Psychometric Personality Test Questions And Answers Pdf
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[FREE] Psychometric Personality Test Questions And Answers Pdf
Each one uses a different style of test questions and measures different personality scales. Most personality tests profile you across 16 to 32 personality scales. You will practice and be ready for all the types of personality tests when you take...[DOWNLOAD] Psychometric Personality Test Questions And Answers Pdf | new!
Psychometric tests are often used as part of a recruitment process. They are a way for employers to assess your intelligence, skills and personality. In other words, recruiters use psychometric test scores to work out whether or not to hire you....
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The term 'psychometric' is coined from the Greek words for mental and measurement. There are three main areas that the tests explore: Your capabilities, Your aptitude for the job, To determine whether your personality fits in with the vision of the organisation you are hoping to join. Essentially, the tests are looking to evaluate your intelligence, aptitude and personality, as well as how you handle pressure and your working style. As explained further below, there are essentially three categories: aptitude tests , skills tests and personality tests. Let's examine each in turn: Aptitude Tests Aptitude tests aim to assess a specific or general set of skills, though this often depends on the type of job that you are applying for. Categories found within this group include: Numerical reasoning test. Used to identify how you interpret data, often via a combination of written and statistical information presented in reports, graphs or charts.- This can also be used to assess basic mathematical abilities. Try a free sample test below. Verbal reasoning test. Used as a way to determine your ability to evaluate detailed written information so as to make an informed decision. Inductive reasoning test. These require you to identify trends or patterns, typically using diagrammatic information. Diagrammatic reasoning test. These assess your capacity for logical reasoning , using flowcharts and diagrams. Logical reasoning test. Aims to evaluate your skills in reaching a conclusion. You may be provided with some information and then asked to make a decision on what you have been provided with.
- As such, these tests are also often known as deductive reasoning tests. Error checking test. Assesses your ability to quickly identify any errors in complex data sets such as codes, or combinations of alpha-numeric characters. The type of test that you will have to undertake will be determined by the job type and sector.
- For example, inductive or logical reasoning assessments are used to evaluate candidates applying for jobs in science, IT or other roles where advanced technical skills may be needed. These tests usually comprise of multiple-choice questions and a specified time frame in which to complete them. Inductive testing can result in the identification of new solutions and strategies to solve the issue, which is why these types of tests are used in many firms who specialise in technological innovation. As with any type of recruitment related test, it is always recommended that you familiarise yourself with the process so that you know what to expect and are adequately prepared.
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Psychometric tests are quite formal and impersonal but there are many ways in which you can practice and prepare. As well as our own aptitude tests , WikiJob recommends the psychometric tests available from JobTestPrep. WikiJob also has a psychometric tests app , available for both Android and Apple devices, which includes 10 numerical tests and 8 verbal tests. The tests include a timer and worked solutions at the end. Depending on the job you are hoping to secure, the aptitude test may include something such as designing a basic web page if you are applying to be a designer or a financial modelling task if you are applying for a quantitative role in finance.- Both capability and skills tests are assessed through paper-based exercises consisting of multiple-choice questions completed under exam conditions. Increasingly, psychometric tests are completed online using specialist systems that removes the requirement for a paper-based test. Personality Tests Personality assessments enable employers to evaluate your suitability based on your behaviour and the way in which you approach your work. This will be used to determine how well you will fit into the organisation and the culture of the business. Your responses will often be cross-referenced with those of a top-performing employee or successful manager, which will be an indication as to whether you share the same characteristics. Employers look at many factors during the recruitment process, from your knowledge and experience through to your aptitude in areas such as decision making and teamwork.
- Myers Briggs is one of the most commonly used personality tests. After progressing through a series of questions about how you would feel or act in a given scenario, you will be assigned to one of sixteen personality types based on your responses. Employers then review this personality type to see if you would fit in with their organisational values. There is rarely a time limit, as they are looking for you to answer the questions honestly though it's worth having a sense of the job description and the employer needs in the back of your head as you go along. How to Prepare for and Pass Aptitude Tests Practising similar aptitude tests beforehand is likely to improve your performance in the real tests.
- As such, try to become more familiar with the types of test you may face by completing practice questions. Even basic word and number puzzles may help you become familiar with the comprehension and arithmetic aspects of some tests. WikiJob recommends practising aptitude tests prior to the real assessment. JobTestPrep offers a wide range of professionally constructed psychometric questions, structured in a professional format, just like the real thing. Preparation Before the Test Treat aptitude tests like an interview : get plenty of rest and sleep, plan your journey to the test site, and arrive on time and appropriately dressed.
- Listen to or read the instructions you are given and follow them precisely. Before the actual aptitude test itself, you will almost certainly be given practice examples to try. Make sure you ask questions if anything is unclear at this stage. You will normally be given some paper on which to make rough workings. Often you can be asked to hand these in with the test, but typically they do not form part of the assessment. Taking the Test You should work quickly and accurately through the test. You should divide your time per question as accurately as you can — typically this will be between 50 and 90 seconds per question. Remember that the tests are difficult and often you will not be expected to answer all the questions. Be particularly cautious if the aptitude test uses negative marking; if this is not the case, answer as many questions as possible in the time given.
- Remember that multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make. When approaching any type of psychometric test , it is really important that you do not try and give answers that you think the employer will want to read, as they can usually see when candidates try to do this. If you are the right match for the business, you should find the tests relatively straightforward. Watch JobTestPrep 's video on why you should prepare for a psychometric test. If you would like to practise simulation aptitude tests, please try the 6 ones below, which were created by WikiJob and JobTestPrep in association with psychometric experts, and which are closely modelled on real tests. Our tests are slightly harder than the real thing, in order to make them sufficiently challenging practice.
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Don't forget to first check out the test tips and techniques mentioned further down this page. You can take the tests as many times as you like. Click the 'Take Test' link below on either to get started.- Affirmation 4 : True Analogies Analogy questions involve a pair of words present in a statement, followed by four different pairs of words. The exercise's purpose is to determine the logical relationship between the given words, and then choose the answer in which the duo follows the same logic. In order to arrive at the correct answer in analogy questions, it is necessary to focus on a number of elements. In such questions there are a number of commonly used connections: Degree of intensity: The second word is equivalent to the first and differs only in intensity; usually taken to the extreme.
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Example: love - worship; intolerant - racist Cause and effect: The second word can be caused by the first or vice versa. Example: bomb - destruction; ambition - success Synonyms: Both words have similar meanings. Example: caution - safety; knife - dagger Antagonism: The two words have opposite meanings. Example: prey - predator; pleasant - unpleasant Item to category: One of the words constitutes a category and the other word acts as a suitable item. Example: blue - color; dictionary - definition. Many other types of links exist, including the combination of several types of the links mentioned above. Tips and Tricks It is crucial to pay attention to the order of words! Answers which appear to be of similar logic to the given analogy may be false due to the words being presented in a different order.- The grammatical form of the words in the pairs is decisive. Generally speaking, the easiest way to find the connection between given words is by creating a sentence containing and linking between the two. You must then insert the proposed duo in the same manner and decide if there is a suitable match. It is important to check all possible answers; it is possible that more than one word duo will match the sentence, in which case you will need to create a new sentence with a narrower link between the two words. Critical Verbal Reasoning The critical verbal reasoning test constitutes an integral part of cognitive tests, the critical verbal reasoning test being one of the most complicated among them. This mode of reasoning is based on several keywords. Arguments: According to the Larousse dictionary, an argument is a reasoning; a proof intended to support information.
- In critical reasoning questions, the argument is of particular structure and is comprised of two parts: A premise: a proposal put forward in support of a conclusion. A conclusion: a consequence deduced from a reasoning or observation. Familiarity with the argument's structure and its impact on the text is essential when taking a critical reasoning test. Indeed, the statement will generally present different arguments that the candidate will need to analyse, in order to determine which of the conclusions given as options best corresponds to the question. Inference: An inference is a conclusion which can be obtained from certain observations or supposed facts.
- Many of the questions that appear in verbal critical reasoning tests make use of this element. In exercises such as these, the candidate is asked to recognize the veracity of a proposed inference. The question will then offer five possible answers: True: The inference is definitely true and this statement is based on the proposed facts. Probably true: In light of the observed facts, the inference is more likely to be true than false.
- Insufficient data: The proposed facts do not allow for the making of any formal conclusion. Probably false: In light of the facts observed, the inference is more likely to be false rather than true. False: The inference is definitely false, the facts are misinterpreted or contradicted by the inference. The Syllogism The syllogism, invented by Aristotle, consists of two propositions called "premises" from which a third is deduced "conclusion" , thus linking three statements or arguments.
- The two premises are often of the following form: The major premise, considered to be the most general statement, is the sentence containing the major term. The minor premise is the sentence that contains the term for the concluding statement of the syllogism. The third sentence will contain the conclusion, deduced from the two premises. This consequence may be legitimate or illegitimate; a conclusion is illegitimate when, even though the premises are true, the outcome does not correspond to the statements of the first two exposures.
- What are your strengths? Many people have a fear of tests, but these are usually only part of the overall assessment procedure. Employers will use them alongside interviews , application forms , references , academic results and other selection methods, so test results won't usually be the only information looked at. No test is perfect, and some candidates such as those with disabilities, may be at a disadvantage when taking this type of test. If you have a disability contact the test administrator in advance as they may be able to make allowances. Lower scores on intelligence tests correlate with higher risk of developing personality disorders, depression, heart disease and other illnesses.
- Administered under timed examination conditions. These assess logical reasoning and increase in difficulty during the test. You have to solve problems or do tasks. They commonly take the form of multiple choice with right and wrong answers e. You are not expected to finish the tests. Your score relates your performance to a 'normed' group. So, your aptitude, ability or intelligence has a relative value to it. This is important to an employer who may want to know how well you can do something in relation to other applicants, the general population or people already doing the job.
- Your score can be used in different ways. There may be a pass mark or the employer may have planned to interview a certain number of candidates and provided your score puts you in this group you will continue on to the next stage of selection. Alternatively, your score could simply be a further measure considered by an employer alongside a variety of other measures, such as interviews. The Flynn effect refers to the widespread increase in IQ scores over time. Scores have increased the most on fluid intelligence: the ability to solve abstract problems, whereas verbal intelligence has remained static. The rise is mainly on content that is not easily learned.
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Explanations have included better diet, smaller families, better education, greater environmental complexity and stimulation from computers and other media, and improvement in test-taking skills. You can learn to do better on these tests and you can do it very quickly. Tips and comments from Kent students Bring a calculator for the numerical test in case one isn't provided or has an unfamiliar layout. Read the passage slowly and carefully and the answer should be pretty obvious.- Don't rush it as some companies negative mark on them, it's probably better to not finish but get all the ones you attempt correct than finish it all but get half wrong. The numerical was the usual extract data from graphs, pie charts. It gets more complex as you go along but from what I've seen it's not important to finish and more often than not you are not expected to finish given the time constraint as they also look at your accuracy. The numerical test was the interpretation of graphs and pie charts and the questions get harder as you go along. The verbal test was one of those where you are given a paragraph and you are supposed to say if 'true', 'false', or 'can't tell' given a set of questions, and they get trickier as you go long. Practise numerical and verbal reasoning tests as much as possible. Diagrammatic and spatial reasoning are different but frequently confused.
- Diagrammatic reasoning also called abstract reasoning tests provide good measures of general intelligence. They involve evaluating processes represented via diagrams, understanding logical rules and process diagrams and identifying causes. Abstract reasoning is used where the ability to cope with complexity and deal with novelty is required rather than relying on previous experience. Spatial reasoning tests predict the ability to work with complex plans. Spatial reasoning involves mentally rotating two dimensional representations of three dimensional shapes. It is needed in engineering settings, architecture and interior design See our practice computer aptitude test Often if you are given aptitude tests for a computing job, these will be standard numerical , verbal and diagrammatic tests but sometimes you will get a programming aptitude test.
- Some of these use "pseudocode", flowcharting, or assembly language. You can find information at www. Ask at Careers reception to use our reference copy. Parity IT Aptitude Test. Very difficult test which tests your suitability for Information Systems roles by probing your logical thinking and a disciplined approach to complex problems Don't need computing knowledge or strong mathematical ability just ability to work through complex problems. You are given five increasingly complex problems to do over a day. The test does not have a time limit, but you need to record the time the test takes you. Most people take from three to six hours to complete the test. You are free to make beverages and take comfort breaks, and deduct this from the overall time from the start of test until you finish. Questions mix very long mathematical and programming problems e.
- The test was very much IT based. You can't do much to prepare for this test. Only one test per year can be conducted, per type of test, per person. Write down information as requested, until you reach a stop condition. The first one is trivial, the second involves some work as it would take too many iterations to reach the stop condition, so you need to work out how many iterations and then adjust the final figures accordingly.
- Questions three and four were loosely based on memory management, adding offsets and finding memory locations. Question five is different because it tests if you can follow a set of instructions, with no example given, and the instructions are slightly opaque, but the errors you find if you misinterpret the instructions are pretty obvious. So yet again just read the instructions and take your time. The tests are conducted with pencil, so take a retractable pencil and a good quality eraser. Simple command line language and practice examples with answers provided.
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Have to do simple maths with this computer language, similar to concept of registers in the ALU. Also included conditionals and loops. I was given a "technical awareness test" which included the following questions: What is on-chip cache? Where are UNIX system configuration files kept? When doing the syntax checking, it can be more productive to answer the questions NOT in the order as they appear, but looking for the type X questions and then answering the type Y questions. This way you don't have to keep switching the rules in your head. I've done the same test in both ways and found the second way was more productive.- Syntax checking test: 10 minutes Syntax checking test. Two types of code, X and Y, each has 4 rules. Check 40 lines of code, each is of a type, and see if they conform to their particular set of rules. See to the right for tips. Morgan Stanley They gave me random on the spot maths questions that you had to think 'outside of the box' to solve. Morgan Stanley Abstract test, finding patterns etc. See our Letter Sequences test. They ask about your preferences and try to identify how well you get on with others, your normal reaction to stressful situations or your feelings about the kind of people you like to work with. They assess how you do things whereas ability tests assess how well you perform tasks.
- They help the selector find out your style and way of doing things. Sensible organisations will use the questionnaire in conjunction with your application form, interview and other information to make decisions rather than in isolation. It is unlikely that these questionnaires will be timed or indeed have right or wrong answers. Do not let this lack of exam conditions fool you. Some employers will know precisely what they are looking for in terms of an ideal Personality Profile and it is up to you to meet their expectations. Don't think too long about your answers, as your first reaction to a question is often the most accurate. It is unwise to try to fake the answers. These questionnaires usually have some type of internal checking where the same question is asked with different wording early and late in the test to try to detect dishonest answers. You may also be interviewed about your answers, and dishonesty may be found out during the interview.
- Ultimately, there is little point in pretending to be the kind of employee a firm is looking for if you are not right for them. Find something else you will enjoy doing! SJTs also give candidates clear understanding of the role and kind of work situations they may encounter. There is usually a minimum cut-off score. A typical question may ask "If you saw your line manager stealing at work, what would you do? I'm not personally convinced of their reliability in recruiting the right graduates as often the answers are very ambiguous in these tests. All participant data is anonymous Practice Aptitude Tests www.
- These questions tend to comprise statements for which you will be required to indicate the extent to which you agree or disagree on a numbered scale. The test results in the production of a personality profile. These tests can be daunting, as they do not rely upon aptitude. You can, however, still prepare for the test to ensure you create a strong impression. Taking stock of our ten top tips for passing a personality test below will ensure you are aware of how to avoid the potential pitfalls. Trying to second-guess the answers your prospective employer will show preference for is not recommended, as it will lead to overthinking and a confused personality profile.
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You should, however, consider standards of professional behaviour and ensure that your answers are reflective of a good work ethic. Approach the questions from the point of view of your working behaviour, rather than how you conduct yourself in personal or social situations, as employers are interested in how you will operate in their company environment. Personality tests can vary in structure and question style according to the publisher , so do not assume you know the format of the test because you have taken a practice assessment.- Check also whether the test is timed. While there is rarely a time limit for personality tests, if your response time is tracked then be aware and move at a considered pace through the test. This will result in a consistent and realistic personality profile. You must also be wary, however, of selecting all your responses from the middle of the answer spectrum. Over-choosing the neutral option or answers with weak sentiment may convey indecisiveness to employers. It may also suggest that you are trying to pass the test by playing it safe, giving little personality information away. It may be helpful to list them out. Some employers have their own personality tests crafted to reflect their specific company values, so look for this information online and review the key points. When completing the personality test, ensure you are reflecting the characteristics and values you have highlighted.
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