Our current focus is on personality types.
Personality types – psychometric insights
There’s valuable insights from ‘how’ a candidate plays a game or completes an assessment. For example, their response time or the choices they make.
Firstly, traditional assessment counts points scored. Secondly, new assessments like work style and game based assessment collect many more data points. Thus providing so much more information to interpret.
Knowing not only what score a candidate achieved but how they went about it can help you to prevent cheating and spot potential.
There is only a strict time limit for ability tests.
The major generic ability test types are as follows: Verbal, Numerical, Abstract, Spatial and Non-Verbal.
Different types of ability tests are appropriate for different types of jobs and also for different job levels.
Psychometric tests by job level
A threefold differential of job level, together with the most commonly used ability tests, is:
- School-leaver level (Verbal/Literacy, Numerical Estimation);
- Graduate/junior managerial level (Verbal, Numerical, Abstract, Spatial, Non-Verbal);
- Senior managerial level (Verbal/Numerical/Abstract).
Three common job levels used are: ‘Operatives’, Junior Managerial/Graduate and Middle/Senior Managers.
Psychometric tests for managers
For managers, you might expect up to 80 minutes of testing on ability (30 to 40 minutes for a verbal, 30 to 40 minutes for numerical). With lower levels, the time required drops dramatically with testing time of 10 to 15 minutes (simple checking, simple spelling, simple numeracy).
At the ‘Middle/Senior’ level, you have verbal and numerical plus specific applied aptitudes and competency assessments (assessment centre/development centre stuff). Personality is vital at this level.
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Psychometric tests for operatives
At the ‘Operative’ level, you have basic literacy and numeracy plus checking and maybe some specific aptitudes (spatial reasoning, mechanical reasoning, fault finding, pattern recognition etc.). Personality assessment at this level is ‘sanity checking’ I.e. this person is not totally unsuitable. People have less autonomy/control over what they do so they are limited in the way their personalities can really impact positively on the job.
Psychometric tests for graduates
At the ‘Graduate’ level, you have verbal and numerical reasoning with the possibility of a reasoning test which does not require verbal or numerical knowledge or prior learnt skills – these are usually termed ‘Abstract reasoning’ tests. Personality assessment is more important as graduates’ personalities have a greater impact on how they do the job.
We led a UK-wide project managing over twenty occupational psychologists including leading global psychometricians. Over a fourteen-month period this project encompassed the following: situational judgement tests (SJT) design, realistic job preview design, ability test design (numerical reasoning, verbal reasoning, problem-solving ability test design, spatial reasoning test design) and personality questionnaire design.
Useful Personality Type Links
- Our personality test design.
- Personality type tips.
- Our personality tests research 2019.
- Coaching with personality tests.
Verbal Reasoning practice test book
Numerical Reasoning practice test book
PERSONALITY TYPE TESTS