Organisations require a variety of personality types to succeed and psychometric testing (previously more commonly known as aptitude testing) is a way of ensuring a balance of personality types.

• Aptitude/Psychometric Testing
• Preparing for the test
• Assessment Centres
• Useful resources

Aptitude/Psychometric Testing

These are structured exercises, often in the form of multiple choice questions. They are designed to assess your reasoning abilities, or how you respond to different situations. There are two main types of Aptitude/Psychometric tests:

a) Aptitude, cognitive, ability or intelligence tests aim to assess your capabilities in tests of reasoning, that is, the level and nature of your thinking competencies. They are not tests of general knowledge but are designed to measure a particular ability:

• Verbal
• Numerical
• Diagrammatic
• Spatial
• Abstract reasoning
• Data interpretation

In practice the tests used by most employers are verbal and numerical. They are administered under exam conditions and are strictly timed.

The questions are often multiple choice and have definite "right" or "wrong" answers. Your score is compared with how others have done on the test in the past. This group (the "norm group") could be other students/graduates, current job-holders or a more generalised group. This allows selectors to assess your reasoning skills in relation to others.

Preparing for the test

This can be achieved by contacting the Careers Service and sitting a practice test, or else complete a test on the web, practicing with word games, mathematical teasers, puzzles with diagrams. If it has been a long time since you did maths, brush up by practicing some basic mental arithmetic: addition, subtraction, division, multiplication and calculation of percentages and ratios.

During the test: work through the questions at an efficient rate. Don''t worry if you if you don''t answer all the questions-it does not matter if you do not finish the test, (though you try to complete as much as possible). It is the number of correct answers that counts.
Read the questions properly- people some times get the wrong answer because they have rushed at the question and did not read it properly, particularly in numerical and data interpretation questions.

b) Personality questionnaires: These gather information about how and why you do things in your own particular way. They look at how you react or behave in different situations, and your preferences and attitudes. Questionnaires on interests and values are also produced, but are rarely used for selection purposes. They focus on a variety of personal factors such as:

• How you relate to others
• Your work style
• Your ability to deal with your own and others emotions
• Your motivations and determination
• Your general outlook

Unlike aptitude tests there is no "right" or "wrong" answers and questionnaires are usually untimed. The selectors will not be looking for "rigid typical" personality profile, although certain characteristics will be more or less appropriate for that particular job.
The best way to approach all of these questionnaires is to answer them as straight forwardly as you can. Guessing what the employer wants is difficult and could well be counter productive- after all, you do not want to be given a job which really doesn''t suit you.

More information and advice is also available from the Employer Information section in the DCU library.
Information and examples of test questions can be located in the Red Folder marked Assessment Centres.

Assessment Centres

Assessment centres are increasing in popularity among employers in determining which applicants may be suitable. Using this sophisticated method of selection, the employer can identify the relative strengths and weaknesses of candidates and achieve a better ''match'' with the job on offer and see what training may be needed for those selected.

What is an Assessment Centre?

Each employer will design their own programs and use different types and combinations of exercises.
The selectors observe a group of candidates in a range of situations over a longer period than is possible with a single interview. Indeed, the assessment may be called a second interview.

• A typical group would consist of no more than 10 candidates.
• The exercises are designed to let you show your personal and technical skills relevant to the job.
• They are not competitive.
• Centres can last from 1-3 days.
• You may be ''informally'' observed in social settings during meals and in the bar during the evening.
• Travel expenses are usually paid and accommodation provided if necessary.
• Although intensive, Assessment Centres should be fun.

What will I have to do?

There are usually a number of the following:

• Group activities
• Presentations
• Role plays
• Written exercises
• Aptitude/Psychometric tests
• Interviews
• Social events
• Non-participative events

Group activities:

• Designed to see how you interact with other people - Tests your teamwork skills.
• An effective team has clear objectives and agreed goals.
• You should take different roles - at times leading at others supporting.
• There should be a time-keeper and regular reviews.
• Conflict has to be handled carefully.
• Negotiation skills are important.

Typical assessment centre exercises include:

• Introduction - lighthearted and practical exercise to help the group relax and for a group dynamic to develop
• Group task - given a specific task to be completed in a specified time. May be practical like producing a model from legs or straws or a decision-making exercise like deciding where a new factory should be located
• Group discussion - given a topic to discuss and come to a consensus and/or make recommendations within a set time, for example ''should Neighbours be banned from TV?''
• Presentations - you may be given the topic prior to attending the Centre or whilst at it. Some presentations are delivered to the assessors alone others with the rest of the candidates as your audience. It is important to keep within the time allotted, keep the structure simple and to avoid gabbling your way through it
• Role Plays - usually focus on a work-related issue with someone else playing the part of a colleague or client. You will be given background information and time to think yourself into the role
• Written Exercises - Case Study - you will be given the outline of a situation and lots of facts and background information; some relevant, some not. Within a certain time you must read the information and prepare your recommendations which are discussed subsequently with your assessor
• In-tray exercise - you will be given a variety of pieces of information and correspondence contained in a fictitious employees in-tray. You need to read the information, identify priorities and make recommendations for action
• Drafting - designed to test your written skills and ability to think clearly and logically this usually involves sorting through a variety of reports, letters, charts etc and drafting a letter or a report setting out your recommendations
• Aptitude/Psychometric Tests -the two main types of test are aptitude/ability and personality profiles. They are used to supplement other forms of assessment and are often administered as a short-listing device. You cannot prepare for personality inventories but it is worth doing some practice aptitude tests. See information about on this type of testing
• Interviews - most organisations will include a further interview either with an individual or a panel. This may be similar to our first interview or more technical and structured around the capabilities sought
• Social events - although not part of the assessment your behaviour and how well you relate to others will be observed
• Non-participative activities - tours of company presentations are often included in the program. You may be asked questions on these elements later on. It is also an opportunity to learn more about the work and organisation and help you decide if you will take the post if it is offered

Useful resources

There are a huge number of online resources offering information regarding interviews. However, we believe the following sites are the most useful and informative:

• GradIreland offers comprehensive careers planning advice for Irish students and graduates and boasts lots of relevant information in addition to offering an impressive virtual tour of the application process, including assessment
• Prospects provide an informative piece on psychometric testing here, and a detailed section on assessment centres here
• DoctorJob is an award-winning graduate Careers site and its quirky, friendly layout and has an excellent 'Diary of an assessment centre' section
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