This is an aspect of psychology that looks at the design, administration, and interpretation of quantitative tests so that specific psychological variables such as intelligence, aptitude, motivation and personality can be measured.
Put simply, this means they're a way of measuring someone's skills, abilities or personality, according to a defined set of criteria that a company has identified as important when evaluating potential new hires.
The two most common types of psychometric assessment are:
1. Ability tests
These are designed to objectively measure someone's cognitive ability. This means assessing the extent to which someone will be able to work in different ways as required by the job. They include:
2. Personality questionnaires
Personality questionnaires are also known as work style preference questionnaires and they're designed to gain insight into someone's typical behavioural style and how they prefer to approach different situations.
Psychometric assessments use standardised scoring, which means scores are presented in a meaningful way, making them directly comparable to another person's scores.
It's important that you make sure you're clear about what type and format of interview you'll be having so you can best prepare for it. So make sure you know if it's a competency or strength based interview, or perhaps a one-to-one or panel interview. If it's not clear, then make sure you contact the organisation so that you know and can prepare in the right way.
Think about how you can demonstrate your skills and abilities against their competency criteria.
Make sure you start your preparation well in advance of the interview. Plan to offer the interviewer specific details of your particular abilities and achievements. Indicate what you've done to demonstrate the skills they're looking for. There are some examples of how you can do this in the next section.
Plan your journey
Make sure you know the exact location of your interview and allow extra time to get there in case your journey is disrupted. Have a contact number saved into your phone so that you can make contact in case of delays.
Know who you're meeting
Check your interview invitation; if it includes names of the people who will be interviewing you, look them up to find out more about them, and what they do in their organisation.
An organisation may provide guidelines around their dress code policy; if they don't then you should consider the organisation, sector, role and position that you have applied for.
Turn off your mobile
Remember to turn off your mobile phone if you're having a face-to-face or video interview, it would be embarrassing for you if it rang during your interview.
First impressions really do count. When you first meet someone your introduction is the opportunity to make a positive initial impact.
Having a positive start to your interview will make you feel good and will help you relax during your interview.
Think about your body language
Keep on track with what you want to say
At the end of the interview
At the end of the interview you'll be offered the opportunity to ask questions. Take time to consider what things you really want to know, so that you make the most of this opportunity. Your questions could help you to demonstrate: