Recruiters Guide - Prepare your candidates for the psychometric test

Ensure your job applicants excel in their psychometric test

All you have to do is to provide your job applicants the link to our site - then sit back and collect your commission from their placements.

Did you know that excellent job applicants sometimes fail the psychometric test?

It has been our experience during more than 25 years of administering and interpreting psychometric tests that even the best candidates tend to underperform in the psychometric test. We often find candidates who were great in the interview yet performed poorly in their psychometric test. The key factors influencing this are:

  • Pressure, stress and test anxiety drag applicants’ performance down in both the aptitude and personality tests
  •  The ambiguity of the aptitude and personality tests is also detrimental to applicants’ performance in the psychometric test

Practise makes perfect!

Just like any test you took at school or university, preparing for the psychometric test makes a huge difference. Practice leads to improved performance (read the evidence).

What is a psychometric test?

The standard psychometric test includes several cognitive or aptitude and personality tests:

What are cognitive or aptitude tests?

  • Measure applicant’s intelligence (fluid and crystalised intelligence)
  • Aptitude tests include a set of verbal or non-verbal questions with a list of answer options
  • Aptitude tests are timed. Once the timer elapses you can no longer continue
  • Aptitude tests are designed so only 1-2% of the population can complete them on time and correctly
  • The most popular aptitude tests are abstract/diagrammatic aptitude test, verbal aptitude test, and numerical aptitude test

Try our free sample aptitude tests to get first-hand experience! Click here.

What are personality tests?

Personality tests measure applicant’s characteristics and work behaviour – is the applicant a good communicator? Can the applicant execute tasks? Can the applicant solve problems? 

Personality tests include a set of either statements or adjectives (descriptors). Applicants need to either rate the extent to which each statement is accurate about them or rank the adjectives best on ‘most and least like me’.

Personality test are untimed but typically take around 35 to 50 minutes to complete.

The most popular personality tests are SHL’s OPQ, 16PF and 15FQ+.

Try our free sample personality tests to get first-hand experience! Click here.

Secure that candidate placement and grow your recruitment commission

  • Ensure your applicants get the best chances at the psychometric test
  • All our prep solutions are online and immediate
  • Material has been developed by experienced psychometricians and psychometric test writers
  • Free – no cost to you
  • You can offer special discounts of 10 to 20% to your applicants
  • We are working with more than 30 Universities around Australia – so you can rely on our advice

Two easy ways to prepare your candidates at no cost to you

1. Contact us by email at  info@psychometricinstitute.com.au or by phone 03 8618 6863 to receive a special promotion code offering a 10% discount to every job applicants you refer.

2. Just forward our link www.psychometricinstitute.com.au and your promo code to all your job applicants. They can immidietly start preparing online.

Want more guidance about what to recommend to your job applicant?

If you are not sure what classification/industry and job level is most appropriate for your job applicant, please email us. We promise to have one of our experienced psychologists responding to you on the same day.

IPC is committed to our customers and to maintaining quality standards, a solid reputation, positive recognition and acceptance of our products and services. You’ll be confident about your ability to offer a successful and professional solution to all your job applicants.

Recruiters Guide to Psychometric Testing:

Top 10 tips on how to shine in a psychometric test

Get your candidates the edge by knowing what they should and shouldn’t do in their psychometric test. read more 

The impact of test anxiety on candidates’ psychometric test scores

Exam anxiety is fairly often a negative contributor to candidates’ performance in the psychometric test. read more

The impact of age on candidates' psychometric test results

It has been well documented that there is a general decline in psychometric performance as your candidate advances in age. There are several methods to overcome this decline. read more

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