Many graduate recruiters use psychometric tests during the recruitment and selection process, and recent surveys show that this is a growing trend across both large and small employers.
Utilised in both the public and private sector, psychometric tests are not just confined to the industries you might expect, such as finance or banking, but are common across all sectors and career fields.
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Employers use tests as they are an objective measure of applicants' abilities.
They are efficient at being able to deal with large numbers of applicants and are easy to administer.
In virtually all cases, tests are now computerised. They are mostly delivered in multiple choice formats and are timed. Tests have been researched and trialed and your results are usually compared with how others have done in previous tests.
As technology develops, there is a wide variety of psychometric tests, but most will fall into one of the following categories:
Usually numerical, verbal and sometimes diagrammatical reasoning. These are the most widely used by employers.
These are often about determining personality style or preference.
There are no right or wrong answers and typically address behaviour and distinguish between personality traits and types.
These are about your values, drive, energy and engagement.
These are about judgement, practical knowledge and often what is referred to as "common sense".
They assess behaviours, skills and competencies and are based on responses to workplace scenarios.
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Some people are worried more by numerical tests than anything else, but in most cases you will not be expected to have any mathematical knowledge beyond GCSE.
BBC BitesizePractise your KS3 maths
MathcentrePractise your math skills if you've not used them for a while
Maths for Employability MOOCMassive open online course run by Loughborough University
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