BrightSpyre have compiled a comprehensive guideline on aptitude or psychometric testing used by several Multinationals and Local corporations in Pakistan to assess their potential employees. To fresh and experienced opportunity seekers, the guide will walk them through the various types of tests used for pre-employment screening in Pakistan and their general formats and pattern.
Traditionally the educational institutions put more emphasis face-to-face interviewing and assessments, while companies are using more sophisticated techniques in the early stages to recruitment to filter out their desired talent that matches not only the role but with the overall culture of the company. These tests help to give the employing organization a better evaluation of the candidate’s suitability for the job that they’re applying for.
The word psychometric refers to the assessment of the mind. A psychometric test used for hiring is a standard questioning system based on measurable norms to quantify a candidate’s mental capabilities and behavioral style. Psychometric tests are based on both scientific and psychological research, studies and results. The aim is to provide a reasonable guide to how a candidate will handle specific responsibilities and situations in the work environment.
Unlike traditional testing that measures a person’s education skill, skill set, and experience, these tests are designed to assess a person’s behavioral traits and personality profile that is much harder to judge during interview. Psychometric testing can measure a number of attributes including intelligence, critical reasoning, motivation and personality profile.
Psychometric tests are now widely used by recruiters to assess their potential employer. These tests are designed to measure a person’s intelligence, skills and personality traits. As each organization carries its own distinct culture and each job requires a distinct set of traits, recruiters use these tests to measure not only your intellectual abilities but also to see if you can fit the role in the given culture of organization.
While an interview process can be fairly subjective and although employers will normally assess skills and experience fairly accurately, much can still be left to gut instinct regarding aligned values and stereotyping. Thus these assessments are letting recruiters to assess candidates more objectively on their character, aptitude and working style in the workplace and whether these traits are aligned with the culture of the organization.
A psychometric test aims to provide measurable, objective data that can provide a better all-round view of a candidate’s suitability. It perhaps provides a more fair and accurate way of assessing a candidate, as all applicants will be given a standardized test. Recruiters use the results from these tests to determine whether you would be a suitable match for the company to which you are applying.
The tests are structured to accurately evaluate your capacity to work with others, process information and cope with the stresses of the job. The major portion of these tests includes questions with no right answers and no wrong answers. But it depends on who you really are and how you would behave in certain situations. The nature of these tests does add a scientific filter to gut-based decisions as well.
Different jobs in different functional areas require different combinations of skills. An employer may choose to have candidates sit the whole range of tests, but only require a pass score of 40% for numerical and a much higher 70% for verbal if they feel that verbal comprehension skills are more necessary for the job. This guide covers some of the Psychometric or Aptitude Tests used by various organizations in different industries in Pakistan.