstract reasoning tests because they are based on innate abilities. This is not something that should be accepted at face value.
Your chances of doing well on any test increase if you:
- are familiar with the test format and type of questions asked.
- practice solving aptitude questions.
- improve your verbal and numerical skills � your crystallized intelligence.
- learn the key rules that underpin each test, and practice effective strategies for dealing with specific question types.
There are over a thousand different aptitude tests on the market. However, because there are only a few major publishers that develop these tests, while they may vary slightly in format and in appearance there is very little variation in the types of questions. When you prepare for these tests you should focus on the essence, format and type of questions on the test. It would be a waste of your precious time to concentrate on a specific set of questions. Even if you ended up taking the same test that you prepared for, the questions would likely be different and only the format the same.
You have the ability to improve your performance dramatically. Our experience at Job Test Prep has taught us that 80% of the people who practice thoroughly pass the selection process. On the other hand, only 15% of those who come unprepared complete the selection process successfully.
The key to success is in your hands. With enough practice, you should feel confident and relaxed on the day of the test.
About The Author: Ron Clover is an organisational psychologist, part of the team of psychologists at JobTestPrep that have created leading preparation courses for psychometric tests for jobseekers worldwide On-line psychometric test preparation at: http://www.jobtestprep.co.uk.
Please use the HTML version of this article at:
http://www.isnare.com/html.php?aid=225682
*********************** ARTICLE END ***********************
- To distribute your articles go to http://www.isnare.com/distribution.php
- For more free-reprint articles go to http://www.isnare.com
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