Surely you have come across a psychometric test as you have advanced in a selection process.
Are there good and bad answers? Is it possible that they do not give you the work for your results in this ‘test’?
Daniela Rodríguez, psychologist and consultant of e-hunters.com, specialized area. For recruitment of high-level profiles, told the users of the portal about how these tests work and the importance of answering honestly.
What is psychometric testing?
In a selection process, different filters are passed through and one of them can be the psychometric test. With this, the recruiter measures the qualities or psychological aspects of the individual and allows to know their emotional and intellectual state.
With this data, the company can “choose, among several candidates, the most suitable to occupy positions and vacancies in the company, always trying to maintain or increase efficiency,” Daniela Rodríguez, psychologist and consultant of e-hunters.
What are psychometric tests for?
By finding different values, attitudes, skills, competencies and traits, psychometric tests allow establishing a pattern of behavior in the candidate, defining their potential in professional practice.
Some of the skills of the individual that are most expected to be found areleadership, ability to work in a team, personal and professional motivations and degree of affective stability.
According to Rodríguez, it is also possible to find the “limitations of each applicant regarding the job they will perform, their growth options within the company and their potential for integration with the team and the business philosophy.”
The most used tests are usually those ofreasoning, visualization exercises, competency, skills and personality tests.
There are others that measure specific skills, including verbal, mechanical and written instruction comprehension; verbal, numerical, mechanical, and logical or abstract reasoning; problem solving; analysis and creativity; administrative or business skills; Memory and spatial coordination.
Are all psychometric tests the same?
On the other hand, Rodríguez indicated that “the techniques applied may vary from one company to another, from one sector to another and depending definitively on the position, since they depend on the skills or conditions that are sought to be evaluated.”
An exampleof a situation that can be presented to you in psychometric tests is the following: ‘You are the leader of a high-performance team, they are camping and they are ready to sleep, but the tent has not yet risen, it rains and nobody from the team wants to set it up because of fatigue, what do you do in that case?’
There are some conditions: you can tell them that the first volunteers will have free noon; make the squad sleep without tents; tell them that they will all work together and set up the tent; You could explain that you understand their fatigue, you are empathetic, but either way they should pitch the tent before sleeping. So, which of these would be your answer?
Are there wrong answers?
Don’t know what to answer? Do it with honesty and certainty. First, because there are no wrong answers and, second, because these tests “are not passed, nor lost like an exam; they are tools that are reviewed according to the position and the company to which it is being applied, “says Rodríguez.
Although psychometric tests are complementary but not decisive when hiring, “some companies, which have very defined standards, see them as a key element for continuity in a process,” warned the specialist.
Tips for taking a psychometric test
Therefore, the expert in ‘headhunting’ advises to read the instructions and each case very well; do good time management; not responding randomly; be honest with the answers and avoid a false image of yourself; Have confidence in yourself and prepare if it is the case.
Don’t try to cheat the test and the recruiter either. In tests that are “scientifically and statistically verified” it is difficult to manipulate the results, because the test verifies that there is logic and consistency with the answers.
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In fact, the time spent by the individual – on certain questions – is also evaluated in relation to the degree of analysis or self-evaluation. In other cases, the same question is asked several times in different ways to see how consistent the applicant is in answering.
Finally, Rodriguez also calls on the recruiter to “do an excellent job of identification and analysis. In the same way, you must understand the situation of the candidate, since there are variables that directly influence the behavior and therefore the answers. “
If you want to know better your behavioral profile and know how suitable you are for a job offer, take the free PDA test. It will only be enough to be registered in the portal and you will receive the results.