Free Psychometric Test Questions. (With questions and answers). JobTestPrep invites you to a free practice session that represents only some of the materials. Look no further than JobTestPrep's free PDF guides. These guides pull together all the advice you need to ace your psychometric test, outlining it in clear, easy. Free Practice Psychometric Tests Prep and Aptitude Test Prep. If you're looking for a job or a promotion then you've probably spent hours preparing your resume .
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Psychometric Test Questions and Answers powerpoint slides and PDF by Richard McMunn from sibacgamete.gq Psychometric tests are an additional opportunity to demonstrate your skills however; a psychometric test may suggest that you are unsuitable for a certain job. A detailed guide explaining Psychometric Tests to test takers. Includes practice questions, answers and expert tips from trained professionals.
For example: You have invited a number of colleagues to a meeting. Please rank their responses from the most to least positive: 1. Ok, sounds good, please can you send me the agenda? Is there any chance I could grab the minutes from someone instead?
The correct order is: 1. You can find our expert article on Logical Reasoning tests here. They typically present you with a sequence of images or patterns and ask you to identify the next in the series or the odd one out. Abstract reasoning tests tend to be used for jobs where the candidate will need to problem solve effectively, manage new situations and understand how different elements can interrelate, as such they are often used for leadership and managerial roles.
Here are some examples of abstract reasoning questions: Look at the items in the top row and decide which of the items in the bottom row comes next in the sequence: The correct answer is D. To solve this, you will need to have identified the two rules operating here: Rule 1: Odd to even, the shapes row move one position upwards, reappearing at the bottom when they disappear off the top.
Rule 2: Even to odd, the shapes move one position to the left, reappearing on the right when they disappear off the left side. Abstract reasoning questions often involve movement of shapes. Look out for different rules that operate on odd or even questions as they are becoming more common. Here is another example of a tricky abstract reasoning question: Look at the items in the top row and decide which of the items in the bottom row comes next in the sequence: The correct answer is A.
To solve this question, you need to understand that the squares in the top half of the boxes tell you something about the shapes below them — they are a kind of code. In this case there are four rules: Rule 1: Grey square means that the shape and colour of the shape below are correct. Rule 2: Striped square means that the shape and colour of the shape below are incorrect.
Rule 3: Black square means that the shape of the shape below is correct but colour is wrong. Rule 4: White square means that the colour of the shape below is correct but shape is wrong.
Mechanical Reasoning Tests These tests evaluate competence in mechanical or technical ability. They tend to be used for jobs where there is a need to understand how things work technically, such as engineering roles. They often include questions on topics such as levers, gears, pulleys, springs, screws, acceleration, gravity, clamps, shafts, pressure, friction, eights, volumes, conveyor belts, kinetic and potential energy, balancing scales, simple electrical circuits, applied maths, magnetism, mirrors and reflection.
This film gives a good introduction to solving different mechanical reasoning tests. This includes analysing, conceptualising and reasoning. To be successful candidates must be able to structure and appraise arguments, identify assumptions and inferences, and understand and synthesise information, these tests are primarily used for lawyers but they are also used by other organisations where a high level of analysis is required. The most common critical thinking test is Watson Glaser.
You can find out more about these types of tests in this video: Personality Tests These tests aim to understand what a person is like and how they are likely to behave. You can find our expert guide to Personality Tests here. There are other personality tests that are particularly relevant to the workplace, such as the OPQ Occupational Personality Questionnaire or that assess how an individual is likely to respond to authority e. Others assess how individuals are likely to behave under pressure such as Hogan Dark Side.
A more recent trend has emerged in which one test can provide a wealth of different psychometric data in one go, such as Talent Q Dimensions. Motivation Tests These tests aim to understand what is likely to drive or motivate an individual. There are many different things that might motivate someone, things like the need for sustainability e.
Understanding what motivates someone is particularly useful for understanding whether they are going to find the culture and expectations of the organisation agreeable, and in establishing whether they are likely to focus effectively on the priorities of the role.
Situational Judgement Tests These tests are designed to understand how a candidate might actually behave in the workplace. For example, are they likely to be a good team player?
For the purposes of this article we are interested in use in the employment setting where they are primarily used to assess people both for suitability for particular types of work or for development within work. Psychometric tests are defined by five essential features. Tests are administered and scored objectively. Psychometric tests are designed so that the experience Psychometric tests are designed in a scientific manner in of every person taking a test is as similar as possible.
Tests order to ensure that they are valid and reliable, that they are standardised so that differences in scores can be really do measure what they claim to measure and that attributed to the individual who has completed the test and they do so with a reasonable degree of accuracy.
They not to conditions faced by the individual when completing can be used to assess a wide range of abilities, aptitudes the test. This means that each individual is given the same and personality in people. Most psychometric tests are instructions, is presented with the same questions and has designed to be completed in a formal and standardised the same amount of time in which to complete the manner. This ensures that everyone who takes the test is questionnaire. Standardisation means that psychological given the same instructions, has the same amount of tests are seen as fair and objective.
Nowadays as everybody else who completes the test. It is useful to TEST TYPES consider the ethics of any The most commonly used types of given tests and to assess tests in occupational testing are aptitude the most common tests on tests, personality questionnaires and c omplex world the market six of which are degree questionnaires.
The tests nearly always use what is called a forced-choice answer format where the person completing the test has to select the right answer from a set of alternatives. Aptitude tests are used to assess logical reasoning or thinking performance and are often referred to as tests of maximum performance. They are not used to test general knowledge.
Many aptitude tests are designed to measure a specific ability — that is, verbal reasoning, numerical reasoning, abstract reasoning or critical thinking. These tests are used most commonly for selection purposes, with the verbal and numerical reasoning tests usually the most popular. In completing the tests strict time limits are applied. The questions do have right and wrong answers. This group consists of other people at the same level of education or employment, or applying for similar types of jobs.
Psychometric tests should normally only form part of the selection process and be used in conjunction with other assessment methods such as group exercises, interviews and presentations.
Normally, as part of a selection process, aptitude tests have a pass mark or cut-off score which applicants must attain in order to continue with their application. Tips for the interview itself.
Common questions and some ways to answer them.
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