How to Approach A Psychometric Profiling Test

Psychometric profiling tests are part of many organisations’ recruitment strategies, with many industries in both private and public sectors deploying them for recruitment exercises at various levels. From executive candidates to graduates, all job-seekers must take the time to understand what psychometric tests are and how best to approach them. Tile Hill’s Director of Executive Search, Greg Hayes explains the benefits of psychometric tests for both candidates and recruiters and offers advice for how you can best approach the test during your application process.

Psychometric profiling tests are personality questions which assess your ability, aptitude and personality. Through a combination of questions, these tests can build an accurate picture of your skills, natural abilities, thinking styles, motivations and ways of doing things.

For recruiters, these tests can be a valuable tool to make good hiring decisions. They assist organisations in building a better picture of you and how you fit into an existing or prospective team. Psychometric tests can also reduce the potential for bias through standardisation. Psychometric tests are most effective when used together with other parts of the recruitment process, such as interviews, technical ability tests, assessment centres and more.

Through the tests, organisations can gain an understanding of what you can bring into their culture and how you would act in certain workplace situations. As a tool to help form an overall hiring decision, psychometric tests can further assist your onboarding process into the organisation by highlighting some support and development areas that would need to be put in place to help you succeed in your role. Your personal areas of interest can also be brought up during subsequent interviews, giving you time to prepare and reflect on your own traits.

The best way for you to approach these tests is by answering honestly. There are no right or wrong answers, so it is best to rely on instinct and not try to game the exercise. As mentioned before, you should also be motivated to answer as truthfully as possible as it would help you further on in the recruitment process.

Firstly, you should find somewhere quiet with no distractions to take the tests and complete them on a desktop or laptop rather than a mobile phone. A reliable internet connection is also a must. Next, read the instructions carefully, and do any practice tests if available. Avoid dwelling on answers too long and instead use your instincts and move on.

Some recruiters may also use follow-up calls to validate your test results. This can be an important part of the process, so ensure to leave an appropriate amount of time for the call, and prepare to expand on your points and provide examples when required. At the end, you are usually provided with a report of the test, helping you to reflect on their traits with a personal development lens.