Psychometric Testing

A Guide to Psychometric Tests

Psychometric Tests allow employers and prospective employers to objectively measure the ability and aptitude of employees and interviewees.

Are you faced with a psychometric test as part of an interview? Do you want
to really stand out from the crowd? Do you want to improve your score and
develop a winning mindset? The use of psychometric tests in selection
procedures is on the rise, and for unprepared candidates they represent a
real challenge.

In this lens we hope to provide you with a guide as to what to expect from this method of selecting those with ability and working out what a persons abilities are. Psychometric testing is a combination of verbal reasoning;
non-verbal and diagrammatic reasoning; numerical reasoning; mechanical
comprehension; personality questionnaires; and IQ tests.

Background & Development of Psychometric Theory

Background of Psychometrics
Early theoretical and applied work in psychometrics was undertaken by psychologists in an attempt to measure intelligence. Psychometric theory has been applied in the measurement of personality, attitudes and beliefs, academic achievement, and in health-related fields. Measurement of these unobservable phenomena is difficult, and much of the research and accumulated art in this discipline has been developed in an attempt to properly define and quantify such phenomena. Critics, including practitioners in the physical sciences and social activists, have argued that such definition and quantification is impossibly difficult, and that such measurements are often misused. Proponents of psychometric techniques can reply, though, that their critics often misuse data by not applying psychometric criteria, and also that various quantitative phenomena in the physical sciences, such as heat and forces, cannot be observed directly but must be inferred from their manifestations.

Development of the theory

The first psychometric instruments were designed to measure the concept of intelligence. The best known historical approach involves the Stanford-Binet IQ test, developed originally by the French Psychologist Alfred Binet. Contrary to a fairly widespread misconception, there is no compelling evidence that it is possible to measure innate intelligence through such instruments, in the sense of an innate learning capacity unaffected by experience, nor was this the original intention when they were developed. Nevertheless, IQ tests are useful tools for various purposes. An alternative conception of intelligence is that cognitive capacities within individuals are a manifestation of a general component, or general intelligence factor, as well as cognitive capacity specific to a given domain.

As the reader can now work out Psychometric testing does not just measure basic intelligence and potential it is designed to measure where the person is in relation to knowledge they have learned and their ability to apply this knowledge in a practical method.

Another major focus in psychometrics have been on personality testing. There have been a range of theoretical approaches to conceptualising and measuring personality.

Testing Personality & Aptitude

There are two main types of psychometric tests used by employers as part of their selection processes; aptitude tests and personality questionnaires.

Personality questionnaires are used to determine how people are likely to behave under various conditions. There are no right or wrong answers, and the questionnaires are usually completed in your own time. The best way to approach these questionnaires is to answer them as honestly and straightforwardly as you can. Personality questionnaires can also be used as self-assessment tools to help you understand your preferences and how these relate to your strengths and possible areas for development.

Aptitude tests examine abilities such as numerical, verbal or abstract reasoning; they do not test intelligence or general knowledge. Often presented in a multiple-choice format, the questions have definite right and wrong answers. They are usually strictly-timed and increasingly computerised, and to be successful you need to work through them as quickly and accurately as possible. Aptitude tests can also be used as self-assessment tools to help you understand how your abilities relate to career choices.

How to Pass Graduate Psychometric Tests

Download the eBook

How to Pass Graduate Psychometric Tests

Employers want to fill their top management posts with candidates of the highest calibre, and their rigorous selection procedures often include a range of psychometric tests. This book provides essential preparation for graduates or managers facing psychometric tests, whether as part of selection or assessment procedures.

What to expect from Aptitude and Ability Testing

Aptitude tests examine abilities such as numerical, verbal or abstract reasoning; they do not test intelligence or general knowledge. Often presented in a multiple-choice format, the questions have definite right and wrong answers. They are usually strictly-timed and increasingly computerised, and to be successful you need to work through them as quickly and accurately as possible. Aptitude tests can also be used as self-assessment tools to help you understand how your abilities relate to career choices.

There are usually three timed practice aptitude tests:

* Verbal reasoning
* Numerical reasoning
* Abstract reasoning

Ability tests are instruments that measure your level of understanding or skills, for example working with numbers, understanding written instructions or ability to solve problems. For example, you may be asked to:

* use a price list to work out the cost of a customer's order
* correct errors in a written document
* spot the odd one out in a series of shapes or patterns.

In many of these you may be asked to choose the correct answer from a number of alternatives. There is often a time limit and so you need to work quickly and accurately.

Hints for ability tests:

* Make sure you understand what you have to do before the test starts and do not be afraid to ask questions.
* If there is a time limit, don't spend too long on any one question. If you cannot answer a question, go on to the next
* Try to read the options before answering. They may provide a clue
* Don't worry if you cannot finish all the questions. Many tests are designed to be difficult to complete
* Make sure you indicate your answer against the correct question number.

Practice Psychometric Tests Book

Practice Psychometric Tests:
How To Familiarise Yourself With Genuine Recruitment Tests And Get The Job You Want

Following the success of Andrea Shavick's Passing Psychometric Tests and Psychometric Tests for Graduates comes this book, crammed full of even more genuine practice psychometric tests from SHL Group plc, the biggest test publisher in the world. These are the tests used by over 95 per cent of the FTSE 100 companies to select their staff, as do the police, the Civil Service, local authorities, the Armed Forces, the Fire Service, financial institutions, retail companies, the communications industry, the motor industry, the IT industry, the power industry...the list is endless. So if you're looking for a job, you need this book!
It includes:
* 52 genuine practice tests from SHL Group plc, the biggest test publisher in the world.
* 334 questions covering verbal, numerical, abstract and spatial reasoning, mechanical comprehension, fault diagnosis, accuracy and personality, including the popular OPQ 32 personality questionnaire.
* Tips on how to improve your performance in every category of test.
PLUS valuable advice about:
* Online psychometric tests.
* Whether or not it's possible to cheat!
* How to improve your exam technique, speed up and concentrate.
Above all this book will give you the three things you need to pass psychometric tests: information, confidence, and lots and lots of practice.

Personality questionnaires

These are used to determine how people are likely to behave under various conditions. There are no right or wrong answers, and the questionnaires are usually completed in your own time. The best way to approach these questionnaires is to answer them as honestly and straightforwardly as you can. Personality questionnaires can also be used as self-assessment tools to help you understand your preferences and how these relate to your strengths and possible areas for development.

Interest inventories

Instruments that indicate the type of work that you are most interested in or best suited to. In this type of exercise, you may be asked whether you would like or dislike doing a certain type of job. For example, would you like or dislike the following:

* answering people's questions on the telephone
* cooking meals for large numbers of people
* operating a computer.

You may be asked just to tick yes or no, or to use a scale to rate how much you would like or dislike it. There are no right or wrong answers to questions. These are designed to reflect your personal interests or preferences. These are often used in careers guidance work, but employers may use them to find out what sort of person you are and try to ensure they match you to the right job.

Personality measures

Questionnaires that ask you to describe your personal style or how you typically behave in certain situations. In this type of exercise you will often be given a list of different statements and asked how well they describe you. For example, do you agree or disagree with the following statements:

* I prefer to spend my break-time quietly alone
* I regularly contribute to work discussions
* I am nervous when meeting new people.

Again there are no right or wrong answers, just preferences that may allow employers to match you to the right job and assess whether you would be suited to a particular job in their organisation.

Psychometric Test Guides & Resources on Amazon

It is hoped that this lens will give the reader a brief outline as to what to expect from Psychometric Tests. Feel free to leave comments and experiences here for other readers.

Below are a list of books available on Amazon.com, the most highly Recommended book is actually Mike Bryon's Ultimate Psychometric Test Book, and this is available in the UK by clicking this link to Amazon.co.uk

The Ultimate Psychometric Test Book: Over 1,000 Test Questions with Explanations

by: Mike Bryon

Amazon Price: (as of 07/13/2009)
Used Price: $29.99

Using Psychometrics: A Practical Guide to Testing and Assessment

by: Robert Edenborough

Amazon Price: $33.01 (as of 07/13/2009)
Used Price: $23.91

Usually ships in 24 hours

A Psychometrics Primer

by: Paul Kline

Amazon Price: $29.50 (as of 07/13/2009)
Used Price: $30.21

Temporarily out of stock. Order now and we'll deliver when available. We'll e-mail you with an estimated delivery date as soon as we have more information. Your credit card will not be charged until we ship the item.

IQ and Psychometric Test Workbook (Testing)

by: Philip Carter

Amazon Price: $15.56 (as of 07/13/2009)
Used Price: $14.03

Usually ships in 24 hours

How to Master Psychometric Tests

by: Mark Parkinson PH.D.

Amazon Price: (as of 07/13/2009)
Used Price: $14.89

PsychometricTest Books On Ebay.com

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Books on Psychometrics from Amazon UK

The Ultimate Psychometric Test Book
The Ultimate Psychometric Test Book By Mike Bryon

Are you faced with a psychometric test as part of an interview? Do you want to really stand out from the crowd? Do you want to improve your score and develop a winning mindset? The use of psychometric tests in selection procedures is on the rise, and for unprepared candidates they represent a real challenge. The Ultimate Psychometric Test Book is the biggest book of
its kind, with over 1,000 practice test questions plus answers and explanations. Essential reading if you want to succeed. There is plenty of advice on the tests themselves and how to get test-wise, plus sample
questions from all the major types of test, including: verbal reasoning; non-verbal and diagrammatic reasoning; numerical reasoning; mechanical
comprehension; personality questionnaires; IQ tests. The Ultimate Psychometric Test Book gives you the opportunity to get down to some serious score-improving preparation. You won't find another book with so many and such a variety of practice questions.
Modern Psychometrics: Science of Psychological Assessment
Modern Psychometrics: Science of Psychological Assessment by Rust, Golomback

John Rust and Susan Golombok provide a readable introduction to modern psychometrics. The first part deals with theoretical and more general issues in psychometrics and acknowledges that if psychometrics is to fulfil its function of fair assessment and selection it must take a stand on issues of racism and injustice. The second part is a step by step guide on how to construct a psychometric questionnaire. This progresses through all the stages of test construction from definition of original purpose to its eventual validation. Item response theory, criterion reference testing, profiling and minimum competency testing, are included, as are knowledge based tests of ability, aptitude, achievement and person based tests of personality, clinical symptoms, mood and attitude.
Modern Psychometrics: Science of Psychological Assessment
Modern Psychometrics: Science of Psychological Assessment
by Rust, Golomback

This revised version contains the format of the previous edition with a first section containing the background, history and controversy surrounding psychological testing.
A second section containing a practical guide to compiling a psychometric questionnaire has been retained. Much has changed since the first edition was published in 1989, but the controversial nature of testing and the range of people interested in it, has not.
How to Pass Professional Level Psychometric Tests: Contains Practice Tests for IT, Finance and Recruitment (How to Pass)
How to Pass Professional Level Psychometric Tests: Contains Practice Tests for IT, Finance and Recruitment

Praise and reviews include: "Strictly for those searching for high-powered jobs." - "Management Today". "More than 70 per cent of companies use these tests you've been warned." - "Bookseller". Psychometric tests are increasingly popular with employers. They are used in recruitment, as well as being incorporated into staff development programmes, and provide detailed information on personality and ability. "How to Pass Professional Level Psychometric Tests" provides practice exercises that are relevant to those facing tests used in IT, management and finance recruitment, although some of the exercises are not exclusive to these areas and will have a wider appeal. By providing plenty of practice material, this book aims to increase candidates' understanding of the types of test they may face. This new edition has been fully revised and updated to contain 16 timed tests, incorporating over 500 questions, with the answers supplied. With practice, candidates can improve on their expected scores in these challenging tests. This book, from the UK's leading test publisher, provides that opportunity.
How to Pass Graduate Psychometric Tests: Essential Preparation for Numerical and Verbal Ability Tests Plus Personality Questionnaires
How to Pass Graduate Psychometric Tests: Essential Preparation for Numerical and Verbal Ability Tests Plus Personality Questionnaires

Employers want to fill their top management posts with candidates of the highest calibre, and their rigorous selection procedures often include a range of psychometric tests. "How to Pass Graduate Psychometric Tests" provides essential preparation for graduates or managers facing psychometric tests, whether as part of selection or assessment procedures. Fully revised and updated, it contains over 500 practice questions and mock tests relevant to the selection tests of many top organizations. Covering both numerical and verbal skills, it contains answers with explanations, helping candidates to build up speed, accuracy and confidence. With correct training and practice, a candidate can improve on their expected score, and this new edition of "How to Pass Graduate Psychometric Tests" provides that opportunity.
The Graduate Psychometric Test Workbook
The Graduate Psychometric Test Workbook by Mike Byron

Employers want to fill their top management posts with candidates of the highest calibre. Any mistake in their recruitment process can mean wasteful costs in both time and money. Consequently, recruitment to any management post is by rigorous selection, often including a range of psychometric tests. "The Graduate Psychometric Test Workbook" provides essential preparation for graduates or managers who face psychometric tests, whether as part of selection or assessment procedures. With correct training and practice a candidate can improve on their expected score, and this workbook provides that opportunity. A companion to the best-selling "How to Pass Graduate Psychometric Tests", it contains even more practice material and realistic timed mock tests relevant to the selection tests of many top organizations. The larger format allows space for writing answers and notes, and there are detailed explanations of answers with interpretations of scores.

Psychomtric Test Books on Ebay.UK

As more tests are used in theUK than the US, you may save a significant amount by buying from the UK

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