Job hunting isn’t the most fun at the best of times. Throw in some psychometric testing and it can become all too much.
We want to help demystify the recruitment process so have put together an 'easy to digest’ overview to get you started.
Click on the links below to understand a little more about how psychometric testing is used in the graduate recruitment and selection process.
Why do employers use psychometric testing?
Psych(ometric) tests are a scientific way to measure aptitude, behaviours and motivation. They're objective and convenient, and are a valid and reliable way of predicting future job performance.
When used in conjunction with other qualifying criteria such as degree type or grade, psych tests provide an employer with a more rounded view of a candidate.
Assessments are traditionally used in the recruitment filtering process after you have applied. If you don’t pass the benchmark score in each test it’s unlikely you will be asked to participate in the next stage. By using the Grad DNA app you can practice these tests on your phone to learn where you perform well, and, where you might need more practice.
Not many recruiters would say that using psych tests provides a great candidate experience but it means employers can be efficient and objective in their screening.
Which employers use psych testing
A 2016 survey by the Association of Graduate Recruiters found over 75% of all leading employers use psych testing in their recruitment process. If you plan to make more than one application this year, it's likely you will encounter psych tests at some point in the process.
Here are just some of the leading companies known to use psychometric testing during their recruitment process: JP Morgan, Hewlett Packard, ExxonMobil, Proctor & Gamble, PwC, HSBC, McKinsey & Company, GCHQ, Ford, Citigroup, intel, Airbus, Chevron, Microsoft, UBS, RBS, Balfour Beatty, WYG, Ab InBev, NHS, KFC, IBM, Fujitsu and npower
What tests can employers use
The most popular assessments are numerical and verbal reasoning, closely followed by inductive reasoning (or logic tests). You may be asked to do a critical thinking test, situational judgement test or a personality questionnaire.
There are a range of psychometric consultancies that provide their assessments to employers – they may take a slightly different approach—meaning the questions may look different from test to test—but ultimately they are assessing the same thing.
What tests are in the Grad DNA app?
Grad DNA hosts six of the most widely used assessments for you to reveal your strengths. We have four cognitive tests (numerical reasoning, verbal reasoning, inductive reasoning, critical thinking), a personality questionnaire and a situational judgement test (SJT).
Remember to practice before you take the full test and ensure you are in a quiet environment. We also have a retest option that we will tell you about after you have downloaded the app.
If you want even more practice, you can visit our practice zone here to find free practice tests that you can take on your mobile or a desktop. We also offer a full testing package for £4.99 which gives you unlimited access for 3 months.
What’s the difference between the example, practice and a full test?
We want to prepare you for success so have provided different test versions to help you get started.
The example section provides an overview of what is being measured so you can better understand the test logic.
The practice tests are designed to get you into the flow of the question types and to ensure you are comfortable with the question selection method. For the numerical, verbal, inductive and critical thinking we also tell you how many you got right or wrong, so you can keep practicing if you think you need to.
The full assessments are the real deal and we will tell you your results after you have finished.
What is an average score?
The scores for the cognitive tests are measured in percentiles, NOT to be confused with percentages (which your uni exams are measured in).
As a very basic guide, 1-30 percentile is considered below average, 31-70 percentile is considered average, 71-99 percentile is considered above average (this is the simplified version). A large proportion of employers that use psychometrics as a filtering process will most probably be looking for average scores. In reality, you have a great chance of being matched to schemes, especially with a little practice.
If you take employer tests it’s unlikely they will tell you either their benchmark scores or your results, so that’s another reason to download the Grad DNA app and start discovering your strengths.
Will I see job matches without taking the assessments?
It’s highly likely! Some of our clients only screen on your academic profile, but you will gain the most benefit by taking the in-app assessments. You’ll see a broader spectrum of job matches that are best suited to your strengths.
Who will see my results?
The Grad DNA app was designed for students to help them learn about psychometrics and spend time with employers who are the best match. Employers will NOT see any of your details (academic history or scores) if you don’t apply to their jobs. Employers will only see the information you send them (and you see a copy of it before submitting your details). Employers may ask us to verify your results – but that’s ok as you will have already passed their benchmarks – and therefore the opportunity of being fast tracked to the next stage.
The Grad DNA app is a safe environment for you to practice psych tests and learn about your strengths. Helping you spend time with the right employers and fast track your application is our main goal.
Download the app
If you haven’t downloaded the app use one of the links below