How to pass a psychometric test - Clevry (2024)

FAQs

How to pass a psychometric test - Clevry? ›

Move through questions swiftly

If you're unsure how to answer a difficult question, try not to spend too much time on it. Instead, move to the next question to get the easier part of the assessment completed quickly. Then, unless it's a timed test, you can go back to the troublesome question and give it more thought.

Move through questions swiftly

If you're unsure how to answer a difficult question, try not to spend too much time on it. Instead, move to the next question to get the easier part of the assessment completed quickly. Then, unless it's a timed test, you can go back to the troublesome question and give it more thought.

In other words, you can't actually 'fail' a psychometric test; but it could provide you (and others) with a very revealing insight into your cognitive abilities and character. People often worry unduly about having to undergo a psychometric test.

What is the Pass Mark for Psychometric Tests? The passing score for psychometric tests varies depending on the type of assessment. For example, this mark could be as low as 75% for numerical assessments and as high as 80-90% for others. To find out more regarding the various psychometric test scoring methods.

While all four psychometric criterion areas (reliability, validity, standardized administration methods, and normative data) are important in evaluating psychometric tests, it should be noted that reliability, validity, and standardized administration methods are considered most important in selecting psychometric ...

Simply put a psychometric test or assessment is a standard and scientific method used to measure an individual's mental capabilities, behavioural style and ability to perform the job. From my experience the test typically assesses abstract, numerical, verbal ability and personality profiling (cultural fit).

Aptitude and skills: Assessments can evaluate soft skills like communication skills and time management or job-specific skills, such as negotiation, working with data, and accounting.

Should I answer strongly, agree or disagree? ›

Avoid extreme answers

Conversely to the previous tip, you should also avoid answering every question with "Strongly Agree" or "Strongly Disagree". This might make you appear wildly sure of yourself or closed to others' opinions.

There is a strong correlation between test scores and job performance. If you score highly in a psychometric test, the chances are that you are going to perform well in the job. As an employer, this predictive quality makes psychometric tests very attractive.

Practice. You can maximise your test performance using test practice books. Completing example test questions can help to familiarise you with the format of an ability test so that, on the day, you know what to expect. Many people get nervous when completing tests but being prepared may help you to control your nerves.

Traditional psychometric tests are focused primarily on capturing conscious behaviour. This means that candidate is aware of the tasks they are being asked to perform and can deliberately apply their skills and knowledge to complete them. Thus, leading to more inaccurate results.

Hiring managers have to take into account the results of failed pre-employment assessment tests, especially if they feel these candidates are a great fit and should still be considered. While it's possible to lower cutoff scores, one must apply this new standard to all applicants.

Scores of 1 and 2 indicate a low overall performance. Scores of 3 and 4 indicate below average, and slightly below average performance. Scores of 5 and 6 indicate an average performance. Scores of 7 and 8 indicate a slightly above average, and well above average performance.

While all four psychometric criterion areas (reliability, validity, standardized administration methods, and normative data) are important in evaluating psychometric tests, it should be noted that reliability, validity, and standardized administration methods are considered most important in selecting psychometric ...