Tests have been developed for the whole spectrum of the workforce from the shop floor to the board room, and there are many job specific tests in existence designed for when performance is critical.

Remember, in times of skill shortages and full employment, the testing process is more likely to be a way to qualify people in rather than out.

PSYCHOMETRIC TESTS - PERSONALITY PROFILING

There are still a great many employers who recruit on the basis of interview, CV and references. However increasingly, reports suggest up to 70% of employers employ some form of testing in an attempt to identify the right person for the job based not just on whether they can do the job (skills) but whether they will achieve "best fit" (company culture and personality) and show potential for future development.

That brings into play other aspects of the individual which cannot always be best assessed by interview alone - things like what motivates you (money, competition, achieving results), what style of management works for you (democratic, hierarchical, preferably with you in charge?) "How much responsibility can you or will you take?" are just a few.

Please be assured - THERE IS NO PASS OR FAIL, GOOD OR BAD, RIGHT OR WRONG PERSONALITY PROFILE. Best performance and ultimately success and happiness in a job is achieved when the job and culture of the company you work for suits your style and provides all the stimulus, challenge, development and nurturing you need in order to be fulfilled in your work. That's got to be good for both parties. The company benefits because happy staff produce more, morale is higher, people feel more committed to their company and peers and contributes to the success of the organisation, which means greater job security for all, more profits, happy shareholders, greater investment, expansion and more jobs! You get the picture!

ABILITY TESTS

For those who have a practical and measurable skill there is probably an ability test out there in use. Other ability tests include Verbal and Numerical tests. Sometimes these are simple measures of vocabulary or number crunching ability. Others however require you to use and manipulate the information given to reach conclusions and therefore test Verbal and Numerical Reasoning ability.  These results again are not pass or fail but a measurement compared to a "norm group" (i.e. a group of people who have taken the test before and against whom the test was validated) appropriate to the level of the job.

Companies will have set a benchmark, based on the job, or the current job holder, or preferably a company wide benchmark appropriate to the level of the job within the organisation.  You will need to meet or exceed the benchmark in this case to progress to the next stage.

ASSESSMENT CENTRES

These are not places on the High Street next to the library but a combination of simulated work tasks which challenge the ability of the job applicant in a variety of ways. The idea is to simulate "a day in the life" of the target job holder using a series of theoretical and practical exercises to test actual or potential competences required by the target job. Normally used for more senior roles it will typically include an in-tray exercise which may involve Verbal and Numerical reasoning, a creative problem solving exercise, critical reasoning, and maybe other more practical exercises which may include a role play to simulate a customer meeting, or a practical leadership exercise to test delegation, team building and communications skills.

The more broad the range of assessments the better measure of potential performance in the target job they become. The whole event is monitored by adjudicators whose feedback is added to the overall results. A personality profile will inevitably be included in the assessment process of companies who go the the expense of assessment centres.

SUMMARY

If you find yourself facing selection tests here are a few things to remember: 

• There are no rights or wrongs in personality.
• Testing should be appropriate and relevant to the job applied for.
• Different profiles can be linked with success and job satisfaction in particular roles.
• Psychometric tests are usually self report assessments. The scores are therefore an indication of how an individual perceives their own personality and values.
• Rely on your instinct. Don't try and second guess the test. The first answer that comes to mind is probably the right one.
• Ability tests are used to measure specific competencies required by the job.
• Be aware that testing is expensive and if employers are investing in you at the selection stage the indicators should be they will continue to invest in your development later.
• Relax.

If you are interested to know more about yourself and want to take a test to see what it reveals about your personality - to see what the hiring manager might see then take a look at the offering from our associate company, Discus