How to Handle Psychometric Tests

Financial News, December 23, 2003 | Go to article overview

How to Handle Psychometric Tests


Byline: Sarah Butcher

Is it better to be an introvert or an extrovert, to be creatively disorganised, or to plan ahead and be ultra-rational? More importantly, how can you convince an employer that you are one thing when you are in fact the other?Such is the dilemma faced by anyone taking a psychometric test. Designed to probe the inner recesses of the mind, psychometrics consist of a barrage of questions ranging from the innocuous, 'Do you enjoy familiar food?' to the more intrusive, 'Do you like people to act in a close and personal way with you?'

Investment banks are keen to know the answers. Anna Barton, a senior consultant at OPP Limited, applied business psychologists, says she has various investment banking clients and that they test everybody from graduate trainees to senior staff. 'Banks are very interested in personality tests. They usually combine different types of personality assessment to increase the chance of getting a good picture,' she says.

Barton says different banks look for different results: 'Some are more laid back and easy going than others. This is reflected in the kinds of results they look for in tests.'

When investment banks use psychometric tests, it is usually for one of two purposes: selection or development. Andrew Pullman, head of human resources for capital markets at Dresdner Kleinwort Wasserstein in London, says personality tests sometimes play a role in identifying candidates. However, Pullman says the bank mostly uses them as tools for boosting managers' self knowledge during management development courses.

Tests used to aid management development typically assess overall personality types. Most are based on the Myers Briggs type indicator, pioneered by the Swiss psychologist Carl Jung. The Myers Briggs indicator works on the basis of sixteen personality types, which are gauged from questions about preferred ways of behaving. Individuals may be introvert or extrovert, judging or perceiving, thinking or feeling, for example.

Conversely, tests used to select candidates are usually trait based: they look for particular personality traits and attempt to quantify how much an individual has them. Under a trait based test, a candidate might be assessed on his or her degree of boldness, shrewdness, emotional stability, or radicalism.

Learning that you are an intuitive feeling extrovert during a management development course can be interesting. However, facing a trait best test during a selection process is a different matter. Not only is an employer asking you to bare your soul, but you are liable to be rejected as a result. …

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

How to Handle Psychometric Tests
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Full screen

matching results for page

Cited passage

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited passage

Welcome to the new Questia Reader

The Questia Reader has been updated to provide you with an even better online reading experience.  It is now 100% Responsive, which means you can read our books and articles on any sized device you wish.  All of your favorite tools like notes, highlights, and citations are still here, but the way you select text has been updated to be easier to use, especially on touchscreen devices.  Here's how:

1. Click or tap the first word you want to select.
2. Click or tap the last word you want to select.

OK, got it!

Thanks for trying Questia!

Please continue trying out our research tools, but please note, full functionality is available only to our active members.

Your work will be lost once you leave this Web page.

For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

Already a member? Log in now.