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How To Prepare For SHL Psychometric Personality Tests

SHL tests are increasingly seen as one of the most useful psychometric tests available. Easy to complete, they offer an accurate and rounded view of the personality of the candidate or employee.

Organisations use psychometric tests as an essential part of their recruitment and selection process. Ability, aptitude and personality tests form an important part of this process and are most commonly used for recruitment and selection as well as career planning. Increasingly employers are adopting the Occupational Personality Questionnaire or OPQ developed by Saville and Holdsworth Ltd or SHL. The test is commonly referred to as SHL’s personality test and measures 32 personality traits that are relevant to various professions. Employers use this test judge how well an applicant fits a particular role.

Testing times

In a OPQ test a candidate will have to select their answer from four pre-defined responses. Their selection determines the type of personality they have and what kind of employee they are, the test will highlight their strengths and weaknesses. There are no right or wrong answers to these tests, whilst personality traits and types are fairly static, the tests can help an employer put the candidate in a suitable team, working to bring out the best of their abilities.

Taking the test

The psychometric personality tests are generally divided into categories such as relationship, sociability, influence, empathy and thinking style. They also have a means of detecting fake responses to help prevent the test being unfairly weighted. The SHL tests are multidimensional and can be cognitively challenging for candidates, therefore it is advisable that tests are taken in a quiet, stress free environment, giving the candidate as much time as they need to complete it. They will need good reading and comprehension skills to follow the question patterns and answer correctly, and practice tests are available online should candidates feel they might benefit from being more familiar with the type and style of the questions asked of them.

The right results

Aptitude tests such as SHL tests measure personality traits with the purpose of determining a candidate’s likely behavioural style at work, with the results falling into four broad categories; friendly, leader, team player and confident. A professional report will be able to unpick the results further, giving a detailed breakdown of likely behaviours and personality traits.The tests can be adjusted to suit the needs of candidates with disabilities under the Equality Act 2010, every employer in UK has to make reasonable arrangement for candidates with disabilities during the recruitment process.

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Organised Psychometric Testing Can Help Your Organisation Grow

Psychometric testing is an effective method of analysing the abilities and aptitudes of your employees. Understanding the skills of your employees is a key to successful personnel management, increased employee satisfaction as well as productivity and staff retention.

Specific tests that help you to have a clear understanding of an individual’s abilities or personality have for long been used by educational institutions and employment organisations as part of their selection procedure. Employers can use various kinds of tests, but increasingly psychometric testing training is employed both during recruitment and at various points during a career, perhaps when a business is being reorganised or if an organisation is looking to promote someone internally.

Personality tests

One psychometric test deals with analysing the individual’s personality, beginning with what motivates them, theirvalues and inclinations, as well as their working preferences. Another test deals with a person’s ability to comprehend language, number, and special awareness. In psychology, the personality is one of the features that is considered relatively static and hence can be gauged through a test. There are no right or wrong answers, but it can help a manager to place someone in a team which would bring out the best in them and those around them.

Things to know for line managers

Before setting a psychometric testing questionnaire it’s important to bear in mind that these tests don’t select a candidate. The results have to be properly analysed before any decision is taken. Understanding the work environment and the necessary aptitude of the employee should help in selecting the ideal candidate. A happy and efficient team needs people of a variety of personality types and strengths, no candidate is perfect, but by placing them in the most suitable role and implementing a proper training and development plan, you will be able to get the best from them.

Interpreting the results

Occupational psychologists design these tests in such a way to make psychometric testing be fair to everyone. In an organisation, these tests are used for both recruitment and professional development.Businesses large and small employ specialists in psychometric testing to ensure the testing is fair and the results are accurately interpreted. The specialists will also be able to help advise on any development needs a candidate may have, producing a detailed report which can be used for future reference. Off the shelf and bespoke testing solutions are available, working with a specialist testing company you can help ensure you pick the right candidate for the job.

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Select The Right Candidates With Psychometric Tests

Psychometric tests are amongst the most accurate and objective measures of performance and work preferences, and therefore can help you make informed decisionswhich are important for the growth and development of your company. Organisations and business often struggle to select the right person for the job.

Interview performance and references traditionally play a significant role in the recruitment and selection process, though they don’t always paint an accurate picture of the candidate and their skills and aptitude for the job. Increasingly companies are incorporating psychometric testing into their recruitment process, in order to better gauge the intelligence, ability, personality and mind set of the applicants. Originally these were used in the field of educational psychology to test the abilities of students, but now they have made their way into recruitment processes as well as for the training and development of employees.

Why use these tests? The tests mutually benefit employers and prospective employees in more ways than one. They enable recruiters to match the right person to the right job and can help the job seeker to focus their attention on the best career path for them. All areas where a prospective employee needs further development can be mapped out, and any additional training and development given. It improves communication among team members and can help employers build teams with the right balance of skills and abilities. Also, use of these tests can help reduce the turnover of staff, as they will beplaced in the right role for them as well as given the training opportunities they would benefit most from.

Adopting the test A lot of companies and organisations use psychometric tests, including IT companies, financial institutions, management consultants, civil services, local authorities, fire services, as well as police and the armed services. These tests fall into two main areas, namely, personality and aptitude tests. Personality tests are the key to knowing about an employee by enquiring about their thoughts, behaviours and feelings in situations related to work and otherwise. Aptitude tests on the other hand, test a prospective employee’s verbal, numeric, spatial ability, abstract and mechanical reasoning, fault diagnosis and data checking capabilities.

Test under examination conditions Aptitude tests can help both candidates and hiring managers understand what each role in an organisation entails and how best progress can be achieved through it. The psychometric tests should ideally be taken under examination conditions, allowing the candidate to focus on the test and giving the time to complete it to the best of their abilities.

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Using Aptitude Tests To Select The Right Candidate

Customised aptitude tests can help both recruiters and employers looking to fill graduate and professional job roles. Featuring numerical, verbal and diagrammatic reasoning, psychometric tests can be an invaluable tool for picking the right candidate. Tests aimed at determining a person’s skills, interests, and abilities have become an integral part of recruitment and selection, especially in professional spheres. Psychometric testing training can be used to guide graduates and job seekers towards suitable careers, these tests can be taken at any age or stage in a career to help determine the right career path. Testing is increasingly used by companies to determine not just the skills and aptitudes of its employees, but their personality types, this can help to help both the employer and employee make the most of their skills and natural abilities.

Aptitude Vs ability The two words may apparently seem similar, but they are not. Ability is a person’s capacity to achieve an object or aim, while aptitude is more than a person’s ability to accomplish a natural task. It is more than a natural talent. These tests are recommended to highlight a person’s potential, in some cases, a hidden talent that even the person may have been unaware of. The test results can help the individual to map out a proper career plan, or an employer to recognise particular skills and develop them further.

There are a range of tests available There are different types of aptitude tests depending upon what you are looking for in an individual. For instance, tests will be different for students, job seekers, and professionals. Numerical, diagrammatic, verbal reasoning tests and situational judgment tests are designed for both job seekers and professionals who are seeking a career in banking, accountancy, business, law, finance, business, market and many other professions. Practice tests areavailable online which are based on actual psychometric or aptitude tests, running through a few practice tests can help you understand the style of the questions and the format of the test. There are no right or wrong answers.

Optimising your potential Some sites charge for their online Aptitude tests, but they allow professionals and job seekers to practice and work on their problem areas. They also provide additional features such as e-tray simulation and a guide to assessment centres. Aptitude tests can help employers optimise their employees potential as well as indication potential areas of weakness which can be worked on using proper training, development or professional mentoring.

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SHL Tests Will Offer You a Completely New Verbal Practising Session

With the help of this article, you will come to know more about SHL tests. These tests offer both numerical and verbal results.

In order to pass an SHL test candidates need to be acquainted with the subjects associated within the SHL category. This type of test will feature verbal, numerical, and logical reasoning as these are the major subjects of SHL. The SHL test comprises of a set of straightforward questionnaires along with a specific answering format. There is nothing that can help you to learn more about this test, apart from undertaking practice tests. These practical tests are not only going to help you to become familiar with the test style but can help in answering any tricky questions which arise.

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