Psychometric Tests: What Are They For?

Psychometric tests are used, among many purposes, in personnel selection processes or entry tests. There are those who fear them and those who love these small problems of logical and spatial reasoning. Their function is always the same: to measure personal aptitudes, skills and psychological profile.

These well-structured tests are not without criticism. When it comes to quantifying any psychological dimension or characteristic, it is more comprehensive to resort to different techniques. In this way, a wider range of information can be obtained.

Psychometric tests offer little more than a score and a first approach. They allow you to see if the candidate’s skills are in line with the basic requirements of the position. The results, however, will be compared with other criteria to obtain a broader and more precise evaluation.

Selective tests, such as Raven matrices and verbal or mechanical aptitude tests, can be considered filters suitable for an initial selection phase. They are usually followed by an individual interview.

Certainly at this very moment many people aspiring to a position are practicing psychometric tests; the goal is to get a good score in the first selection phase. In short, they are the initial obstacle to overcome in order to access the next test.

Psychometric tests: purposes and fields of application

Psychometric tests are questionnaires, often multiple choice. They allow companies or any body to obtain information on the personality or other cognitive aspects of the candidate; they evaluate attention, memory, problem solving, verbal or spatial attitudes.

There are three important aspects to consider when evaluating: speed, the right answers and the number of errors. On the other hand, studies such as the one conducted by the University of Toulouse underline an important aspect. These tests must be subjected to the evaluation of specialized personnel. 

Let’s see in which areas they can be used.

Areas of application

• Selection processes in the workplace.
• Educational field: they are used to evaluate the intellectual abilities of a pupil, his progress and his vocational aptitudes.
• Clinical context. Psychometric tests are part of the routine work of the clinical psychologist. They are used to evaluate personalities and attitudes, but also to formulate diagnoses, verify the presence of psychological disorders, dementias, etc.

• Driving license and firearms license. They allow to evaluate the attention and reaction capacity, the visuospatial abilities of the future driver or to understand if the person who wants to own a weapon has the requisites.

Types of psychometric tests

Many of us have gone through a selection process at least once, experiencing that feeling of tension or challenge related to testing. However, there are those who use these exercises daily to keep their mind in shape or for pure fun.

It is a good way, in fact, to keep cognitive processes, attention, memory, spatial flexibility, verbal attitudes, etc. trained. Many applications for smartphones or even the internet offer us the possibility to access games and tests for free. 

What are the psycho-aptitude tests used most frequently?

Verbal aptitude test

• They measure the ability to understand and express concepts through words. 
• They include spelling exercises, use of synonyms and antonyms, verbal comprehension, sentences to complete, spelling rules.

Logical-mathematical tests

• They measure the ability to understand and work with numerical operations. 
• They range from classical problems, additions, subtractions, multiplications and divisions, fractions, roots, percentages, equations, etc.

Spatial aptitude test

• They are among the most interesting. They require to distinguish and recognize shapes, volumes, distances, positions in space.
• They often present incomplete figures, puzzles, figures to be rotated mentally to understand the context, etc.

Abstract reasoning test

• They analyze the ability to observe and organize information in a logical way.
• We must therefore resort to our deductive skills in front of series of letters, figures, cards or coins.

Test of attention and concentration

• They are always present in personnel selection processes where high attention is required. The coveted job can be a job in a factory or in any company where the worker is required to remain concentrated
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• These tests measure, above all, the ability to be attentive even when faced with a repetitive and monotonous task. For this purpose they include visual memory exercises, ability to memorize written passages, numbers or words.

How to successfully pass a psychometric test?

As we have said, there are many people who keep themselves active in this way; the motivation can be dictated by personal interest or participation in a competition. The ideal is to try all kinds of tests calmly. Learn from mistakes and then try to fix them as quickly as possible.

Also follow these simple tips:

• In addition to training yourself to solve these tests in the best possible way, you must learn to control and manage anxiety during the screening test. 
• Calmly read the instructions, follow the examiner’s rules and make sure you don’t forget a single exercise.
• Review the examples that may be offered to you. Do not assume that you are familiar with the exercise. 
• Time is important. Don’t get stuck on a question. Move on to the next one, leaving the more complex ones at the end.

• Once the test is finished, check again.
• Remember that these tests are based on logic. Use common sense.

Psycho-aptitude tests are increasingly widespread: it is never too much to become familiar with them. Beyond the selection process, developing these skills is healthy and beneficial for our brains.