psychometric tests

You've spent your life trying to widen it. Your work saved the lives of thousands. What if I told you that reality is one of many?
The Ancient One (from the movie Dr. Strange)

Psychometric tests are a standard and scientific method used to measure individuals' behavioural style and mental capabilities.   

Psychometric tests are designed to measure people' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities), areas of improvement in a specific role but also to have a better understanding of teams' dynamics.

Our tests can identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.

The prime objective for a hiring manager is to identify at an early stage those job applicants who are unlikely to fill the requirements of the position on offer and consequently narrow the applications further. McQuaig Psychometric Survey can support them easily.

What do personality tests measure?

Your personality and behavioural style are measured through what is known as a self-report personality questionnaire. A self-report questionnaire is a ‘test’ that asks you through covert questions (reading the question doesn’t reveal what it measures) about aspects of your own personality which are relevant to the workplace. For example, your response to a question about how you behave in a party can indicate your ability to work in teams. The information collected on you is collated into what becomes known as your ‘personality profile’.

The personality test is different from the aptitude tests:

  • A personality test has no right or wrong answer.
  • A personality test is not timed. 

Your responses to questions in the personality test allow potential employers to make predictions about how you will respond across a range of vastly different work-related activities. These predictions assist employers to measure how suitable you are for a role. 

What do employers seek in the personality test

Employers’ prime objectives are to establish whether you:

  1. can do the job
  2. will do the job, and
  3. will fit in

Your personality and behavioural style have a significant role to play in providing the answers to all three questions.
Personality tests assist employers to evaluate how you are likely to handle relevant work-related activities, such as managing stakeholders, working in teams, complying with rules and regulations, solving problems in a practical manner, leading others, coping with stress and pressure, and more.

Employers are likely to seek in candidates those personality traits which match the job requirements. For example:

  • Candidates for HR professional roles are likely to be required to demonstrate superb stakeholders’ management skills, effective communication skills, a structured and planned approach to tasks, etc.
  • Candidates for engineering roles are likely to be required to demonstrate a prudent and calculated approach to work, work-safety attitude, and ability to cope with pressure in the workplace.
  • Candidates for sales roles are likely to be required to exhibit a competitive nature, high motivation to achieve results, and the ability to initiate and close sales.

The above examples show that there are no right or wrong answers in the personality test. There is also no positive or negative personality. Your personality is measured based on its suitability to the job requirements.