10 Tips on taking a numerical reasoning test in Sydney, Melbourne, Brisbane or Perth

Are you taking a numerical reasoning test in Sydney, Melbourne, Brisbane or Perth as part of a psychometric assessment? If so, you need to have a good understanding of these tests and perform lots of practice runs before the actual day of your test.

What is a numerical reasoning test?

These tests are often used during a recruitment drive in Melbourne, Brisbane, Sydney or Perth to assess how well candidates understand and manipulate numerical data. There are no complicated analyses that need to be performed, but you will need high school mathematics to complete the test and it will be based on multi-choice questions, so the correct answer is on the paper!

Usually, a numerical reasoning test in Perth, Melbourne, Brisbane or Sydney is time limited, so you will only have a certain amount of time to answer each question or you will fall behind and not complete the test (between 45 seconds to 2 minutes is normal). This means that you should do all the easiest questions first, leaving the harder questions to last.

10 Tips for answering a numerical reasoning test

  1.    Make sure you read the question carefully and understand what it’s asking.
  2.    Take a calculator with you to the test and know how to use it.
  3.    These are multiple choice questions, so if your answer isn’t on the paper – it’s definitely wrong!
  4.    Calculate the time needed to answer each question and stick to it.
  5.    Don’t make assumptions – all the data you need is on the page, ignore anything else.
  6.    Many questions can be related to one graph or table, so make sure you understand each graph or table fully, don’t jump ahead to the questions.
  7.    Focus on what’s important in the question, what are they asking you to do?
  8.    Check units, currencies or bases and make sure you select the correct answer.
  9.    Use rough paper for your calculations.
  10.  Practice many questions before actually sitting the test.

For information on using a numerical reasoning test in Brisbane, Sydney, Melbourne or Perth, call Urban Psychometrics on 07 3535 1220 or send us an email today.

Practicing for a cognitive ability test in Melbourne, Sydney, Perth and Brisbane

When you apply for a job in Australia, many recruitment drives now require you to undergo some form of psychometric testing, so it makes complete sense to practice these tests, before you actually need to take one. In fact, it’s pretty much essential to practice for a cognitive ability test in Melbourne, Sydney, Perth and Brisbane, as this gives you the best chance of achieving a high score and finding your ideal job.

Not sure what these tests include?

Psychometric testing has become very popular with most companies and government agencies, because it’s a proven way to match the right candidate with the right job. Whilst you might not like taking tests, they can work in your favour because they help you to find a job that suits your skills and personality.  

A cognitive ability test in Sydney, Melbourne, Perth and Brisbane is a type of psychometric test that is designed to test your reasoning skills and there are three different types in use.

  1. Numerical reasoning tests: These are based on high school level maths requiring you to answer questions based on graphs, figures, tables and other numerical data.
  2. Verbal reasoning tests: These are based on your understanding and comprehension and use statements or paragraphs that usually involve true or false answers.
  3. Non-verbal reasoning tests: These are based on your understanding and interpretation of shapes or patterns to test how you interpret visual, as opposed to written information.

Preparing for a cognitive ability test in Perth, Sydney, Melbourne and Brisbane

Once you understand the type of cognitive test you might be asked to complete during the recruitment process, it’s fairly easy to find examples online. The more you practice these tests, the greater your confidence and the better your scores. If you aren’t sure which type of test you will be asked to complete, there’s no harm in asking the recruiters, but they should let you know well in advance anyway.

For more information on using a cognitive ability test in Brisbane, Sydney, Perth and Melbourne, call Urban Psychometrics on 07 3535 1220 or send us an email today.

Are first impressions important during a recruitment test?

When you are searching for a new job, you are usually focussed on the recruitment test, something that you might not have encountered previously. These tests can come in many different forms and can have a profound effect on the success or failure of your application, which is why most candidates spend a significant amount of time practicing these tests.

First impressions make a difference in your job search

Whilst each type of recruitment test is an essential part of the recruitment phase (since it helps you to find a job that suits your skills and personality), a good first impression can move mountains. You must have heard the old adage that you can’t recover from a bad first impression? Which is why the first impression you give to recruiters must be flawless.

First impressions don’t only include how you portray yourself during your recruitment test and interview to recruiters and hiring personnel however, but also include anyone else you come into contact with at the company. Employees and even customers are a good example where a first impression can have a lasting effect on the result of your interview, because you will be watched the entire time that you are in the building.

As an example, consider how you interact with a hiring manager’s secretary when you first arrive for your recruitment test. What if you see an employee struggling to balance a number of files in their arms, what type of first impression would you make if you got up and helped them? If the team leader sits down to idly chat with you before your interview, it’s worth considering the value of being friendly and respectful, because first impressions always count.

Tips for making a good first impression during your recruitment test

Always be well groomed and dress appropriately for the occasion. Research the company, so you have plenty of background information and can hold a conversation with confidence. Check out senior management on LinkedIn to learn more about the company and their specific roles (particularly the people who will be on the interview panel) and of course, when you arrive for your test and interview, be happy and smile!

For more information on using a recruitment test that is tailored for your business needs, please call us on 07 3535 1220 or send us an email.

Do you need to take a personality assessment for the highest paid jobs in Australia?

Many jobs in Australia require applicants to undergo a personality assessment during the recruitment process, but what about the highest paid jobs? Do you still need to take these tests for jobs that pay extremely well?

Let’s take a look at some of the best paid jobs in Australia and whether you need to take a personality assessment if you apply for any of these jobs.

What are the highest paying jobs in Australia?

The highest paying job in 2018 are architects, but not any type of architect, it’s specifically those in the information and communications industry. These are people who design and plan how to meet strategic objectives within the industry; people who are experienced in these cross-functional roles are paid a premium salary. It’s very likely that you will require a personality assessment and other psychometric tests during the recruitment process for these roles.

The third highest paid jobs are in the same industry, but go to managers who can ensure that a company’s investments in IT structure are managed correctly. Managers in most industries are required to undergo a personality assessment to ensure that they can both lead and guide people under their supervision. So the first and third highest paid roles are in the information and communications industry.

The second highest paid jobs are in engineering, but specifically management roles that are critical to the success of companies in the Mining, Resources and Energy industry. Anyone who applies for an engineering role in this industry will undergo both a personality assessment and other psychometric tests to ensure compatibility with these high level roles.

Fourth in the list of highest paid jobs in Australia are management roles in Mining, Resources and Energy industry, so the top four highest paying jobs are either in the IT industry or the Mining, Resources and Energy industry. To round out the top five highest paying jobs in Australia you will need to go to law school, because in-house lawyers take up this spot, putting aside the notion that lawyers are the highest paid people in Australia!

If you want to know more about using a personality assessment for your next recruitment drive, please call us on 07 3535 1220 or send us an email.

What is mechanical reasoning testing?

Mechanical reasoning testing is generally use during the recruitment phase for engineering or technical jobs. It measures a candidates ability to understand and apply mechanical concepts to solve problems that are inherent in this line of work.

Positions where this type of test is frequently used include train drivers, trades people, firefighters and operation workers; the complexity of the test reflects the job and role on offer. If you are considering using  mechanical reasoning testing for your next recruitment drive, here is a quick overview of these tests.

Overview of mechanical reasoning testing

These tests include a number of mechanical problems that need to be completed within a specific time frame with 30 seconds per question, and are designed so that only 1% or 5% of the candidates are likely to finish on time. Each set of questions is created for a particular role; each question has only one correct answer and the questions can be based on topics that include pressure, moments, friction, acceleration, energy transformation, kinetic and potential energy, levers, pulleys and so on.

Employers can customise the questions so that they are specific for particular positions and roles and can vary in complexity. Questions for managerial roles or senior positions can be far more complex than those for more junior positions or entry-level roles.

Test scores reflect a candidates’ ability to solve mechanical problems quickly, which can be a skill that is greatly needed for many roles. Mechanical reasoning testing is a way to judge how quickly a candidate solves complex mechanical problems on the fly and is a skill that can be improved over time. Candidates can spend a significant amount of time prior to taking the test, practicing questions and honing their knowledge.

Online preparations for taking a mechanical reasoning test

There are plenty of websites where candidates can access examples of these tests. Developed by psychometric test writers, these practice tests are based on real world problems and are realistic questions that may be asked during a recruitment drive. Candidates receive the correct answers with detailed explanations immediately, helping them to identify any areas they need to revise.

For more information on using mechanical reasoning testing in your next for recruitment drive, call Urban Psychometrics on 07 3535 1220 or send us an email.

Best psychometric assessment for recruitment in Brisbane, Sydney, Perth and Melbourne

At one time, all candidates needed to worry about when applying for a job was the interview, now however, they also need to prepare for a psychometric assessment. There are five of these assessments that are frequently used in Brisbane, Perth, Sydney and Melbourne, so if candidates have spent time studying each type of assessment, they should have few problems on the day.

The five types of psychometric assessment that candidates are likely to be faced with are as follows.

Personality profiling: Some companies use a personality test to create a short list and others to find the best candidate from a shortlist, but all candidates need to do is answer honestly and they will be very likely to find a job that is perfectly suited to their personality.

Numerical Reasoning: These psychometric assessment tests are not designed to test a candidate’s skills at mathematics, but their ability to correctly interpret numerical data. For many jobs, numerical reasoning is not necessary, it all depends on the type of job and whether the company wants someone with these skills.

Verbal reasoning: This is a frequently used psychometric assessment and is designed to measure a candidate’s understanding and comprehension skills. There are a  variety of different verbal reasoning tests available, from being able to use the English language in the workplace to being able to think constructively, draw accurate conclusions, create written reports and convey information to others in a succinct and clear manner.

Logical reasoning: This is where inductive, deductive and critical reasoning are tested and features non-verbal content where candidates are required to interpret and manipulate numerical or graphic patterns. These are complicated assessments designed for specific roles where the candidate needs to present an argument based on specific evidence.

Situational judgement: This psychometric assessment is designed to test a candidate’s ability to solve problems in work related scenarios and is a common test that is used frequently by employers. The ability to think straight in emergency or tense situations is often a skill that employers desire in their candidates.

For more information on using a psychometric assessment for recruitment in Brisbane, Perth, Sydney and Melbourne, call Urban Psychometrics on 07 3535 1220 or send us an email.

Advantages of using a cognitive ability test in Brisbane workplaces

A cognitive ability test is quite useful in Brisbane workplaces because it measures a host of abilities that are essential when you are assessing employee performance. These tests typically comprise questions that evaluate how an employee addresses job-related challenges by measuring an employee’s ability to learn quickly, and to reason and think through a problem to a logical conclusion.

Benefits of a cognitive ability test for employers in Brisbane

These abilities are essential for a variety of different jobs and there is plenty of research that demonstrates the usefulness of cognitive ability tests in assessing both job performance and training outcomes. These type of tests help employers and managers to decide the best career paths for their employees and whether they may benefit from additional training, mentoring or even a challenging promotion or new role.

Knowing which employee will benefit from a particular career path can save a lot of time and money that may otherwise be spent encouraging an employee in one direction, when they would be much happier and more successful heading in another direction.

In Brisbane, a cognitive ability test has been shown to be particularly useful to predict job performance for more challenging roles, identifying qualities that even the employee may not know they possess. Since they assess an individual’s ability to reason and think through a situation, these tests can be very useful for managerial roles or senior positions where being able to identify and manage complex situations is an essential task.

Other benefits of using these tests are that they are very simple to administer to large groups of employees at one time, requiring no special skills from those overseeing these tests. The results are also very difficult to influence by the employee, which is why they are very effective at identifying individuals with certain abilities.

In fact, some research has found that employee retention rates are increased when a cognitive ability test is used to help them find their best career path within an organisation.

If you are interested in using a cognitive ability test to evaluate your employee’s work performance in Brisbane, contact Urban Psychometrics on 07 3535 1220 or send us an email.

Hazards of practicing with a free online numerical reasoning test in Brisbane

If you have been asked to take a psychometric test as part of a recruitment process in Brisbane, it’s safe to say that you have most probably practiced using a free numerical reasoning test that you found online. A quick Google search will turn up lots of links to a variety of websites that all display different types of psychometric practice tests, but the problem is that they might not be the type of questions that will be used by your potential employer.

As you can imagine, if you spend your valuable time practicing tests that are different to the ones that you are eventually faced with by your employer, you can become quite anxious and upset. You may then waste valuable time trying to re-orientate yourself to a new set of questions, resulting in a lower score because you wasted time feeling flustered and confused.

Why aren’t numerical reasoning tests all the same?

Life would be much simpler if every numerical reasoning test was the same in Brisbane. Unfortunately however, many of these tests have the same names, but the questions are totally different, because they measure different aspects of your numerical thinking.

Knowing that all of these tests are not the same gives you a step up over other candidates who may be unaware that they are practicing the wrong psychometric tests. How are these tests different?

You might find that one numerical reasoning test will use graphs and figures and another use number sequences and simple mathematics, such as percentages and fractions. Knowing which type of test you may be faced with will make your practice sessions much more valuable and effective. If you are very good at numerical reasoning then you might not be worried about being faced with different types of questions, but for most candidates, these differences can be the difference between a high and a low score.

How can you ensure you practice the right tests?

Short of asking the recruiters what type of questions they will be using for their numerical reasoning test in Brisbane, the best way to make sure you are practicing the right type of questions is to speak to a professional consultant or access a professional website.

Contact Urban Psychometrics on 07 3535 1220 or send us an email to find out more about using numerical reasoning tests in recruitment drives.

Preparing for an aptitude test in your next recruitment process

Most employers in Sydney, Brisbane, Perth and Melbourne use aptitude tests during their recruitment drives to test the candidate’s cognitive thinking. You will be happy to know that everyone should be able to answer these questions, so they aren’t very difficult, the problem is that these are timed tests, so how long you take to answer them is an important factor that is taken into consideration.

These tests assess your ability or potential to perform certain tasks without any prior knowledge or training and provide the recruiters with a good idea about how you draw conclusions from certain facts. Below we have listed the type of different aptitude tests that are frequently used in Brisbane, Sydney, Perth and Melbourne.

Verbal reasoning: These are language based tests designed to assess your verbal analytical skills. Essentially, they test your ability to identify the most important points in a document and come to a logical and sound conclusion, based on these salient points.

Numerical reasoning: These are similar to the verbal reasoning tests, but are based on deriving important conclusions from data, graphs and tables and being able to use these conclusions to make effective decisions within the workplace. Your maths ability isn’t tested, it’s only your ability to interpret and use the data that is assessed.

Language & literacy: Your ability to communicate through writing is assessed with the language and literacy aptitude tests. Spelling, grammar, vocabulary and sentence structure are all important aspects of this test, as well as how you use the written language to communicate effectively with others.

Abstract reasoning: These are based on drawing conclusions from shapes, patterns and words and are becoming more popular with employers. The three main types of aptitude tests in this category are inductive, deductive and diagrammatic reasoning. Inductive tests often include drawing conclusions from shapes or matrices, deductive tests assess your ability to apply certain rules to specific examples, whilst diagrammatic reasoning involves drawing conclusions from numbers.

Spatial reasoning: This aptitude test assesses your ability to organise spaces such as warehouses and to identify hazards in the workplace. It uses images, diagrams and dimensional shapes to test your awareness and how you orientate yourself and other objects in space.

For more information on using aptitude tests in Sydney, Brisbane, Perth and Melbourne for your next recruitment drive, call Urban Psychometrics on 07 3535 1220 or send us an email.

How to leave a memorable impression following a job interview

Whilst job hunters can expect to go through pre employment testing and a personality assessment during the recruitment process, there is also the interview to overcome. Some people clam up during interviews and others become overly effervescent, but if you want to be successful, don’t aim for middle-of-the-road, instead aim for memorable!

One of the most important behaviours that will be remembered long after your interview is how you treat people on the phone and in person. If you are disrespectful or impatient, you will be remembered, but not in a positive light and it can certainly have a negative effect on an interviewer’s final decision if you are not respectful.

Here are a few other tips for leaving a memorable and a very positive impression with your interviewers following your pre employment testing and personality assessment.

Dressing the part: Regardless of your age or gender, taking the time to dress well and showing your personality via your choice of outfit gives the interviewer’s a good first impression – that you are happy in your own skin and have confidence in yourself.

Arriving early: It goes without saying that being late for an interview doesn’t leave a very good impression with your prospective employers, whilst being early can help you to relax. When you are relaxed you can communicate much more freely with people and if effective communication is is one of the selection criteria, being early can even help you to win you the job!

Selling yourself: One of the first and worst questions for candidates is when they are asked to tell the interviewers about themselves! Since you know this question will be asked at your interview, make sure that you have an awesome answer ready! Speaking to your strengths and experience, as related to the role you are applying for with their company, will help you to be strides ahead of everyone else.

Answering with examples: If you are asked how you would deal with bullying in the workplace for example, use a situation that you have managed at your current workplace or think of a situation that might occur in your new role with their company and tell them how you would manage the situation. Answering questions by using examples is a great way to demonstrate your problem solving skills and is a strategy only used by the best candidates.

If you want assistance developing pre employment testing and personality assessments for your next recruitment round, call Urban Psychometrics on 07 3535 1220 or send us an email.

Using exit surveys to finetune a pre-employment psychometric test

Most employees are familiar with using a pre-employment psychometric test during the recruitment process, but few are aware that you can use information gathered from exit surveys to enhance and finetune your psychometrics.

Finding out why staff leave your employment can significantly assist you in understanding your company’s strengths and weaknesses, and identify any areas that need to be further developed to assist employee retention. Many companies have great success using exit surveys, but if you craft the questions appropriately and make use of the information, you can also finetune your recruitment psychometrics in Brisbane, Sydney and Melbourne.

It can actually be a circular process. For example, if you review the psychometric test used during the recruitment process for an exiting employee, you can design a survey that questions whether your company made use of the employee’s natural talents highlighted in the recruitment psychometrics. If this didn’t happen, then maybe the employee is leaving because he or she didn’t feel fulfilled or empowered?

This information can be used to finetune your pre-employment psychometrics in Brisbane, Sydney and Melbourne to ensure that the candidate’s expectations are not only aligned with those of your company, but are also utilised to their benefit.

There are three steps to creating an exit survey:

  1. Craft the questions: Your HR department can work in cooperation with an expert in psychometrics to design a well balanced exit survey that feeds back into your recruitment processes and the way your company mentors employees.
  2. Design an exit interview: If the exit survey is to hand before the exit interview, you can ask leading questions to encourage the employee to expand on their answers. This is where you can obtain information that can significantly increase your retention rate, particularly if you weren’t aware of the problems highlighted by the employee.
  3. Investigate: Some of the employee’s answers might be quite uncomfortable to swallow, but if more than one employee leaves for the same reasons, then it must be investigated.

Psychometrics can play a significant role in both recruitment and retention of your employees, but it can also be used to find out why employees leave and can be used in a feedback loop to improve the pre-employment psychometric test used during your recruitment drives.

For help with exit surveys or pre employment psychometrics in Brisbane, Sydney and Melbourne, call Urban Psychometrics on 07 3535 1220 or send us an email.

Can pre employment testing help you retain staff?

Pre employment testing helps you to find the right type of employee to suit a specific role in your company, but can it help you to retain your employees? Whilst a good pre employment assessment identifies candidates that have the characteristics you value as an employer, keeping them happy over the long term involves more of a commitment from your company.

Essentially, you need to provide your employees with opportunities that help them to shine and feel fulfilled in their roles. Empowerment, working smarter, work-life balance and mentorships are all factors that can help employers retain good employees over the long term. Pre-employment testing is only the first step in this process.

Empowerment: Staff feel empowered when they feel strong, powerful and confident. If a manager can identify an employee’s talents and natural gifts and encourage their use at work, employees can feel extremely fulfilled in their roles. For example, an employee may be very creative, a good listener or extremely talented at developing new ideas. Some of these gifts may have been highlighted in the pre employment assessment, but if cultivated within their role can lead to long term empowerment in a job they love.

Working smarter: Simplicity and prioritisation are the foundations of working smarter, so if a manger notices an employee is swamped with work it’s a good idea to help them work smarter. Making a list of all their daily activities and prioritising each task will help employees complete their work faster and feel a sense of fulfilment. Organisation and time management are characteristics that can be picked up during the pre employment testing, but they can be honed by a competent manager.

Work-life balance: A sense of control in their work-life balance is essential for employee satisfaction over the long term and can be achieved in a variety of ways. Not taking work home, not performing non-essential tasks, taking plenty of breaks during the day and setting realistic goals are all strategies that can help increase an employee’s well-being.

Mentorships: Encouraging experienced senior staff to mentor junior employees is a win-win situation. Senior staff continue to feel essential and valuable to the company and junior employees benefit from the experience, skills and knowledge of senior staff. Over the long term, a mentorship program can also help to empower your employees, demonstrating ways to work smarter and how to achieve a positive work-life balance.

For help designing the perfect pre employment assessment questions for your next recruitment drive, call Urban Psychometrics on 07 3535 1220 or send us an email.

Selecting the right employees using the right psychology test

Do you include a psychology test in your recruitment process? If not, then you could be missing out on a proven way to find the right person for the job. Most employers have learnt that qualifications, skills and experience don’t always define the best person for a specific role.

Far too often, employers spend their time and money training a new employee, only to find later that they really were not the best person for the job, despite the quality of their resume. This is where a recruitment test can make all the difference, because with a psychological report on each candidate, you have a much higher chance of selecting the right person for your organisation.

Let’s take a look at the most popular psychology tests used by employers today.

Myers-Briggs Type Indicator: Needing to choose between two answers, this recruitment test determines the psychological type of a candidate in four specific areas. Basically it gives you an overview of how they interact with others, access information, make decisions, and deal with the world. With 16 different personality types, recruiters have a very clear idea whether a candidate is suitable for a specific role or not.

Caliper Profile: In this psychology test, candidates have to select a statement that they agree with the most, giving recruiters a psychological report that quantifies how a candidate’s traits relate to their job performance. This test is based on their natural strengths, weaknesses, motivations and potential to succeed in a role. It’s ideal for knowing the areas where a candidate needs further development, making it a very useful recruitment test.

Gallup Profile: Similar to the Caliper Profile, the Gallup Profile however, only focuses on a candidate’s strengths and what they do best. The Gallup psychological report gives recruiters the power to attract and identify their ideal employees, focussing on identifying a candidate’s greatest talents and those who will thrive in your culture.

Sixteen Personality Factor Questionnaire: This psychology test is very effective at revealing a candidate’s potential and developmental needs. It is based on 170 questions and gives employers enough information to help new employees achieve their best in their new role.

For more information on selecting the best psychology test for your next recruitment drive, call us on 07 3535 1220 or send us an email.

Worried about a personality assessment or recruitment test? First, let’s write a winning resume with these 5 tips

There is no point worrying about a personality assessment or a recruitment test before you have even submitted your resume! Once you have submitted the perfect resume however, then you can start researching these assessments, giving yourself plenty of time to practice and build your confidence.

When you create your resume, you want to impress the recruiters and catch their attention. The best way to do this is to think of your resume as a marketing tool with the express aim of achieving an interview. Of course, before the actual interview you will most probably need to take a personality assessment or a recruitment test, but by that time, you will already have thoroughly researched these tests, won’t you?

So first things, first! Follow these 5 steps to create the perfect resume.

  1. Customise your resume: Don’t just send the same resume to each recruiter, the perfect resumes are always tailored to each employer and each role. So research the company and scour the job ad to identify all the relevant keywords they are using (use these in your resume) that define the type of person they want for the role. You will then need to hone your resume to show that you are that person and then start studying for your personality assessment or recruitment test.
  2. Start with a skills summary: If you don’t catch the recruiter’s attention right away it’s unlikely they will read to the bottom of the page. So start with a quick summary of your skills, right at the top of the page, letting the recruiter know immediately that you have the skills for the job.
  3. Forget what you want: Recruiters today aren’t as concerned about what you want in a role, they are more concerned with what they want! So don’t bother including a personal objective statement, instead spend your time highlighting your accomplishments, giving specific examples where necessary.
  4. Order your timeline: Start with your most recent jobs and accomplishments and work backwards. This gives the recruiter a clear progression of your career, making it much easier to skim and assimilate your resume.
  5. One page resumes: It’s always best to limit your resume to one page, unless you are applying for a very senior role where you might need the additional space.

With these five tips, you should be able to create a winning resume and then start preparing for sitting a personality assessment or a recruitment test.

To discuss using a personality assessment or a recruitment test for your next recruitment round, call us on 07 3535 1220 or send us an email.

Identifying and encouraging team leaders using psychometrics in Brisbane

The use of psychometrics in Brisbane during both the recruitment process and post-hire is becoming more and more popular with employers who want to employ the right person for a specific role. These tests have proven to be extremely useful to employers, particularly for identifying the best candidates for management roles.

Using pre-hire psychometrics in Brisbane

A cognitive ability test (a type of psychometric test) is often used in Brisbane to identify candidates who excel in leadership and management roles and who can build a strong and cohesive team within a company. Specifically, people who score highly on these tests have the ability to think strategically and solve complex problems quickly.

Another attribute that is required in a good leader is emotional intelligence; people who can communicate, inspire and encourage employees to work effectively as a team. Unfortunately, qualifications and intelligence don’t always equate to good leadership skills. This is why candidates need to be tested during the recruitment process for both their emotional intelligence and their mental abilities using psychometrics in Brisbane.

Using post-hire psychometrics in Brisbane

If you already have a full complement of staff, you can still utilise the benefits of these tests to identify your best leaders and encourage their growth within your company. For example, a cognitive ability test and an emotional intelligence test can be used to help identify employees who should be promoted to leadership or management roles within your organisation.

For employees already in these managerial positions, psychometrics can be used to assess their current performance as a manager and whether there are any gaps in their skill set. With an understanding of their own strengths and weaknesses (from an emotional intelligence perspective), employees can focus on making improvements within themselves and using their interpersonal skills to encourage and inspire others to work to their own best abilities.

At Urban Psychometrics in Brisbane, we offer a range of tests for both pre and post-hire situations. To identify candidates with good leadership skills during the recruitment process, we have an emotional intelligence test (MSCEIT) that gives a measure of their own self-awareness, self-regulation and how they relate to others on an emotional level. Post-hire, you can supplement the MSCEIT with additional questions that identify an employee’s strengths and weaknesses, with suggestions for making improvements. A cognitive ability test can also be used both pre and post-hire to assess an individual’s ability to solve abstract and complex problems on their feet.

For more information on using pre or post-hire psychometrics in Brisbane for your organisation, call us on 07 3535 1220 or send us an email.

Preparing for a psychometrics test in Sydney, Melbourne or Brisbane

Psychometrics tests are commonly used during the recruitment process in Sydney, Melbourne and Brisbane, as they help the employer to select the best candidate for the job. If your next interview includes these tests then don’t worry, just make sure that you follow our tips below and you should benefit as much as the employer!

Identify the right person for the job

The job description should give you a clear description of the role and the required qualifications and skills desired by the employer. However, it might also be of benefit to call the recruitment agency and find out more about the type of person the employer has in mind for the role. For example, do they need to keep calm in an emergency or be able to make decisions on the fly? This type of information will help you place more emphasis on specific attributes over others and hopefully get you over the line.

Research and practice psychometrics tests

We often find that in Brisbane, Melbourne and Sydney, most people are new to psychometrics testing, so it’s important that you do some research and find out more about these tests. Many people assume that because they are good at maths or have a university degree, that they will pass these tests quite easily. However, since these tests are based on abstract, verbal and numerical reasoning and they are timed, you may well be faced with problems for which you are totally unprepared.

Make sure that you understand the differences between verbal, numerical and abstract psychometrics tests, the topics they each cover and familiarise yourself with multiple choice questions. There are lots of example questions online, so it’s a good idea to practice as many questions as you can to help prepare yourself for your test. However, remember that the complexity and the difficulty of these questions changes depending on the role. Just be sure that you are practicing the right type of questions for the role that interests you.

Additionally, these tests are designed so that only a small percentage of people actually complete all of the questions in the given time frame. The good news is that the scores for each question are the same, so run through the questions and complete all of the easy questions first, then backtrack (keeping your eye on the time) and attempt the more difficult questions. With this strategy, you can actually score higher by completing 10 easy questions than someone who only completes 5 difficult questions.

For more information on using psychometrics tests during the recruitment processes in Melbourne, Sydney or Brisbane, call us on 07 3535 1220 or send us an email.

When is a psychological report used during a recruitment process?

A psychological report or a psychology test is often used in Melbourne, Sydney and Brisbane during the recruitment phase for jobs in the police force, security industry and law enforcement agencies, as well as any other roles that require security clearance.

They are only one part of the selection process however, but can be invaluable tool in deciding whether the candidate is suitable for the role. Here are two of the more commonly used psychology tests that are used in Australia.

Myers-Briggs Type Indicator: This psychology test is frequently used in Melbourne, Sydney and Brisbane by government agencies to indicate how a candidate perceives the world and how they make decisions based on their perception. It doesn’t measure personality traits, instead it highlights a candidate’s preferences. For example, the 16 personality types are based on four fundamental preferences:

People and things vs ideas and information (E vs I).
Facts and reality vs possibilities and potential (S vs N).
Logic and truth vs values and relationships (T vs F).
A well-structured lifestyle vs one that goes with the flow (J vs P).

This results in a four letter code, for example ENTJ, and a professional practitioner can use this psychological report to match the candidate with specific roles or leadership positions.

Kolbe Index: This psychological report is designed to maximise an employee’s potential by identifying their natural talents and matching them with a role that requires these qualities. The results of this test indicate how well a candidate uses their instincts to prevent and resolve problems and how they respond to opportunities. It also indicates the candidate’s expectations, which helps the candidate to recognise if they are working against own interests.

Whichever psychological test is used, each is meant to answer a set of specific questions and an experienced practitioner can synthesize all the data from these tests to capture a candidate’s unique perspective on the world.

As you can appreciate, in positions that require a high level of security clearance, as well as in law enforcement roles, a psychological report that predicts how an individual will respond in certain circumstances can be an invaluable asset during the recruitment process.

For more information on using a psychology test in Melbourne, Sydney or Brisbane for your organisation, call Urban Psychometrics on 07 3535 1220 or send us an email.

Why do employers use a personality assessment during pre employment testing?

With more than 60% of employers using a personality assessment during pre employment testing, candidates can often feel that they have to jump through hoops to get a foot in the door! This type of pre employment assessment however, is here to stay as it gives employers a greater change of hiring the right person for the job.

This also benefits the employee of course, because they are able to find a job that eminently suits their abilities and personality. There are however, a variety of personality assessment on the market, so if you want to know the type of pre employment testing that might be used during your next interview process, here are three of the most popular tests used by employers.

The Caliper Profile: This personality assessment relates to key traits, such as your leadership and time management abilities and your level of empathy, all of which might be relevant in a sales or management role. It’s very good at identifying what really motivates a person, examining both positive and negative qualities, providing the employer with a clear understanding of what drives a candidate. Whilst this assessment identifies both positive and negative qualities, it’s often used to identify areas where the candidate needs more training or support. This helps the employer to finetune their employee’s professional development programs.

Gallup Strengths Assessment: Unlike the Caliper Profile, the Gallup Strengths Assessment does exactly what its name implies – it focuses on a candidate’s strengths rather than their weaknesses. This pre employment assessment identifies a candidate’s top 5 strengths out of a total 34, indicating to the employer in which areas the candidate will excel. For the employee, it identifies what they naturally do best, giving them the opportunity to develop these talents even further.

Sixteen Personality Factor Questionnaire: Also referred to as the 16PF, this personality assessment focuses on practical situations, rather than general personality characteristics. Compared to the two pre employment tests above, this assessment gives a more rounded picture of the candidate, revealing their potential and suitability for a specific role. It also points out areas for self-development, which can be of help to both the employer and the employee.

For more information on using a personality assessment during pre employment testing for your organisation, call Urban Psychometrics on 07 3535 1220 or send us an email.

What are the most commonly used pre employment assessments?

Using a pre employment assessment is fairly common practice during a recruitment process, because they help employers to find the right person for the job. Candidates also benefit from these recruitment tests, because when they are offered a position, they know that it’s one that is well suited to their personality and skill set.

Pre employment testing also offers a certain level of objectivity to the recruitment process, which is an essential component of every campaign. They also help employers to deal with large numbers of potential candidates by ranking them based on a number of factors, one of which can be the results of these tests.

So what type of pre employment assessment might be included in your recruitment process?

Personality tests

These tests help employers to decide if a candidate is a good fit for their company or organisation. A personality test is a frequently used recruitment test, as it demonstrates how an individual would behave in a variety of different scenarios.

Employers often use a personality test focused on work preferences that measures how well an individual works in a team and how much satisfaction they gain from their work. Emotional intelligence is also another type of personality test that demonstrates how well the candidate manages their own and other’s emotions in the workplace. There are no right or wrong answers to this type of pre employment testing, as all results will be compared to the personality profile of the employer’s ‘ideal’ candidate.

Aptitude tests

These type of pre employment assessments are designed to measure a candidate’s ability to perform certain tasks in the workplace. They rely more on natural aptitude or abilities than on experience or knowledge; the three types of aptitude tests focus on different aspects of the candidate’s abilities.

The verbal reasoning recruitment test is concerned with how the candidate interprets and passes-on written information and data. The abstract reasoning test is concerned with how well they can identify patterns and trends in images and use this information to solve problems, and the numerical reasoning test is concerned with how well they interpret and pass-on information gleaned from graphs, numbers and statistics.

One or more of these tests may be included in the pre employment testing process, depending on the requirements of the role and the employers preferences. For more information on including a pre employment assessment in your recruitment drive, call Urban Psychometrics on 07 35351220 or send us an email.

A short overview on abstract reasoning tests

At Urban Psychometrics in Brisbane, Melbourne and Sydney, we often use abstract reasoning tests during the recruitment process. These tests are extremely helpful for employers because they are designed to measure how potential candidates identify and interpret patterns and trends in data and how they use this information to solve problems.

Essentially, these tests measure how well you can see the bigger picture by taking a piece of information and making informed decisions; some people call it ‘thinking on your feet’. As you can appreciate, this can be very important skill set for many jobs that require a certain level of intelligence, judgement and decision-making.

Employers who use psychometrics during their recruitment campaigns are increasingly asking us to include these tests in Melbourne, Sydney and Brisbane. This means that you may be asked to sit an aptitude test before your interview or on the day of your interview. It simply depends on the particular employer and their preferences for the recruitment process.

Tips on sitting an abstract reasoning test

An abstract reasoning test is very visual, usually composed of a series of images, where you will need to identify the pattern or trend across the images. If you have been asked to sit an abstract reasoning test during a recruitment process that includes psychometrics in Sydney, Brisbane or Melbourne, here are a few helpful tips.

  1. Don’t panic: Instead of panicking, you need to take a deep breath and start to compare the images so that you can begin to decode the pattern. Look at one element at a time, searching for a pattern in symmetry, angles, colours or directions for example, across all of the images.
  2. Time yourself: When you begin your test, take a look at the number of questions and at how much time you have to complete the test. Then manage your time accordingly, so that you don’t miss any questions.
  3. Practice! There are plenty of practice questions available online and once you are comfortable with these type of questions, you should breeze through them easily. It pays to practice lots of different abstract reasoning questions online until you no longer feel intimidated, instead you start to feel confident with these questions. This way you can relax and focus on solving the problems, instead of worrying!

For more information on using psychometrics during your recruitment process in Brisbane, Melbourne and Sydney, call Urban Psychometrics on 07 35351220 or send us an email.