Understanding psychometric tests: A practical guide

Psychometric testing remains controversial, yet it's increasingly common in hiring processes. Human resource managers and recruiters see it as an efficient way of understanding candidates beyond what CVs, interviews and references reveal. While these traditional methods show skills and experience, uncovering personality traits and cultural fit proves more challenging.

The reality of modern testing

Today's candidates often face a barrage of assessments during the hiring process. Some psychometric tests are automated, with candidates completing them on computers in recruitment offices or even remotely. Others involve paper-based tests supervised by professionals.

The key difference? Without a qualified, experienced professional to interpret results, these tests lose much of their value. The results are complex and proper analysis requires expertise that goes far beyond what automated systems can provide.

My psychometric testing experience

A decade into my career, I encountered this firsthand. After several intense interviews for a senior position, I was asked to complete a comprehensive testing session. It lasted four hours with barely a break.

I started with what appeared to be IQ tests, then moved through logical reasoning exercises. The strangest part was a lengthy exercise where I chose between seemingly random pairs of job titles in order of preference. Some pairings were obvious, others perplexing. The test was clearly designed for an American audience, featuring some job descriptions that, while comprehensible, weren't familiar to me.

The actual psychometric tests came last. Answering the questions wasn't difficult - in fact, the tester specifically asked me not to overthink but to trust my first response to each question.

By the end, I was emotionally drained, physically exhausted, thirsty and hungry. After a brief lunch break, I returned for a task-specific Q&A session. A few days later, an industrial psychiatrist called to discuss the results. Rather than revealing me as an "employment basket case," the conversation was insightful and positive. He helped me see strengths I hadn't recognized and suggested career directions I hadn't considered. As it happens, I got the job.

Understanding what these tests actually measure

Here's something crucial to understand: you don't succeed or fail a psychometric test. There are no pass or fail marks. When an employer asks you to take one, they typically want to know if you're right for a specific role. If you don't match their needs, they may look for a more suitable opening for you elsewhere.

Some organizations use these tests like a sorting mechanism to make the best use of their employees. The theory is that tests reveal attitudes, beliefs and personality traits. This allows them to place empathetic workers with strong communication skills in customer-facing roles, while keeping more analytical, less social individuals in positions where they'll thrive without constant interaction.

This approach is controversial. Not everyone agrees psychometric tests have real value. Reducing complex personalities to a handful of key terms is convenient, but it oversimplifies. It can lead to incorrect assumptions about how people react to various circumstances. Additionally, people change - you might get different results taking the same test on different days depending on your mood, stress levels, or recent experiences.

Cheating is pointless (and hard)

While it's theoretically possible to game a psychometric test to show the personality profile needed for a desirable position, cheating is both difficult and ultimately self-defeating.

Well-designed psychometric tests include subtle cross-references to detect inconsistencies and identify dishonest responses. Testers can recognize when answers aren't genuine. Showing up as inconsistent or dishonest obviously doesn't help your case (unless perhaps you're seeking a career where these traits might somehow be assets). You may simply appear confused or unreliable.

More importantly, cheating defeats the entire purpose. These tests exist to determine whether you're a good fit for a particular role. Why would you want to trick your way into a position that's fundamentally unsuited to your actual personality and strengths? Not only would you make yourself unhappy, but you'd likely set yourself up for failure.

Years ago, I interviewed John Wareham, a New Zealand-born recruitment expert who helped develop these tests. He explained that the main trick people learn is to avoid the extremes. Most tests ask you to rate things on a scale of 1 to 5 - if you want to present well, ensure the bulk of your answers cluster around the centre of this range. However, minor alarm bells ring if you fail to select any extreme answers at all. Wareham emphasised that the tests quickly detect dishonesty through cross-referencing, so answering truthfully is your best strategy.

How to get the best results

Since you can't really "cheat" the test in any meaningful way, focus instead on presenting an accurate picture of who you are at your best:

Before the test:

• Get a good night's sleep. Clear thinking matters.
• Relax and calm your nerves. This genuinely isn't something that will hurt you. You'll give a more accurate picture of your personality when you're in a relaxed state of mind.

During the test:

• Read the instructions and questions carefully. Reread anything unclear. If the tester says something you don't understand before starting, ask for clarification.
• Make sure you're physically comfortable before you begin.
• Don't rush. Psychometric tests are rarely timed strictly, so work through questions carefully and consider each answer before responding.
• Answer based on how you are at work, not at home or in private life. The company wants to understand you as an employee.
• Respond based on how you feel currently, not how you were in the past or hope to be in the future. Organisations want to work with your current personality.
• Don't read too much into individual questions. Single questions don't have hidden underlying meanings - the subtlety lies in how questions interconnect.
• Avoid making too many extreme responses. If you're marking things on a scale, ensure you have more middle-range answers (2s, 3s, and 4s) than extremes (1s and 5s).
• Stay honest and consistent throughout.

After the test:

• Ask the tester to discuss the results with you. Even if you don't get the specific job in question, the test may offer valuable insights into more suitable career paths or aspects of your work style you hadn't considered.

Two important concerns

Based on my experience and research, I have two lingering concerns about psychometric testing in hiring:

First, despite what professionals claim, people can learn to present themselves favorably without necessarily being dishonest. There's a difference between outright cheating and understanding how these tests work. This raises questions about whether tests measure actual personality or test-taking sophistication.

Second, there's a risk that managers use testing to offload decision-making responsibility. External objective measures have value, but they shouldn't replace human judgment. There's a temptation to rely solely on printouts and test scores without considering other compelling evidence about a candidate's suitability.

Useful insight

Psychometric testing, when done properly with qualified professionals interpreting results, can provide useful insights. From my personal experience, I can see merit in establishing objective benchmarks that go beyond the human biases we all carry, even unwittingly. Personality genuinely is crucial when hiring, particularly for senior positions - often more important than specific skills or experience, and as important as aptitude.

The key is approaching these tests with the right mindset: they're not about passing or failing, but about finding the right fit. Answer honestly, present yourself clearly. And remember that a "bad" result simply means that particular role might not be the best match for who you are - and that's valuable information for both you and the employer.