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In the majority of job interviews, you’ll experience psychometric testing. This encompasses personality tests and aptitude (IQ) tests.

Personality tests

Personality tests provide insight that is often lacking in the interview process. One known weakness of the interview is that the interviewer’s personal preferences can prevent them from having impartial judgment. Research has shown, for example, that physically attractive candidates have a better chance of succeeding in the interview compared to less attractive candidates. Unlike the interview, personality tests are both more objective and more resilient to the assessors’ biases.

Aptitude tests

There are over a thousand different aptitude tests on the market. However, because there are only a few major publishers that develop these tests, while they may vary slightly in format and in appearance there is very little variation in the types of questions. When you prepare for these tests you should focus on the essence, format and type of questions on the test. It would be a waste of your precious time to concentrate on a specific set of questions. Even if you ended up taking the same test that you prepared for, the questions would likely be different and only the format the same.Experience has shown that 80% of the people who practice thoroughly pass the selection process. On the other hand, only 15% of those who come unprepared complete the selection process successfully.

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