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Psychometric Testing

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Some skills are better measured using carefully constructed psychometric tests. They can be viewed as an additional opportunity to demonstrate your capacity, rather than another hurdle in the interview process.

Psychometric tests give employers a different viewpoint on potential job candidates and can help them to identify the best fit for the role.

There are different types of psychometric tests, designed to assess different qualities, including intelligence, logic, reasoning ability or numerical ability. Employers use a selection of tests. Some employers will use tests specific to their field, particularly computing.

Psychometric tests are also used to measure how people differ in their motivation, values, priorities and opinions with regard to different tasks and situations. In terms of personality for example, the tests can give an indication of the working style favoured by a candidate and how they interact with both their environment and fellow workers.

Psychometric Tests for Jobs in Ireland

Most large employers in Ireland make use of psychometric testing when hiring. These tests can be very challenging and stressful for the uninitiated so it’s important you prepare.

While the term psychometric testing covers a large amount of different job assessments most Irish recruiters use the same basic procedure for testing new candidates. First there are the various aptitude tests usually taken online followed by a number of psychometric tests issued at assessment centres during the interview stage.

Aptitude Tests for Jobs in Ireland

Aptitude tests are usually delivered to you via email once you’ve sent in your application. They are timed tests designed to assess certain skillsets and abilities in a number of fields. Most aptitude tests are multiple choice.

The aptitude tests you are most likely to face when applying for a job in Ireland are the following:

  • Numerical Reasoning Tests ~ These are number based tests that often incorporate graphs and tables. You need to analyse the given information and answer using basic mathematical calculations.
  • Verbal Reasoning Tests ~ Verbal reasoning tests assess your comprehension and analysis skills. You are usually presented with a reference text and questions requiring you to answer from a number of possible choices. Verbal reasoning tests can also include other types of word based assessments such as grammar and spelling tests and relationships between different words.
  • Non-Verbal Tests ~ This is a general name for a number of different aptitude tests. These include logical reasoning, inductive reasoning, abstract reasoning and diagrammatic reasoning. While the wording and formats change depending on the employer, all these Non-Verbal tests use groups and variations of shapes and images to test your logical abilities.
  • Situational Judgment Tests ~ Situational Judgment Tests or SJTs are increasingly becoming standard for a wide variety of fields in Ireland. SJTs are less focussed on skills and abilities and are instead concerned with which core values are important to you when making decisions. These tests present you with certain work based scenarios and offer you a number of possible solutions or actions for each one.

Test Providers in Ireland

The psychometric tests used by employers are not normally produced by the companies themselves. Rather they look to a number of industry leaders in psychometric testing to supply them with the tests they need. It’s extremely important to ascertain which test provider your potential employer uses as this will allow you to prepare for exactly the tests you will be facing.

In Ireland, there are a number of very popular psychometric test providers that supply most companies with their skill assessment services. These companies include:

These test providers often work through partners when supplying their tests. For example the Irish company Measurability is a registered partner of SHL and thus provides their tests to employers.

Preparing for Psychometric Tests

Studies show the number one reason that job candidates don’t get hired is due to low scores in their psychometric tests. In fact, these tests are usually used to reduce the pool of candidates by up to 50%. As success in this stage of the process is so essential we highly recommend you apply the following before your next application:

  1.  Do the research: Find out exactly what type of tests the company you’re applying to uses. Often they openly publish this information on their website. In other cases you can request more information on their assessment tests via email or even with a telephone call. If the company does not provide the test provider or type of tests you can usually find this information from people who have already taken the tests. The internet is full of job and student forums discussing exactly this. Knowing which tests to expect can mean the difference between a pass or a fail so it’s worth doing some detective work when needed.
  2. Get hold of practice tests: Once you know which tests you’ll be facing the only way to improve your score is by practising as much as possible. There are many different online sources for practice tests but we recommend JobTestPrep. Their content is a lot more comprehensive than what you’ll usually find and their tests are tailored per position and test provider.

Practice for employer psychometric tests with JobTestPrep here.

Video Interviews

Video interviews are becoming increasingly popular in the recruitment process.
Methods include:

  • One-to one video interviews via Skype 
  • Automated video interviews 
  • Self-recorded video applications which vary according to the particular company

As with any interview you will do best if you prepare. Candidates can generally perform the interview from the comfort of their own home and therefore be more relaxed and confident. However, impressing an employer over Skype may prove to be more difficult than you think.

How NOT to do a Skype Interview...

Video: Skype Interview Fail - Foil, Arms & Hog

Employers can use a video interview to assess a number of key competencies, such as your technological abilities, your interpersonal skills and even your organisation skills. There are a lot of factors to consider and prepare for before attempting to make a lasting impression on an employer with a video interview.

This Morgan McKinley article walks through some of the key factors to keep in mind during a video interview.

Since 1992, JobTestPrep has been an innovator in online test & assessment centre preparation. We have taken our years of experience and put it to use in helping over 500,000 job seekers & students reach their goals. Start practising today for your assessment test with JobTestPrep