What is psychometric testing?

In a corporate setting, Psychometric assessment usually refers to tests of psychological characteristics that are relevant to the workplace: intelligence, emotional style, values, abilities, preferences, learning style and personality. Psychometric tests are usually conducted by a trained psychologist.

A testing session starts with a detailed in-person interview which covers: your history and background; what outcome you want from the testing session; and discussion of suitable tests. Tests are conducted in several formats: interactive styles, online or computer-based questionnaires, and paper-and-pencil based tasks are the most common types. Testing may require more than one session in the case of particular tests.

After the testing is completed, the results are scored and analysed, and a report is prepared, containing a detailed summary of the results. The report will also contain recommendations based on your results, your desired outcome, and your history. Your results will be discussed with you in detail, and there is provision for the psychologist to have a conversation about the results with other relevant parties (eg, HR, manager) if desired. 

How are these tests useful in a corporate context?

Psychometric tests can be used wherever the knowledge of a person’s capabilities and characteristics is useful in making decisions about their future. For example, selection panels may use psychometric test results to support their decision about a candidate for a position. A worker considering a career change may wish to know more about their work preferences, learning style, personality and abilities, in order to find a new career option that suits them. HR departments may need information about learning styles, verbal/numerical/abstract thinking ability or manager/subordinate personalities in order to assist in maintaining a balanced workforce.

Preparing for psychometric testing

There are some simple things you can do to get the best results on the day of testing.

• Try to ensure a good night’s sleep the night before.
• Allow plenty of time to arrive at your appointment so you are not feeling rushed or anxious.
• A testing session may be 1-2 hours, so bring a small snack and a drink to keep your energy levels up.
• Understand that many of the questions don’t have a right or a wrong answer, but are measures of preferences and tendencies – so think about “what is true for you” instead of “what is the right answer”.
• The psychologist will usually offer you the option for a break between tests to recharge, but if you need a break, it is always fine to ask for one and the psychologist will allow for one at the next possible opportunity.
• Feel free to ask questions about the kinds of tasks you will be asked to complete in the tests if you, but be aware that for some tests, the psychologist won’t be able to give you much information, as some tests rely on obtaining people’s natural reactions.

Tests available at Bower Place

This is a list of some of the major tests we use at Bower Place to understand people and their capabilities. Many other tests are available, or can be sourced if appropriate.

Vocational assessment: Bower Place uses the Genesys range of tests (link) for vocational assessment, including:

• Tests of abstract reasoning, critical thinking, verbal and numerical ability
• Occupational interests profile
• Learning style assessment
• Values and motivations assessment
• Personality assessment
• Occupational personality profile

Intelligence: The Woodcock-Johnson Tests of Cognitive Abilities (Third Edition)(WJ-III-Cog) is the preferred choice of intellectual assessment at Bower Place. As well as internationally-recognised results and a range of useful clinical measures (including attention and executive function), outcomes on the WJ-III-Cog are accepted for entry to Mensa for individuals scoring in the top 2% of intellectual functioning. It also provides a suitable alternative test to the Weschler suite of tests, allowing for a repeat or alternative test of intelligence where the Weschler tests have been recently administered.

When should I consider testing my child?

• When their school results do not match what you know about their capability
• When they are “in trouble” a lot at school or at home
• When they seem to be act like a different child in different environments, or when doing different activities
• When a family history of learning difficulties is present
• When they seem very different to other children the same age – much brighter or much slower
• When they have difficulty connecting to others emotionally
• When they are always “hyper” and cannot concentrate
•  When teachers identify unexpected problems with reading, writing, or maths