Everything You Need to Know to Pass a Psychometric Assessment

By Elliott Kuhn , last updated November 25, 2011

You may be wondering how to pass a psychometric assessment. Psychometric assessments are common tools used by large companies to assess the viability of a potential employee. It’s essentially used to weed out applicants that do not meet specific guidelines early on in the application process. Understanding a psychometric assessment is the first step in performing well on the test. Once you comprehend what the company is looking for, then you can answer accordingly. Follow these guidelines and you’re sure to do well on any psychometric assessment.

Psychometric assessments have two distinct parts. The first is a personality questionnaire, which usually constitutes 50 to 300 questions of the entire test. As the name suggests this is a test that attempts to measure your personality. This is the most straight forward portion of the test. A typical question on the personality portion of the assessment will present you with a statement (i.e. I work well with others) and either ask true or false, or whether you strongly agree, agree, disagree, or strongly disagree. Using the following statement as the example, it’s best to answer in the affirmative as cooperation is a desirable skill in business. Use your best judgment when answering these questions.

The send part to the assessment is the aptitude and ability tests. There are six sections of this portion designed to test different abilities. The first is the verbal ability test. This is a simple examination of your ability to spell words, understand analogies and use accurate grammar when communicating. This assessment is important because the backbone of most businesses is successful communication.

The second section is numeric reasoning. This section is largely mandatory for clerical positions, but it may also be utilized for managerial tests. It tests your ability to do simple arithmetic and basic mathematics. There may be more specific questions that relate to the position you are applying for.

The third section is abstract reasoning. It involves looking at diagrams, interpreting the information and understanding underlying patterns in the information. This is a particularly useful test when the job in question deals with abstract reasoning, like most engineering or design jobs.

The fourth section of the aptitude and ability test is the spatial reasoning test. This test is meant to measure the applicants’ ability to operate three dimensional objects as two dimensional pictures. This test is particularly useful when trying to fill a design or technical position like engineering or architecture.

The fifth section is the mechanical reason test. This is straight forward, as it tests your knowledge of mechanical principles. There is little strategy to this section, as you must just know the information. This is a useful exam for engineering careers.

The sixth section is the data checking test. In this exam you are presented with tables and graphs of data, and you must check them against one another. This is a useful test when attempting to fill a clerical position, particularly when it deals with large quantities of data that must be sorted through accurately.

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