,
13 tweets,
2 min read
Read on Twitter
Thread on how to prepare for psychometric test
Psychometric Tests could show up in a number of forms; Aptitude Tests, Personality Tests and Ability Tests. They are designed to highlight information about the candidate that a normal selection interview cannot unearth, measure intellectual abilities and personality.
Arguments in favour of psychometric testing posit that a candidate who cannot ace simple tests might find it difficult to put in a consistently-decent performance on the job. This is not always the case, though!
The structure of the most widespread tests is such that they are computer-based and time-bound. You have to attempt a fair number of questions in so little time. A good number of the tests are organized in such a way as to discourage omissions.
You have to answer the questions as quickly as possible, because there’s usually less than a minute to select an answer and move on (on the average).
Generally, Aptitude tests are designed to assess your Numerical Reasoning, Verbal Comprehension, alongside General Knowledge, Spatial, Logical or Critical Analysis. A few take into consideration, your Writing Skills.
These questions systematically test your ability to perform specific tasks within deadlines, and your typical response/reaction to situations. Personality tests on the other hand measure your motivation, life and work philosophy, and usually do not require wrong or right answers.
Selectors principally use them to determine fit. These questions systematically test your ability to perform specific tasks within deadlines, and your typical response/reaction to situations.
Whichever tests you are preparing for, you need to get down to work! Get materials and prepare. This stage can determine the success or otherwise of your application.
