When getting ready for your next job interview, it is important to do a research on the hiring company. Find out what they do ( if you don’t know), what services they offer or what are their products. This will boost your confidence while getting you ready for the interview questions.
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Psychometric tests are Aptitude or Ability tests designed to assess your level of ability in a particular skill required for the role; they are strictly timed and typically involve verbal, numerical and logical reasoning. These are the most common form of tests that you will meet in the selection process.
The Personality Assessments and questionnaires are designed to assess your personality traits or preferred styles of working. These are not usually timed and there is no ‘right’ answer however, they do require your honesty.
Ability tests and personality questionnaires are proven methods for assessing critical qualities for job success, such as solving problems, communicating effectively, ability to take decisions, being innovative and team working among others. It’s for these reasons that employers use such tests widely.
Used in recruitment and selection of entry level roles e.g. Management Trainees, Entry level jobs in Customer service, Engineering, Supply Chain, Marketing, Finance , Accounting, Medicine, Government, Service industry etc. Used in mid-level , Senior and Executive Level Managers for Recruitment , Promotion , Coaching and Leadership Development.
Research has shown that soundly developed tests of this type greatly enhance the recruitment process by providing evidence of ability or potential in a particular area. Personality assessment provides our interviewers with objective, reliable and relevant information that helps them to make a well-informed decision on your suitability for a particular role.
A psychometric test aims to provide measurable, objective data that can give you a better all-round view of a candidate’s suitability and to what extent the candidate match to the role on offer. It could be argued that psychometric testing offers some ‘scientific’ credibility and objectivity to the process of recruiting. It perhaps provides a more objective and accurate way of assessing a candidate.
Employers will consider what behaviours and abilities are required for good job performance. These are often described in terms of competencies. Competencies are a combination of “behaviours” that lead to high performance in the role. To measure an individual’s competencies, employers may use tests, interviews, and other assessment tools. During interview sessions facets like education, experience, appearance and punctuality are much easier to measure compared to the behavioural traits and personality which are more difficult.
The Personality Assessments help to give a better overall of a candidate personality and preferred styles of working. It offers a more objective insight of a candidate’s character, preferred working style, strengths and weaknesses. This evaluation when used together with other interview tools assist to secure the best fit for the role.
Mass Recruitment organizations often favor psychometric testing as a way of screening large amounts of candidates at the start of a recruitment drive. In this case, psychometric testing could help to drastically reduce the hiring manager’s workload, as it helps to swiftly identify a smaller pool of suitable applicants who have the potential to perform well in the later stages of interview. This especially can be used when you want to measure candidates ability for basic skills for example on numerical, verbal or logical capabilities for management trainees, customer service roles, data entry and administrative roles, entry level positions in technical roles, Information management etc.
Psychometric personality tests also provide leadership, team building and profiling capabilities, understanding of the sales profile and the career limiters and derailers of a candidate. The employers are also able to get an insight on the potential of the candidate’s performance in the future, their developmental needs and it increases retention when you hire right candidates for any role.
Yes we do offer psychometric tests to support your recruitment process with a more objective, robust alternative and proven method for assessing critical qualities in addition to your panel and one to one interviews techniques.
Specifically we offer
A variety of Aptitude and Skill tests
You are likely to have to complete at least one type of psychometric test in your career when applying for new jobs and entry level graduate and other roles. These could be aptitude tests for example numerical, verbal, Logical reasoning and personality Assessments.
Psychometric assessment tests (popularly known as aptitude tests by many Kenyans) are a measure of an individual’s mental capabilities and their behavioral attitudes. Many employers in Kenya make use of psychometric tests to measure a candidate’s suitability for a particular role. Psychometric test have proved popular as they are able to extract and identify hidden aspects of a candidate that CVs and face to face interviews cannot establish.
According to a HR recruitment specialist with Flexi Personnel, a majority of Kenyan job seekers fear psychometric tests due to a number of reasons while others believe it’s not a good measure to assess their abilities, personality and job suitability. Caroline explains that psychometric tests in Kenya are usually objective and statically examined.
The main types of psychometric test are Aptitude testing and Personality and occupational questionnaires. Aptitude tests evaluate your competence, logical, analytical and reasoning ability in a specific field while Personality and occupational questionnaires are used to identify the way you will behave in a situation, how you do things and your attitudes. The most common type of aptitude testing is verbal and numerical logical reasoning.
Some of the tips that you can use to pass your next psychometric test include
The key to passing psychometric tests in Kenya is to practice, practice and practice. According to the research done by Flexi Personnel Kenya, many Kenyans believe that if they have a degree, they can easily pass an aptitude test. This is a wrong assumption as aptitude test are timed and designed uniquely to test a certain skill set.
The day before going for a psychometric test, you must ensure you are in good mental and physical shape. Make sure you are well rested as tiredness and divided attention are the main reason why most Kenyans fail psychometric tests.
Once you understand what the employer wants, you will be able to ascertain whether your profile fits what they are looking for. This will help you be better prepared for any psychometric testing given.
There is no wrong or right answer in a psychometric test. When taking the test, it is important to be as open minded as possible while answering as truthful as possible. While one can think that a particular answer is inappropriate, the employer might be looking for a person who will provide such an answer. Another advice given by Caroline is that it is not important to answer all questions as the test is usually timed. The best strategy is to complete all the easier questions as all carry equal weight.
Flexi Personnel Ltd is a HR agency in Kenya that was founded in 2008. It is currently the fastest growing HR firm in Kenya offering a wide range of services including staff recruitment, HR outsourcing, payroll management, expatriate relocation and support services, personality assessments and psychometric testing.