Tips for Candidates and Employees

Whilst it can initially be daunting being asked to complete a psychometric test, effectively preparing for completing a profile should put you more at ease with lots of practice.


Whilst it can initially be daunting being asked to complete a psychometric test, effectively preparing for completing a profile should put you more at ease with lots of practice.

It is crucial that any employer using profiles is utilising them in a correct and proper manner and that the employer is careful to be using a reputable and benchmarked profile from a registered provider. As a candidate you could ask questions about the profile provider, the profile itself and how it is being used within the business.

Familiarise yourself with the style of the test! 

Though you are not able to revise for the majority of tests, it should help if you at least familiarise yourself with the layout and format of the test. For instance, the GIA gives you an instruction booklet to read prior to taking the test, to familiarise candidates with the sort of questions they may be asked. Additionally, it gives you the opportunity to do several untimed practice questions prior to each section of the test so you understand exactly what is expected.

Whilst aptitude and ability tests allow for some preparation to be done before hand, a personality test cannot be revised or practiced for. However, ensuring you have a background understanding of the test and what it is measuring will help you to approach it with a certain level of confidence.

Make sure the conditions are just right! 

It is vital that you give yourself the best possible chance to complete the test to the best of your ability. Ensuring the conditions are just right can make a difference. You want to be able to give the test your full concentration, so ensure that you try to find a quiet place with minimal distractions; whether you are taking the test remotely online or in an office setting. Make sure your phone is off or out of the way so you won’t be put off if it unexpectedly rings. If you are in a place with other people around, let them know you are about to take a test, and ask them not to disturb you for the duration. Consider wearing headphones to cancel out the sound, which is particularly helpful in a busy office environment.

Tests can vary quite greatly in length, so ensure you are prepared for this. It’s a good idea to have glass of water close at hand. It might seem obvious, but make sure you find a comfortable seating position and can clearly see the screen. A lot of tests are completed online, it’s also a good idea to close any other tabs of websites you might have open, to avoid any distractions.

Think about the timing!

Red Clock It is important that you bear timing in mind when you are completing any Psychometric test, particularly, Aptitude and Ability tests which are frequently timed. It is important to consider that whilst you are often being measured on how many questions you can answer in the time allowed, or are

expected to complete a certain number in a particular time, rushing will be of no benefit to anyone.

If you answer questions incorrectly as you haven’t read the question properly or haven’t given yourself an appropriate amount of time to answer then this could have a detrimental effect on your overall score. It is better to be aware of the time but to also ensure that you have read and understood the questions and tried to answer them as best as possible, instead of trying to rush through too quickly.

Whilst most personality tests are not timed, it is still worth giving your initial first reaction to an answer instead of pondering it for too long, as this will help to ensure your answers are natural and genuine.

Answer truthfully and honestly!


Candidates may occasionally try to adapt their answers to what they think ‘the perfect candidate’ is but, in reality there often isn’t one. Personality tests work on the basis that every personality type has its own strengths and weaknesses. By trying to manipulate a test, a candidate is likely to have contradictory results which will easily show up!

Whilst it is true an employer might be looking for a certain personality that they feel fits with the type of job, and within the team dynamic, don’t assume that you know what they will be looking for exactly.

Employers may be looking for someone with a different personality to the majority of the rest of the team.

At the same time, even if they are looking for a personality similar to everyone else, if that isn’t honestly you, then it probably isn’t the right position for you in the first place.

Let the employer know if there are any potential issues!

Whilst the aim of psychometric tests are to provide a standardised and unbiased measure or someone’s psychological characteristics, this is not always 100% fool proof. Particularly for candidates who have some form of disability, it is important that any reasonable adjustment or consideration is made, by your employer, to what any result actually show. For instance, candidates with dyslexia might not perform as well on some tasks and may require extra time to complete the test. Under the Disability Discrimination Acts of 1995 & 2005, any assessment technique used during a selection process should, as far as is reasonably possible, be free of any requirement that places a disabled person at a substantial disadvantage.

It is important therefore that if there is an issue which could potentially affect your results, that you let the employer know. That way they can take this into consideration when administering the test and/or as part of their analysis of your results.


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