Organisations are realising that their competitive advantage relies heavily on their investment in the development of human capital. As such, the screening of potential and existing employees through psychometric assessments is on the rise more than ever before. In organisations, psychometric assessments are used for:
Employee personal development
In the past, psychometric assessments have often been poorly positioned and often candidates complete these assessments with anxiety and fear. This may adversely impact their performance during the assessments.
To reduce the potential negative impact, we suggest the following to help candidates better prepare for a psychometric test:
Research the organisation, it’s culture and type of employee they are looking for. Review the job description, talk to the recruiter, and gather as much information on the internet as possible to help you understand the broader context within of the organisation.
Familiarise yourself with psychometric testing techniques. They are uniquely designed and may differ from the everyday language and working approaches you are used to. Ask the recruiter to clarify what techniques will be used, how long it will take and what you can expect to help you be better prepared.
Find out which tests you are going to take: aptitude, personality, cognitive reasoning, assessment centres etc. This will prepare your mind and reduce the fear of the unknown as you take the test.
Be time cautious. Most aptitude tests are timed and you will therefore need to plan your time accordingly. If you are allowed to use a calculator for the numerical test, polish its operations beforehand.
Have everything you need to take the test ready. This includes your set of stationery, laptop, mouse, stable internet network etc.
Get enough rest. Aptitude tests may be overwhelming and will need you to be in good shape both physically and mentally.
Be sure to ask for feedback on your assessment results. This will enable you to develop and grow even if you don’t get the job.