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Psychometrics is the theory and technique to measure psychological
conditions, which includes the assessment of knowledge, abilities,
attitudes, and personality traits. This field is primarily covered with the
study of diversities between individuals and involves two major research
tasks:
(i) The construction of instruments and methods for measurement; and
(ii) The development and correction of theoretical approaches to
measurement.
Psychometric tests are the scientific method used to experiment with
individuals' mental and behavioral capabilities. Psychometric tests are
designed to test candidates' suitability for a role. Cover up with the
required personality characteristics and aptitude (or cognitive abilities).
These identify the range to which candidates' personalities and cognitive
abilities match those required to perform the role. Clients use this
information from the psychometric test to identify the hidden prospect of
candidates that are difficult to elicit from a face-to-face interview.
• You should target at completing all the questions in the numerical reasoning test. The test is
designed so only 1% to 2% of test-takers may correctly answer all questions within the time
limit.
• The harder questions in the aptitude tests are typically placed at the end of the test. Note that,
every question in the aptitude tests is value the same number of points. There's no bonus point
for figuring out a hard question.
• When doing an aptitude test, don't stop working until the time runs out. Rather, go back (if
allowed) and re-examine the questions you confused about, and also you should double-check
your answers to the very first questions because these questions are generally very easy that
people take it easy and tend to make simple mistakes with them.
• Some personality tests use certain questions to detect your level of honesty. The questions relating to this scale deal with undesirable behaviors that most people would have displayed at least once in the past, such as “I have never told that a white lie, even to save someone's feelings”. A test-taker who refuses these undesirable behaviors that are extremely common will receive a high social desirability point which is used to identify fakers.
? In the aptitude tests, you can't skip some questions. Because, if you hit a mental block, you have to find the answer to the question in front of you. Most test-takers waste more their time bogged down on a handful of tough questions. You have to learn how to find, move on, and cut your losses after spending more than a few minutes on a question.
? Get intimate with the basic functions on your calculator. The numerical reasoning questions are designed to test your ability to interpret numerical data and use this data to make informed decisions. They are not measuring your math skills. Therefore, in most cases you should be
allowed to use a basic calculator.
? In many cases, you will be asked to take a series of psychometric tests along with timed and non- timed tests. While you are granted to complete them in one sitting, it is always recommended to have a break in between each test. Having a little break to rest will help you to boost your mental capabilities and avoid the stress effect which impairs your performance.
? Personality tests are designed with various questions measuring an identical personality trait.Therefore, consistency in the way you answer to questions is very important.
? Practice is a big matter. As like any other test, practicing aptitude tests and getting familiarized with the personality test reduces stress and other factors which impair your performance.
? Maintain a serious and collective attitude throughout the course of your assessment day.
? Don’t be enticed to believe that our behavior and responses are considered sincere only if we answer these questions without preparation. Preparation is crucial to ensure that you bring out your full potential.
Appropriate preparation guide for your test with Hogan (HBRI, HPI, HDS,
MVPI) For your aptitude and personality tests with Hogan Assessments, Our experienced Organizational Psychologists and Psychometricians developed a tailored preparation guide.The Institute of Psychometric Coaching effectively prepares you thru online test practice, courses and training for your psychometric, aptitude and personality tests with Hogan Assessments.
About Hogan
By developing psychometric tests employed, Hogan has gained its impressive reputation by the FBI and other United States government agencies and departments when assessing candidates. Emerged in Tulsa USA, Hogan deliver their psychometric tests worldwide.
Hogan’s HBRI Cognitive Ability Test
The HBRI may be a test used world-wide and by leading companies in Australia. It’s designed to deal with easily candidate’s problem-solving ability and decision-making style. The HBRI may be a cognitive or ability test that has 3 sorts of test questions:
• Verbal reasoning and reasoning test questions, including: word analogy, inductive and deduction test
questions.
• Numerical reasoning test questions, covering: interpreting graphs and tables, time, speed and distance
questions, area calculations and basic math’s questions.
• Summary reasoning test questions, covering: rotation of shapes and groups of shapes.
The HBRI test is untimed.
Sample questions from the HBRI Cognitive Ability Test
Numerical reasoning sample test question:
Box A weighs 85 kg. Box B is 15 kg. Box C is 105 kg. Two of them together on an equivalent scale couldn't
weigh:
a) 100 kg
b) 120 kg
c) 190 kg
d) 170 kg
Verbal reasoning sample test question:
A low priority is to urgency as a little budget is to?
a) Low spending
b) High spending
c) Small payments
Hogan’s Personality Tests
Hogan has several Personality Tests which are wont to assess job candidates’ behavioral patterns and elegance. The foremost popular tests are:
1) Hogan personality assessment (HPI) has 206 self-reporting test questions and is untimed. The Hogan personality assessment (HPI) is comprised of seven primary scales and 6 occupational scales measuring
your suitability for a job:
Primary Scales:
1. Adjustment
2. Ambition
3. Sociability
4. Interpersonal Sensitivity
5. Prudence
6. Inquisitive
7. Learning Approach
Occupational Scales: