A psychometric test is a standard ways of assessing particular aspects of human behavior. Broadly there are two types of test: those which measure maximum performance or how well you can do some thing; And those which measure 'typical' performance or how you tend to react to particular situations. The first type covers most ability tests, the second inventories or questionnaires, which measure personality, motivation, values, attitudes and interests.

Tests are carefully designed so that each person who completes a particular test has the same experience, i.e. they are presented with the same questions and have the same amount of time in which to answer them. The raw score (usually the number of correct answers) is then converted to a standard score by comparison with a representative sample of people who have completed the test in the past. It is then possible to say whether a person has scored above or below average, and how much above or below

There are more than 30 human abilities that can be tested, such as general intelligence, verbal, numerical and spatial reasoning, and mechanical aptitude, speed & accuracy of information processing; and well over 30 aspects of personality, ranging from emotional sensitivity and warmth to dominance and tension. Tests can also measure color vision and reaction times.

Employers are increasingly incorporating aptitude tests into assessment procedures – both for selection of staff and for development and counseling purposes. Tests which are professionally constructed and measured can provide objective, reliable and relevant information concerning the likelihood of job success and satisfaction. Assessment centers typically combine the information gained from aptitude tests with that obtained from other questionnaires and exercises such as those measuring personality and emotional intelligence. These are used in addition to other elements of an assessment center such as presentations, case studies and interviews. Tests are also used in guidance to help people to understand more about their abilities, personality, and interests and so help them to identify suitable careers.

It is difficult to prepare for a test where you need to deal with information provided as part of the test. However, you can practice technique, which will make you feel more confident. There are numerous books containing practice material and it is also possible to access example tests through the Internet.

Tests are often the first part of an assessment center and are used to measure people against key abilities identified as being important in a job. They are crucial in reducing the number of applicants to form a short list. On other occasions they are part of the selection procedure along with other elements, for example, the interview, presentation and group discussion.

Tests are not thought of as pass/fail as scores are usually presented as percentiles. So a score at the 60th percentile does not mean a score of 60%, it means you scored better than 60% of a comparable group. You cannot fail a personality questionnaire and should always to given an opportunity to discuss your results with a qualified member of staff; this will enable you to provide examples to support the responses you gave.

Yes. Upon completing each practice test, you will receive a comprehensive report that tells you how well you did in comparison to others, as well as a list of your right and wrong answers, and full solutions to each test question.

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