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Why do employers use psychometric aptitude tests?
Why do employers use psychometric aptitude tests?

Historians say that first pre-employment aptitude tests were used in ancient China about 600 years ago. Candidates for government posts needed to show how good they were by several examinations in calligraphy, math and legislation. Modern psychometric aptitude tests appeared in 1940 in the USA to assess candidates for the US army. Starting 1950-th American employers started to use pre-employment tests and currently 87% of large and medium-sized employers all over the world massively use all kind of psychometric tests. In this article we will see why employers love psychometric aptitude tests and why you if you are a job-seeker, need to love them as well.

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Personality questionnaires: what is it and what is their difficulty
Personality questionnaires: what is it and what is their difficulty

What are personality questionnaires

Personality questionnaires (PQ, OPQ, OPQ32) are designed to assess such characteristics of a candidate as shades of feelings, attitudes, motives and other personality (often subjective) traits. Such questionnaires are usually presented as a lengthy aptitude test that cannot be prepared for, and the results of which cannot be influenced. But the truth is, you can and must prepare for personality tests. The core of PQ is that the applicant receives direct questions about his character traits to which he must answer following the given pattern. Personality questionnaires use the ability of people to self-analyze and analyze their own experiences. They are conducted in a question-and-answer format, this type of assessment is also known as self-report.

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10 tips for taking a situational judgement test
10 tips for taking a situational judgement test

Situational judgement tests (SJTs, behavioral tests, psychological tests or situational cases) are a popular assessment tool among HR agencies and large business. Managerial positions, sales, customer support and administrative jobs require good interpersonal skills and the ability to find effective solutions in any work situation. Situational judgement tests are the most convenient tool to assess candidates for having these and other competencies.

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Situational judgement tests used by employers and qualities that they test
Situational judgement tests used by employers and qualities that they test

Each job position or vacancy has its own requirements for the qualities of applicants: their experience, abilities and skills. The first step when employers try to find them is situational judgement testing. But there are qualities that are valuable for any employer and any job. If you are a job applicant, then you will have more chances to get a job of your dream, if you have 12 basic qualities shown below, and you can successfully demonstrate them in the process of employment.

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Psychometric testing for call center and customer support jobs
Psychometric testing for call center and customer support jobs

Psychometric testing companies offer a wide range of tests of various types and difficulty levels. These can be aptitude tests for intellectual abilities, personality tests and tests for determining professional skills. In this article, we will cover psychometric and personality tests that are used to assess the intellectual abilities and skills of applicants for call center and customer support jobs. You will learn about the types of tests that are most widely used to assess the knowledge and skills of candidates for vacancies in call centers and what qualities employers expect to find in the test results.

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Psychometrics aptitude tests for managers
Psychometrics aptitude tests for managers

Many people think that when a company hires a new manager, he or she can be evaluated only after an interview and a trial period, but for a manager of any level, from the head of the department to the CEO, psychometric aptitude tests for managers are even more relevant than for junior employees.

Surveys conducted in early 2020 showed that 79% of companies in Europe and about 71% of all companies in the world with more than 100 employees use pre-employment psychometric tests. And by 2021 this number worldwide will reach 84-85%.

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Abstract reasoning tests: all you want to know about them
Abstract reasoning tests: all you want to know about them

Abstract reasoning tests, also known as logical reasoning tests or diagraamatic reasoning tests measure your ability to perceive and understand abstract forms, sequences, matrices and figures and logical rules behind these forms. These tests assess your skills of imagination, visualization and abstract thinking and play a major role in determining the level of logical thinking skills required to solve any logical task you may face at work. In an article you will find examples of various types of abstract reasoning tests, an explanation of their solutions and preparation tips.

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Verbal reasoning tests: what are they and how to pass them
Verbal reasoning tests: what are they and how to pass them

Verbal reasoning tests, also known as verbal ability test or verbal analysis tests – what are they and how to pass verbal testing? In this article we will tell you everything you may need about verbal reasoning tests and tips how to secure a high score on verbal tests.

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Numerical Reasoning Tests: what they are, examples, solutions and tips to pass them
Numerical Reasoning Tests: what they are, examples, solutions and tips to pass them

After being for 16 years in HR we can confidently assert that 100% of large companies that employ millions of people all over the world use numerical reasoning tests. Numerical reasoning is the most commonly used type of aptitude testing and 1000s of candidates are tested with them every day.

Whether you are applying for a job in an office or in a plant, in an airline or a social service and you are to pass a series of numerical reasoning tests. So read our article to learn more about these tests and tips how to pass them.

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SHL psychometric tests
SHL psychometric tests

Psychometric aptitude tests from SHL is a tool that is widely used in the field of recruiting and enables employers to filter out unsuitable candidates for their jobs before the interview. The brand name of SHL tests is shltools and currently it is shltools versions 3 and higher that are most commonly used. The test technology was developed more than 35 years ago by Peter Seville and Roger Hodsworth. It is used by the largest international corporations, such as Procter & Gamble, Unilever, Johnson & Johnson, Philip Morris, Gazprom, IKEA, METRO, Shell, PwC, HSBC, KPMG, Deloitte, BAT and a huge number of other companies from all industries and social services. A partial list of these companies can be found in our article about test development companies.

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