Automotive recruiters in the UK are turning to psychometric employment tests more and more when assessing the skills, intelligence and personality of potential candidates. The results collated from these tests should give the employer a good idea of how suited an individual is to a specific role, or how they will fit into the company in general.
The tests are devised by experts and structured in a way that they can accurately identify a person’s skill set and compatibility. These tests are often used in the recruitment process for jobs which are likely to be stressful but are now becoming the norm across a range of sectors.
Psychometric tests are not a recent concept and can be dated back to the early twentieth century when they were commonly used for educational purposes. The first ‘Intelligence Test’ was introduced by Alfred Binet in 1905. Since then, this sort of testing has been adopted by many automotive companies to help them recruit the best candidates possible.
When would you be required to take a psychometric test?
Recruiters commonly use psychometric testing when assessing the capabilities of recent graduates who sometimes lack experience. This method of testing is impersonal and allows the recruiter to assess a person’s ability objectively, without any personality bias.
They can also improve efficiency and lower costs in what is sometimes a very expensive process. As well as this, they are a proven indicator of future job performance, reducing the likelihood of employing someone who is not suited to the role.
When applying for an automotive job, you could be asked to complete a psychometric test at any stage of the process. Some employers may ask you to complete a test immediately after submitting an application, while others could ask you take one before, during or after your interview.
How do psychometric employment tests vary?
There are generally three types of psychometric tests which are; aptitude tests, skills tests and personality tests,
Aptitude Tests are designed to determine an individual’s specific skill set and can differ depending on the specific role. This form of testing can assess areas such as; numerical & verbal reasoning, logical thinking, ability to read diagrams and troubleshooting.
Engineering roles and jobs which require advanced technical skills are likely to use this form of assessment.
Skills Tests differ in that they aim to evaluate a person’s capacity in learning new skills and how suited they are for a specific set of tasks. Even when applying for a manual role, candidates will still be expected to complete the test on a computer or in a paper-based exercise to assess their overall comprehension.
Personality Assessments determine an individual’s suitability for a role based on their behaviours and general approach. This will help the employers judge how suited a person is to the company and how they might interact within the team. A candidate’s results may be cross-referenced with those of a senior mechanic or top-performing salesman, depending on the role to determine whether they have similar characteristics.
What does a psychometric test entail?
The tests are usually computer based but some company’s may opt to use a traditional paper test.
Aptitude & Skills tests commonly comprise of multiple choice questions which must be completed in a specific timeframe. Tests which focus on inductive reasoning ask candidates to choose the best solution to a problem, such as identifying the correct tools to fix a broken down vehicle.
Meanwhile, personality tests require the candidate to describe how they would act or feel in various scenarios. A popular personality test which is used by employers in the Myers Briggs test which will assign an individual to one of sixteen personality types based on their answering.
The assigned personality will then be reviewed and cross-referenced with other team members to decide whether the applicant is suited to the organisation. These tests are usually untimed as recruiters want the questions to be answered in an honest and well-thought out way.
Numerous aptitude and psychology tests can be found online and a wide range of brain training apps can be downloaded to your phone to help prepare for your real test. Regularly using these kind of apps and practicing example tests online is the best way to boost your performance in the real thing.
In addition to this, basic word and number puzzles can help improve numeracy skills and logical thinking to get you ready to answer similar questions in a timed exam.
An aptitude test should be treated just like a normal job interview so ensure you are well rested, get there on time and make sure you are dressed appropriately. Listen to the information you are given and follow instructions. It is likely that you will be provided with a few practice questions before the actual test so use this time to ask about anything you are unsure about.
Online Psychometric Tests
Brain Training Applications
We hope this article and the links provided have been useful in helping you to prepare for your psychological test and you now have a better understanding of what they entail. Relax and good luck!.