Psychometric tests serve as a valuable resource within the staffing or selection process because they measure an individual's know-how, aptitude, approach and personality traits. Such tests provide insight into how a potential employee may perform in assorted job positions and environments. Although the majority of traditional psychometric tests used generally steer clear of evaluating a person's psychological and emotional solidity, there are some that attempt to gauge an individual's truthfulness, reliability and inclination towards certain reactions or emotional responses.
Psychometric tests are intended to generate defined results rooted in uniform structures and statistical theories. That being said, psychometric tests should be objective, consistent, reliable, analytical and nondiscriminatory. Psychometric tests are considered to be part aptitude-based (aimed at gauging one's proficiency, skills and logical abilities) and part personality-based (aimed at gauging one's individual characteristics and traits).
Depending on the specific psychometric test, there's a certain amount of preparation and studying that can be involved. For example, a person taking a psychometric test that focuses on his skills and aptitude within a particular discipline may want to look over and research notes in that arena. A person taking a psychometric test that is career-related and predominantly addresses his personality interests, objectives and capability to obtain or discover new talents, can only prepare by familiarizing himself with his priorities, inclinations and the features of the job that are important as well as the environments he thrives best in.
People also use psychometric tests when considering their career options, as the tests can help identify the occupations that match best with a person's goals, skills, interests and character.
Many school and career counselors use tests like the Strong-Campbell Interest Inventory to assist people in finding a suitable career path. Psychometric tests can serve as a great resource and self-assessment tool, helping to determine which careers are parallel to a person's capabilities, ideals and personality.
It's important to note that the results of one's psychometric test may not always accurately reflect her true aptitude. Some individuals don't do well on standardized tests or have trouble with tests in general. Additionally, the results of a psychometric test aren't intended to act as an explicit ruling on the occupations a person is best suited for or capable of doing.
Many psychometric tests can be taken online at no cost and are also available at local libraries and career development offices. When taking these tests on your own, it's a good idea to take more than one, so you can compare the results and gain a broader perspective. Use the tests in this capacity to act as a channel or guide within the career choice process, as opposed to a definitive ruling for your future.