Psychometric tests fall into two main categories:
Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the employer is looking for and whether you are going to fit into the organization in terms of your personality, attitude and general work style.
The principle behind personality questionnaires is that it is possible to quantify your intrinsic personality characteristics by asking you about your feelings, thoughts and behaviour.
You will be presented with statements describing various ways of feeling or acting and will be asked to answer each one on a two-point, five-point or seven-point scale.
The number of questions you are expected to answer varies from about 50 to 200 depending on the duration of the test.
There are supposedly no right or wrong answers and the questionnaires are usually completed without a strict time limit.
Aptitude and ability tests are designed to assess your intellectual performance.
There are at least 5,000 aptitude and ability tests on the market. Some of them contain only one type of question (for example, verbal ability, numerical reasoning ability, etc.) while others are made up of different types of questions.
They are always presented in a multiple-choice format and the questions have definite right and wrong answers.
They are strictly timed and to be successful you need to work through them as quickly and accurately as possible.
The different types of aptitude tests can be classified as follows:
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