Psychometric Tests in Job Interview Process

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PSYCHOMETRIC TESTS IN JOB INTERVIEWS
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What is psychometric test?

• Psychometric tests have been designed as a tool
  to assesses
• candidates personality and abilities and are
  often used by
• prospective employers to make sure that a
  potential recruit is
• ideal for the job position. These tests are
  growing in popularity
• during the process of recruitment in either the
  preliminary
• stages, where there is a necessity to reduce the
  number of
• potential candidates, or during the later stages
  to come
• up with a final decision. Prospective employers
  can
• utilize generalized psychometric tests or tests
  that are
• customized toward assessing the suitability of a
• candidate for a specific role.

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Different types of psychometric tests

• The most popular types of psychometric tests
  that
• candidates need to undergo measure their
  cognitive
• abilities for instance, numerical and verbal
  reasoning
• tests. Some candidates may have to undergo
  other types
• of tests such as spatial reasoning, logical
  reasoning,
• And diagrammatic reasoning tests. Moreover,
  many
• Tests evaluate a candidates personality
  traits and decision
• making skills. Personality questionnaires are
  one
• type of such tests.

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What is DISC Profile?

• It is another type of psychometric test that is
  commonly used
• during the recruitment process  Candidates need
  to complete
• simple questionnaire, the results of which can
  offer a
• prospective employer valuable insight into the
  candidates
• work approach, motivational levels, strengths,
  and
• weaknesses. This info can then be utilized to
  judge
• how a candidate would respond to a particular
• situation.

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Two primary types of Assessement comprise a
Standard psychometric test

• Aptitude Test
• Personality Questionnaire

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Aptitude test

• Besides assessing an individuals skills or
  experience in a specific
• field, an aptitude test judges an individuals
  potential in
• undertaking particular activities. Based on the
  test results, a
• prospective employer can come to a conclusion
  whether or
• not you have the capability of performing tasks
  involved in a
• specific role. The most common aptitude tests
  include those
• that assess verbal and numerical reasoning
  skills.
• Numerical tests are based on the individuals
  ability to
• apply fundamental mathematical principles whereas
• verbal tests are designed to assess your grammar,
• language comprehension, and spelling.

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Personality Questionnaire

• After it has been concluded whether or not you
  are able to
• perform a specific role, a personality
  questionnaire can be
• utilized in indicating whether your personality
  traits suit the job
• position effectively. There exists a high risk
  that major
• differences between a candidates personality
  traits and
• those of the existing workforce can create a
  major
• conflict that can lead to underperformance,
  unhappiness,
• and poor motivational levels at the workplace.

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Generally, psychometric tests should Should be
approached in a calm and Rational manner. Keep in
mind there Will not be any tricky questions.
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