Pre-selection tests

Candidates going for an interview are asked sometimes to spot identical looking diagrams in an exercise cluttered with unruly designs. In other words, it is a psychometric test and the interviewees need not get surprised over this. Today, many companies are using psychometric tests to gauge prospective employees.

Let us take the case of RM, a front desk manager at a five-star hotel had to take a psychometric test while applying for a new job. The test was divided into three sections Psychometric, Arithmetic and English. It is observed that almost every firm these days is conducting these tests and that the degree of complexity varies as per the position. An aspirant is allowed to proceed to the next level only after clearing the above mentioned tests any of them or all depending up on the tests given.

A psychometric test is a method of assessing a person’s ability of personality in a definite manner. The tests are of three types: ability, personality and interest tests. Recruiters find the tool useful in hiring people with the right combination of skills and abilities. In case of seasoned employees, it helps them identify similar qualities in a group of people and hone them further.

Benefits for employers:

Helps in general selection: It’s particularly useful in IT and ITES sectors, which have a large number of applicants. Psychometric testing helps to sort out candidates at an early stage, saving the recruiters’ time and money.

Comprehensive in nature: It ensures that good candidates are selected by assessing their ability and behavioral styles. For example, an ability test is further sub-divided into tests of achievement and aptitude. It analyses an individual’s verbal, numerical and abstract reasoning as well as mechanical and spatial aptitude.

Analyses leadership qualities: personality questionnaires help in understanding how candidates will behave, think, feel or perceive a particular situation. In such a format, people are encouraged to choose their answers from a number of alternatives, which are interpreted accordingly.

Some questionnaires analyze a candidate’s area of interest. Even career counselors use these tests to suggest suitable career options to youngsters.

Similarly, psychometric tests are also used to determine factors that motivate an employee to the maximum.

It may cost a bit to get the staff trained in psychometric assessment, but it’s worth it. A good personality questionnaire can furnish Information about a person in an hour, which could otherwise take months.

The concept of psychometric testing is yet to gain ground in India, as people still follow the specific skill tests formula A bad hire costs the firm both time and money.

Tests can be customized so that they can be altered to suit the complexity or stress levels of a job. Entry level candidates have simpler tests while the questions get tougher for middle level executives.

They have long term cost benefits, be it for recruitment of new staff or re-organization of existing ones. Expenses of psychometric tests are modest when compared to costs of high turn-over, under performance or wrong placement of staff.

Benefits for candidates:

Psychometric tests, if applied well can determine the fit between a role and a person’s aptitude. There is nothing called succeeding in a psychometric test. It’s like checking a person’s weight and eyesight for the role of a pilot. A candidate should always try and answer it truthfully.

Some firms provide feedback to candidates too. And what’s better, these tests make the selection process fair, open and transparent.

Master the art of making presentations to impress and convince the client. Presenting ones work to a client is not an easy task. After putting in long hours of hard work it’s finally time to present the concept to the client. It’s very important that the client likes the concept, for which the presenter must know the client’s needs. In that case, make sure that the client appreciates presenter’s hard work. Here are a few tips that can help one to make an impression on the client:

One should never be shy during presentation. Everyone makes mistakes and gets nervous. But don’t let the jitters keep one away from discussing whatever is there in the mind during a meeting. If your concept is rejected by the client, don’t stay mum and upset. Speak up. Sit down with the client and explain every single point again. Try and answer all their doubts and assure them you can fulfill their requirements.

Have patience: Your client might act a little rude or pricey but you need to be patient. Listen to your client’s problem carefully and find out what it is that they went from you? Don’t take I just don’t like it … as a response. Be calm with your client and don’t snub him if he launches a counter argument. Instead do all that it makes the client happy. Find people who make the decisions and try presenting to them. The longer the channel, the greater are the chances of your idea getting distorted.

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  • Suresh

    The article has rightly pointed out the importance that pre selection tests are assuming. These tests can be used to define what kind of behaviour would be best suited, what are the values and motivators that are important and the top soft skills that would be of importance to the role and then comparing candidates against these parameters and taking the one best fitted. These tests in conjunction with the regular interview can help in selecting the right candidate for a Job. They can minimise the selector’s bias in the recruitment. They can also be used for improving the performance of existing employees, in team building and in career counselling.

  • reena

    This article is quite I am also in HR and request if you have any samples of pyschometric test.

  • Leenaf

    It is an excellent text on the relevant information