A increasingly popular part of the interview process is psychometric testing. Candidates have been asked to take part in these tests when interviewing for a new position. Although they can seem slightly daunting, psychometric testing can offer you the opportunity to shine in a selection process where a more accepted style of interviewing may not have done so.

There are basically two types of psychometric tests:

1. Aptitude or IQ tests
2. Behavioural/Personality Tests

Here are a few tips on preparing for both:

Aptitude or IQ Tests

• Understand what the employer is looking for - these tests are generally designed to measure your logical reasoning and your ability to think on the hoof.
• Remember, these are usually short questions and there is generally only one right answer.
• There are several types including numerical, spatial, abstract reasoning and data reading. However verbal ability and numerical ability are the most common and those you are most likely to come up against. You may not be able to study for these but practice will certainly make you more comfortable when it comes to the real thing.
• Practice these tests by giving yourself a specific amount of time to complete them. The real thing is usually designed to make it difficult to finish in the time allotted. Practice pacing yourself as this is the Golden Rule when it comes to the real thing.
• In the run up to the test, start getting your head in gear by working out mathematical problems in your head.
• When you are sitting the test, you will have very little time so read the question carefully, give it your best shot if unsure and move on the next. You are unlikely to have time to go back so always fill in an answer.

Behavioural / Personality Tests

• The first rule in these tests is to understand that there is no right or wrong answer as such. The best policy is to be as truthful as possible. They are generally designed to see if you are suited to the position and the company.
• If you try to give the answer you think the tester is looking for, you are likely to end up giving inconsistent answers which won't appeal to your potential employer. Your best bet is probably your first instinct.
• If you are hesitating over an answer, think about what the position requires- eg someone who can work with a team, someone who can work on their own or someone who can lead a team. This may give you a pointer to the type of answer your tester is looking for. However, do be as truthful as possible within these confines.

There are various categories of questions within psychometric testing and they are outlined below:

The following are examples of competency-based questions:

Organisational Awareness

• Describe the structure of your company and give an example of how you work within this culture to achieve a personal / professional goal.
• Also describe how you would perceive the new company and how you would adapt to this culture

Strategic Thinking

• Describe your most challenging project and what you changed to adapt to that scenario.
• How did you go about assessing your own performance within this assignment?

Communication

• How do you keep your clients informed about difficult issues that directly affect their bottom line?
• Give an example of a difficult or sensitive situation that required you to use excellent communication skills.
• Give an example of how you have developed communication skills in others? (Particularly helpful when interviewing at managerial level)

Client Focus

• Give an example of how you provided service to a client beyond their expectations. How did you identify this need? What was their reaction?
• Describe the process you use to stay in touch with clients' short and long-term needs.

Client Relationship

• Describe how you develop new client relationships?
• Describe how you keep your existing client base throughout threats from competition.

Teamwork

• Describe a situation in which you were a member of a team. What did you do to make a positive contribution to the team?
• Describe a situation where there was conflict within the team? What did you do to resolve it?

Leadership Ability

• Describe how you led a team (comprised of different levels of staff). How did you improve their work?
• Describe a situation where you had to take charge either with a demanding client or with your own team.

Innovation

• This is particularly relevant at managerial level where employers are looking for an individual who can make a positive profit- making contribution for the firm.
• Describe something you have done that was new for your firm that improved the performance of your team or the value of the work done.
• Have you done anything innovative that would be of direct interest to your clients or enhanced awareness of your organisation?

Time Management

• Give me a specific example of a time when you failed to complete a project on time.
• How did this outcome affect your company?
• What could you have done differently?
• How has that experience affected the way you deal with deadlines now?

The major benefits of this type of interviewing are that these questions allow the candidate to relate their answer to a real life experience rather than giving a generic textbook answer. This enables the candidate to reveal the most relevant information in context of the current job opportunity. It is ironic that while most hiring is done around technical skills, most staff retention issues arise based on softer skills such as attitude. A technical question would never reveal such a potential behavioural flaw. When competency-based behavioural interviewing forms the framework for the entire recruitment process, interviewers are able to make much more effective hiring decisions.

Competency-based behavioural interviewing enables the interviewers to select the best possible candidate for their organisation and as such is an invaluable tool for any recruitment partner.