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An aptitude test or psychometric test is a frequent component of interviews and evaluations in the modern day. Tests of cognitive capacity or personality are known as psychometric tests, and they come in various formats.

You will be asked a series of questions and will be required to submit your answers within a certain time frame. They are now more often administered online. Recruiting firms prefer to utilize them to narrow down enormous candidate pools to a much smaller, more manageable pool of applicants. Therefore, many candidates may never make it past this round.

What is a psychometric test?

As a cognitive ability test, a psychometric test is used to determine a candidate’s potential for success in a certain profession or industry. Psychometric tests are typically taken online but may also be taken in person.

Particularly in degree scheme applications, they have become a regular evaluating block. Each of the tests is generally done in combination with the other depending on whatever field the candidate is applying for.

Different sets of psychometric tests?

The purpose of psychometric testing is to simplify the recruiting process and identify the best candidate quickly. According to research, high scores on these tests correlate with high-quality performance in the position. The tests are regarded as reliable indications of candidates’ abilities and appropriateness. Psychometric testing can take many different forms (numerical, mechanical, logical, verbal, etc.).

  • Numerical Reasoning:- Numerical reasoning tests are meant to analyze facts and develop conclusions using fundamental mathematical principles. These questions test your understanding and application of ratio, percentage and number sequences, as well as your ability to evaluate data and do financial analysis.
  • Abstract Reasoning:- The capacity to understand connections between forms and within patterns is measured through abstract thinking exams. They don’t need any numerical or verbal analysis, but they do put your Reasoning and creative thinking skills to the test, as well as your speed and efficiency.
  • Verbal tests:- Verbal tests measure your ability to understand and comprehend written texts. Candidates are given a small extract of a work to read and are then asked questions on its substance. Generally, you will be given a sequence of statements that draw inferences, and you will be asked to determine if each assertion is ‘True,’ ‘False,’ or ‘Cannot Say.’
  • Logical Reasoning:- From a list of options, candidates must choose the next figure in the sequence. Both diagrammatic and numerical reasoning evaluations are frequently used in these examinations. Logical reasoning exams measure your ability to comprehend forms, numbers, and patterns using nonverbal material.
  • Decision-making based on a situation:- In the workplace, situational judgment exams are designed to examine how you respond to certain scenarios. A series of hypothetical scenarios allows employers to determine whether or not your behaviour and attitude align with their expectations and ethos.

How to prepare for these tests?

Practising online will help you become familiar with the test’s scheduling. As a result, you will become more efficient at setting the correct pace and completing the exam quickly and accurately.

Swayam has offered a test catalogue with only a time investment, which you can be browsed according to aptitude test type, publisher, employer or industry.

Wrapping up

There is a time restriction associated with every form of psychometric assessment. Depending on the exam type and provider, test length and time allotment will differ.

It is important to be mentally agile when taking psychometric tests, as they measure mental agility.

In tests, when the number of questions appears to be too high for the time allotted, it’s possible that the exam was designed to be ambitious. But don’t rush to finish the test.