YOU WERE LOOKING FOR: Free Online Psychometric Test Questions And Answers
Hiring employers want to get to know as much as possible about the pool of candidates in front of them, which is why a personality test is never used in isolation. They are, however, occasionally used as a means of shortlisting a large pool of...
Your results can then shape the questions they ask you or the things they challenge you on when they meet you in person. We all know that our competencies will be scrutinised throughout the recruitment process, and a personality test is just another...
Inductive reasoning On this page, we present the best advice from experts on how to achieve your full potential in your assessment. Psychometric tests are often just one part of a more extensive assessment centre, where you might also be assessed in a group exercise, an in-tray exercise or a situational judgement test. Most employers are using psychometric tests to measure the capabilities of applicants, compare the most able candidates, and find the best match between employer and employee.
Employers love psychometric tests because they are a quick, effective way to sift through vast numbers of job applications. Candidates are less fond of psychometric tests, but you needn't be afraid of them. You can approach your test with confidence by reading our top tips and advice below. Before you take your test you should have been given prior notice; this will take the form of either a letter or an email. Study this letter carefully and note anything it asks you to bring with you; for example, reading glasses. If your psychometric test is online, you will be given a deadline by which you must complete the test; typically a week or so. The invitation letter will tell you everything you need to know before you take your test; what you will be tested on, why you are being tested and what your results will be used for.
Every candidate will get exactly the same letter to make sure the test experience is fair and standardised for everyone. Pay careful attention to your invitation letter and understand what it asks you to do. This is the best stage at which to ask questions about your psychometric test; there will be plenty of time to explain and help you. This is also the best stage at which to talk to the employer about any special requirements you have, such as adjusting for a disability. Tip 2: Take the example questions Included with your invitation letter will often be a short series of example questions to give you an idea of what the test questions will be like.
Take these example questions seriously; they are your best chance of familiarising yourself with the particular type of psychometric test you are taking. Make sure you understand these example questions before you start your full psychometric test. Psychometric test publishers also like to give out a few example questions to help level the playing field between candidates who have seen psychometric tests before and those who have not, so take advantage of these example questions. If, after asking, you are still not given any example questions to look at, you can at least take consolation that every other candidate will be in the same situation before their psychometric test. Tip 3: Find the psychometric test publisher The company you are applying to, or the recruitment agency you are working with, will outsource the design of the psychometric test to a specialist test publisher. Several psychometric test publishers exist and each has slightly different styles. Pay careful attention to the online link you get to take your psychometric test and the branding of any test material you get; these will be clues as to which test publisher is behind the psychometric test you are about to sit.
As soon as you find out which company has designed the psychometric test, you can go directly to their website and find out even more information about that specific test, such as the time limit, whether negative marking is being used, and whether they have example test questions. Tip 4: Practice, practice, practice Like most tests, practice can help. There are lots of practice psychometric tests available in books and online, so there is no excuse not to practise. Practising aptitude tests will help you become familiar with the types of questions asked and will reduce your anxiety.
If you know what to expect in your test you will be better able to perform your best, instead of being fazed by something new to you. Employers want to measure your true ability and nerves only get in the way of this. However, for aptitude tests for example numerical, verbal, inductive tests practice will allow you to improve your test-taking technique, and generally the score you can achieve. By practising aptitude tests you will typically become faster and more accurate at answering the questions. You will spot time-saving techniques and develop methods for ruling out incorrect answers. Tip 5: Plan your online test session If your psychometric test is online you will be able to choose where and when you take it. So think about when you work best: is it in the morning, do you work better before or after a meal? Also choose a quiet time when you are least likely to be disturbed. If you are taking your online psychometric test in a shared house, give your housemates advance notice and put a sign on your door asking not to be disturbed.
Turn off your phone and any other distractions before your test. Choose a computer you like to work on; a PC with a large screen and a mouse is better than a small laptop with a touchpad. Another reason to practice psychometric tests beforehand is to establish how and where you personally work best. Make sure you have everything you need before you start your test: a calculator, a couple of pens, and plenty of rough paper. Tip 6: Plan your online test session For online numerical reasoning tests you will get to use your own calculator. The time pressure during psychometric tests is intense, so if you can save a few vital seconds by not having to look down at your calculator to find where the divide button is, then you are giving yourself the best possible chance to perform well.
Another important thing to bear in mind when you take your online test is whether your calculator displays your typing on the screen. This is very useful when you are adding a list of numbers and you need to quickly check where you got to. Or if you miss-key a button this line will show you whether you need to go back one step. Without this feature on your calculator you will have to clear and start the calculation again — not what you need during your psychometric test. Psychometric test tips: during your test Tip 7: Speak up if you're not happy At the start of your psychometric test a test administrator will explain why the test is being used and will go through the test instructions with you.
If your test is online, you will just read this information on-screen. You should use this stage to check that you have everything, you understand the test, and that you are comfortable for the test to begin. Tip 8: Read the instructions carefully This is another way candidates can fail their psychometric test at the first hurdle. Does the test ask you to circle the right answer, strike it through, shade a box with your answer option, or write your answer option in a separate answer book? You should pay attention to this when you read the instructions for your test. How long do you get to complete your test? Sometimes, there is no time limit at all. Is the time limit for the whole test or is it per question? Is the question asking for one answer, the nearest answer, a list of answers in order, or the odd one out? The style of questions found in psychometric tests varies so make sure you read carefully the instructions each time.
Tip 9: Understand each question Understanding the question is different from reading it. Perhaps read the question, think about your answer and then re-read the question to check you are about to attempt what is intended. Things to look out for in aptitude test questions: - Units. Does it ask for the answer in thousands, in seconds, or a different currency? Most psychometric tests include answer options called distractors.
These are wrong answers which many people mistakenly thought were correct. During psychometric test trials, common mistakes might form these distractor options to disguise the correct answer. Re-read the question and ask yourself whether you have understood it correctly. Careful reading of each question will help you pick up as many marks as possible during your psychometric test. Tip You probably don't have time to double-check answers During exams you may be used to double-checking your answers. Whilst this is admirable in some test scenarios, in a psychometric test the time limits are so tight that the time you spend checking an answer is probably better spent answering another next question. There is obviously a balance to be struck with checking answers during your test, and your personal test-taking style will emerge through repeated practice.
Rushing through your test to the end is too fast, and double-checking every question is too slow. A good balance might be to pause at the end of each question and look back at the question; does it look right? Have you got the units correct and have you answered the whole question? Then move on. Tip The speed vs. The results of your aptitude test will include accuracy and speed ratings showing how many of the attempted questions you got right and how quickly you answered those questions.
If you rush through your test you might score highly for speed but low on accuracy. Would a nuclear power company want to hire someone who prioritises speed over accuracy? Different companies place different weighting on the importance of speed and accuracy, so have a think about the type of company you are applying to and what sort of person they are looking for. In most tests, the company will be looking for both speed and accuracy.
Tip Learn the art of best-guess estimates Most psychometric tests are multiple choice. Will you get negatively marked for wrong answers? Probably not, however, if you guess this will bring down your accuracy score and may cause the psychometric test administrator to think negatively of your risky test-taking approach. Instead of guessing outright, it is sometimes possible to eliminate some of the multiple choice options using your understanding of what the answer should be. For example if you can see that the answer will need to be within a ball-park range, or will need to have certain units, you may be able to discount three of the five options and you are on for a chance of getting the question right. This is different to guessing. Tip Don't get your friends to help With online tests you are free to take the test from home. You might be tempted to think: "will anyone find out if I get someone to help with my test?
If your test responses are too dissimilar they will ask some probing questions. And bear in mind that employers use psychometric testing to establish your fit for a role. Try not to let them distract from your test performance. If you let yourself be distracted by others you will be losing time and you will not perform your best in your psychometric test. However, if someone is tapping their pen on the table, or sniffing loudly, or putting you off, the test administrator is there to help. Put up your hand and ask the test administrator to have a quiet word with the other candidate. Most of the time the other candidate doesn't realise they're doing it. Tip Learn the best use of rough paper During your test you will be able to use rough paper for your workings. Writing down parts of your working is helpful, but writing down every step will use up precious time.
The trick is to find a balance which works best for you; this will develop from repeated practice sessions. From sitting lots of numerical tests you will get a feel for which are the key stages of a calculation which would be useful to write down, and which numbers you can just leave in your calculator. Also, if your workings are scribbled in so much of a rush that they are meaningless, you will have to spend more time re-doing the calculation, so write down the question number next to your workings.
Tests by employer Sometimes it may be impossible to know exactly which test you will be required to sit. In this scenario we recommend acquiring an all-inclusive preparation pack so that you can prepare for all test types. In cases where the recruitment process includes both aptitude and personality tests, the personality tests are often more influential in the final hiring decision. These attributes include assertiveness, dominance, motivation, responsibility, reliability, communication skills, organizational ability and much more. Your chance of getting hired for the desired position is improved when the traits that the personality exam shows you possess match the ones required for the job you are seeking.
So, preparing for personality tests can boost your chances of landing the job. In cases where the recruitment process includes aptitude tests without a personality test, the sections of the aptitude test that are most relevant to the position are the most crucial. For example, spatial and mechanical reasoning might be weighed more heavily for an engineer, while verbal reasoning might be weighed more heavily for a communications specialist. Many recruiters utilise brief aptitude tests during the hiring process, as explained in the following section about online exams.
Online Psychometric Testing and ATS Recruitment Systems Since most job recruitment now takes place online, many psychometric tests are also conducted on the internet. In some cases, candidates may even receive an email while applying with a link to to a test they will be required to complete online. Additionally, some companies administer psychometric tests as part of the application process itself. When applicants choose a position from available job boards, they may be automatically transferred to an application tracking system ATS. An ATS is a third-party platform used by employers to manage their hiring process. Switching to the ATS system may occur as soon as one clicks on the button to apply, after which candidates can fill in their details, attach their CV, answer personal background questions and possibly take a brief screening test about 12 minutes.
Candidates who pass the initial screening test may be asked to take a short personality test, followed by an online interview. These brief assessments are used to reduce the likelihood that candidates will get discouraged and drop out during the process. Can You Fail a Psychometric Test? And remember, you must pass both aptitude and psychometric screening in order to continue in the hiring process. Increase your score on your fast-arriving psychometric test with access to our complete library of test prep resources, organized by employer and test type.
We stand behind all of our products with a money-back guaranty. Buy all-inclusive pack Practice Free Psychometric Tests Numerical Reasoning Test With 6 primary test providers and numerous variations of the numerical reasoning test, properly preparing can be a challenge. JobTestPrep has put together a free sample test, taking into account the styles and formats of all test providers. Verbal Reasoning Test Not all Verbal reasoning tests are alike and knowing how to start prepping can be confusing. JobTestPrep makes it simple by laying out several test variations in one free test.
Logical Reasoning Test JobTestPrep helps you prepare for this test by giving you all the common logical rules to answer each type of test question on a silver platter. Mechanical Reasoning Test Speed and accuracy are essential when taking a mechanical reasoning test, but also preparing for the right level of difficulty in regard to the questions can also be a challenge. Spatial Reasoning Test From images to a whole range of items, our spatial reasoning practice test give you ample practise in assembling and disassembling and showing you how to draw quick conclusions even from the limited information presented to you.
Personality Test If you want to get questions very similar to the ones you will see on the real test, then you have come to the right place. Our free test will give you the confidence to answer questions in real-time and give you a sense of what to expect so that you can come to the test calm and ready to succeed. Situational Judgement Test JobTestPrep fully readies you for this test, by covering the four primary competencies involved, including; social intelligence teamwork, support, motivation and cognitive abilities prioritizing, planning, and problem-solving and job performance creativity, resilience, learning and development.
Questions will be formatted like the real test with scenarios, responses, and instructions. So, let's try the free test. Excel Test Our free practise test provides you with both in-depth preparation with a personalized touch. All questions mirror the real live exam, giving you an advantage over the competition.
You can find our expert guide to Verbal Reasoning tests here. There are various types but the most common tend to present the candidate with a passage of information and ask them to assess whether statements are true, false or impossible to say on the basis of the information in the passage. Other questions assess your understanding of words or grammar. 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. Here is an example of a typical verbal reasoning question: You will be presented with a passage to read and a statement about that passage. It gives them the opportunity to experience foreign cultures, make friends and build lifelong memories. As the skills required for securing a job tend to be low, most graduates choose not to turn their experience into a career, but enjoy the time they spend abroad.
No comments:
Post a Comment