PSYCHOMETRIC TESTING PDF
Free Psychometric Test Questions. (With questions and answers). JobTestPrep invites you to a free practice session that represents only some of the materials. Look no further than JobTestPrep's free PDF guides. These guides pull together all the advice you need to ace your psychometric test, outlining it in clear, easy. Free Practice Psychometric Tests Prep and Aptitude Test Prep. If you're looking for a job or a promotion then you've probably spent hours preparing your resume .
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Psychometric Test Questions and Answers powerpoint slides and PDF by Richard McMunn from resourceone.info Psychometric tests are an additional opportunity to demonstrate your skills however; a psychometric test may suggest that you are unsuitable for a certain job. A detailed guide explaining Psychometric Tests to test takers. Includes practice questions, answers and expert tips from trained professionals.
Kenexa, Saville, and Talent Q. Start practicing today and improve your chances for success. Browse Tests. Free Aptitude Tests.
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Numerical reasoning test
Tests by Profession. Tests by Employer. Covers vacation scheme or training contract application forms. Looks at the different challenges you may face on an application form.
Provides tips and guidance on how to answer each section of the assessment. You can find our expert guide to Personality Tests here. There are other personality tests that are particularly relevant to the workplace, such as the OPQ Occupational Personality Questionnaire or that assess how an individual is likely to respond to authority e. Others assess how individuals are likely to behave under pressure such as Hogan Dark Side. A more recent trend has emerged in which one test can provide a wealth of different psychometric data in one go, such as Talent Q Dimensions.
Motivation Tests These tests aim to understand what is likely to drive or motivate an individual. There are many different things that might motivate someone, things like the need for sustainability e. Understanding what motivates someone is particularly useful for understanding whether they are going to find the culture and expectations of the organisation agreeable, and in establishing whether they are likely to focus effectively on the priorities of the role.
Situational Judgement Tests These tests are designed to understand how a candidate might actually behave in the workplace. For example, are they likely to be a good team player?
The Complete Guide to Psychometric Tests (2019 Edition)
Are they likely to show high levels of perseverance? Or are they likely to focus mainly on themselves and give up at the first hurdle? This is assessed by presenting candidates with a hypothetical scenario, relevant to their desired job, and asking them to select the option which they see as the best response.
These tend to be useful to assess attitude, motivation or organisational fit. This film introduces situational judgement test in a little more detail: In reality it is not unusual to be asked to complete several psychometric tests for the same role: numerical, verbal and abstract reasoning is a particularly common combination, particularly for leadership roles.
You can find our expert guide to Situational Judgement Tests here.
Free Practice Psychometric Tests Prep and Aptitude Test Prep
They should also be fair and unbiased against any particular group, and they should be administered and interpreted by someone qualified to do so. So if a test says that it assesses numerical ability, does it actually do so.
There are a number of different types of validity: Construct validity This is used to explore whether the test actually measures what it is intended to measure, and not something else. For example, if a numerical reasoning test were only available in English, then for international candidates it would not only be measuring numerical skills, but also their ability to read and understand English.
Criterion validity This is used to explore whether performance on the test is correlated to other variables. Predictive validity is one particularly important kind of criterion validity; this explores the ability of the test to predict future performance. For example, if an applicant to a job were told that their logical reasoning skills would be tested by measuring their baking skills, it would be hard for candidates to feel that the test was accurate or worth using.
Reliability Reliability means that the test consistently or reliably measures the same thing. It needs to always measure the same thing to be of any use. These are a number of different ways of assessing reliability.
A group of individuals are given the same test over a period of time to evaluate whether their performance changes. A good test will have a high degree of stability over time. Internal consistency reliability This assesses how consistently a person performs over the different test questions. This is typically measured by split-half or parallel form reliability, which involves splitting all of the questions into two groups and examining the correlation between performance on both question groups.
The higher the consistency, the greater the reliability. Inter-rater reliability This examines the extent to which different people would draw the same conclusions from the results of the test. In a test with good inter-related reliability, different people would tend to give the same rating. This is useful because it tells us how well someone has actually done on the test. It could be a good score if everyone else scored 10 out of 10 or poor if everyone else scored 20 out of It is important that the test administrator selects an appropriate norm group to compare your performance to.
Some typical norm group characteristics are age, educational achievement level, or job level.
Fair and Unbiased For a test to be fair and unbiased, no individuals from any particular group should be disadvantaged when completing the test. For example, if women or black people consistently performed worse on a test than other groups, this would not be a fair test.
Psychologists are aware of the and the test development process should have identified and corrected any adverse impact of a psychometric test. Other ways of making the test fair, relate to reasonable adjustments for people who need them, for example individuals with dyslexia might need longer to complete the test. If you have any additional needs, it is important that you mention these to the test administrator so that they can put any necessary adjustments in place.
Top Tips for Passing your Psychometric Tests
Administered and interpreted by a someone qualified to do so The British Psychological Society requires individuals to complete a qualification before they are allowed to administer or interpret psychometric test results.
This ensures that the tests are used appropriately and fairly. There are several different levels of qualification: Assistant Test User: Occupational Test Administrator This qualification allows an individual to administer a test under the supervision of an Occupational Psychologist who is registered in their use.
Test User: Occupational, Ability This qualification allows an individual to administer and interpret psychometric tests of ability such as numerical or verbal reasoning tests from any test publisher.
Test User: Occupational, Personality This qualification allows an individual to administer and interpret psychometric tests of personality. Specialist in Test Use This is a qualification for individuals who want to be able to use a wide range of personality assessments. How can you check if the test you are being asked to complete is a good test? The best way to check whether the test you are being asked to complete is a good test is to look at the reviews on the British Psychological Society test register.
Why Are Psychometric Tests Used? Psychometric tests are widely used because they are a cheap and effective way of distinguishing between candidates and accurately identifying who is likely to be successful in the job role.
They are also one of the best predictors of job performance: research has shown them to be 14 times more predictive of job performance than the average interview Hunter, J. Who Uses Psychometric Tests? How Long is a Psychometric Test?The statement follows logically from the information contained in the passage.
Numerical Ability Tests. Personality Tests. Any third-party sharing of results must be with approval Disadvantages and pitfalls of the test taker. They are often used when the job requires a candidate to accurately read and interpret written information, such as roles in marketing or customer services.
Practice Psychometric Tests
The best way to check whether the test you are being asked to complete is a good test is to look at the reviews on the British Psychological Society test register. However, some employers use them in selection and assessment processes. In our the most commonly used of these — both aptitude and experience most test users fall foul during the personality — and briefly indicates why you might choose administration and feedback processes.
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