What are the Different Types?

Though there are many different psychometric profiles, broadly speaking they can be divided into two main types. These are Ability & Aptitude tests and Personality tests.

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Though there are many different psychometric profiles, broadly speaking they can be divided into two main types. These are Ability & Aptitude tests and Personality tests.

Ability & Aptitude Tests

Ability & Aptitude Tests are used to measure both broad and specific skills and capabilities. They include measuring skills such as numeracy, verbal reasoning, non-verbal reasoning, logic, abstract & diagrammatic reasoning etc. They enable the assessor to measure particular skills without focusing on the specific subject someone may or may not have studied.

 Aptitude Tests tend to focus on a person’s natural potential to develop further and/or learn a new skill. They tend to find what a person’s motivations are, what they enjoy and what they have a natural affinity for. An example of such a test is the Thomas General Intelligence Assessment (GIA). The GIA measures a person’s mental horsepower, to better ascertain their potential to learn and retain new skills. The test measures reasoning, perceptual speed, number speed & accuracy, word meaning and spatial visualisation.

Both aptitude and ability tests are based on the fact that there are defined, correct answers to the questions asked. They are used to enable the assessor to discover someone’s genuine skills and areas requiring development.

Thus aptitude tests, such as the GIA, help guide us to ensure candidates are naturally able to work consistently to a high standard. To be productive in a technical role, you need to enjoy the challenge and be comfortable with working with figures, where you are able to analyse them, be accurate and interpret your findings.

At E3 Consulting, we require candidates to have a high standard of numeracy and attention to detail. It is possible that candidates can appear competent on paper, with high grades at both GCSE and ‘A’ Level. However, the reality is that people can have the grades and be able to pass exams to a high standard, but that does not necessarily mean they have a natural affinity and innate ability with a particular skill. If you work in a job that requires certain skills which are not matched to your natural skill strength, over time it will be tiring, stressful and unhealthy. You are not likely to be able to maintain productivity, and deliver in your role, as required, over long periods of time.

Personality Tests

Personality tests are about assessing someone’s personality, interests, motivation and working style. Personality tests can measure someone’s typical behaviours when presented with different scenarios, to ascertain how they would generally react, or identify their preferred way of going about tasks and actions and how they engage with the world.

Personality tests can, broadly speaking, include areas such as emotional intelligence; where ‘a person’s ability to identify and manage their own emotions and the emotions of others is measured’ (Psychology Today). Similarly, learning style tests where a person’s preferred method of learning is measured: whether they are an auditory, visual or a kinaesthetic learner.

These types of test have no ‘right answers’ but instead are concerned with finding a person’s own personality and behavioural traits.

Paint Pots An example of a personality test is the Insights Profile. The test measures the way a person is likely to behave; the preferred way a person works and how they like to interact with others. 

This can help them and those around them to better understand the best ways to communicate with one another. Additionally, it can help give tips as to how to support ways to manage both the individual and the team.

 

Insights Wheel

 https://www.insights.com/564/insights-discovery.html

At E3 Consulting, Insights is one way to support seeing where someone’s personality might fit with those of the rest of the team. We have found that understanding where everyone fits on the Insights ‘colour wheel’ allows us to further comprehend each team member’s communication styles and preferences which, in turn, helps overall with team cohesion with one another.

 

A range of other British Psychological Society (BPS) registered psychometric profile providers

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