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Psychometric Assessment

HERO Recruitment uses the SHL tools.  There are three main types of tests; personality and motivation, abilities and interests.

Personality Tests:  There are many personality assessment tools available, but essentially they all assess the character, psychological make up or preferred or typical behaviours of an individual.

There are three types of ability tests:

  • Attainment tests measure the results of formal education and training.
  • Aptitude tests measure the ability to acquire further knowledge or skills
  • I.Q. or intelligence tests assess a unitary measure of general intelligence. 

Typical ability tests include:

  • Verbal – typically assesses spelling & grammar for entry level jobs and verbal critical reasoning for managers and graduates.
  • Numerical – ranges from basic math calculations to numerical critical reasoning tests where inferences are drawn from business data.
  • Diagrammatic – tests of logical reasoning ability typically presented in the form of abstract shapes & diagrams. Used mainly for data entry type posts.
  • Mechanical – Solving a series of mechanical problems which are presented in pictorial format.  Used mainly for technical engineering roles.
  • Spatial – Assesses the ability to imagine rotation of shapes in space. Mainly used for Design or Equipment Engineering type roles.
  • Clerical – Assesses accuracy and speed in checking errors in documentation.
  • Dexterity – Measures hand speed and high precision skills.  Typically used for process or assembly operator roles.
  • Sensory – Measures near / far visual acuity, sound or colour discrimination.  i.e. colour blindness test

Interest Tests:

Typically used in career counselling services to assess the direction in which a student/individual would like to take with their career.  Questions can cover anything from hobbies to school to life in general.

Whether you like them or are averse to them, psychometric tests are being used more and more often by companies to establish the suitability of potential employees.  As daunting as Psychometric Tests sometimes appear, the key to success and achieving a top score is understanding, practice and preparation. Research the company you are sitting the Psychometric Tests for. Identify their culture, values and the calibre of employee they are seeking. This will help you in the Personality Tests. Practice answering the Psychometric Tests online to build your confidence. Here are some helpful tips to help you prepare for your psychometric assessment.

How to prepare for a Psychometric Assessment:

  1. Be yourself and answer honestly - Most Personality Tests are designed to indicate whether you were consistent in your answers and to what extent you tried to portray yourself in an overly positive manner. It's fine to make yourself look good. We all do it when we want to get a job. However, ensure that you don't overdo it as it will cause inconsistency in your answers and may trigger a lie or fake good scale in your Personality Test. Just be yourself and know what area of your strengths you want to highlight.
  2. Find out what the employer is looking for in their ideal applicant - When advertising and looking to fill a position, all employers want the best person for the job by finding the right applicant. It’s about hiring the person who will best fit the job; from a skills, intelligence, personality and cultural perspective. Psychometric testing results provide employers with a behavioural profile of you - your level of intelligence or aptitude (measured by aptitude tests), and your personality characteristics (measured by the personality test). The profile will indicate whether you can solve problems, are a team player or whether you prefer to work individually, and other relevant attributes.
  3. Learn about psychometric testing techniques - Psychometric Tests are not like any other test you've ever taken. All too often job seekers assume that if they are good at maths or can speed read or have just finished university, they will blitz the Psychometric Test. This is a wrong assumption. Psychometric Tests aim to measure your abstract, verbal and numerical reasoning skills. These Aptitude Tests are timed and designed in a very unique way. To master these tests you need to add a new set of test taking strategies to your tool box.
  4. Get yourself in good physical and mental shape - You need to be at your best physically and mentally to produce good results in psychometric testing. Tiredness is likely to severely damage your scores in the Intelligence or Aptitude tests. Make sure you are well rested and try to take breaks in between aptitude tests to ensure you regain your energy.
  5. Get to know the types of aptitude test questions - Familiarising yourself with the typical content and format of psychometric tests will give you a significant advantage. Verbal and numerical Aptitude Test questions are generally multiple choice questions which must be completed in a very short time. These questions can include topics like social sciences, physical or biological sciences, and business-related areas like marketing, economics, and human resource management. The Abstract Aptitude Test is a non-verbal test that uses shapes as test questions. Generally, no specific knowledge of these subject areas is required. Familiarity with the type of test questions will give you a competitive edge.
  6. Practice the Psychometric Tests online - Prepare for and practice the Psychometric Tests just like you would for any exam or test. Practicing test questions and training your brain to identify frameworks for solving problems will significantly improve your results. The majority of Psychometric Tests are administered online, therefore it is important that you train or prepare for your Psychometric Test using the same medium as the real tests – online.
  7. Find out the type of Psychometric Test questions you need to practice - Not all jobs get the same test questions. The level of difficulty and complexity of Psychometric Test questions changes based on the job you are applying for. A test for a management position is likely to have more difficult questions than that of an entry role. Ensure you are practicing the right type of test questions for your test.
  8. Plan your time and set milestones - All Aptitude Tests in the Psychometric Test are timed. On the other hand, they are also designed in a way that only 1 – 2% of people who take such a test can actually finish it. Here's the good news, you don't have to complete all the test questions to get a perfect score, and easy questions score the same as hard ones. The best strategy is to set milestones and if you don't know the answer to a question, go on to complete others. If you have time left, you can revisit the harder questions.
  9. Use any tools that are approved - Most Numerical Aptitude Tests will allow the use of a calculator and will advise of this upfront. If you haven't used a calculator for a while, familiarise yourself with the different types of operations well ahead of the test. Brush up on reading tables and graphs as well.
  10. Be Decisive - Don’t sit on the fence with your answers. Wherever possible have a clear choice, as indecision in your test selections can suggest you have difficulty making decisions in your work.

Our Clients

With a reputation across three decades in the making, HERO Recruitment continues to impress our clients and candidates with our passion and dedication to our craft.

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What people say

Our strong reputation for quality placements in key roles has earned us the status of agency of choice. HERO Recruitment’s commitment to superior service is what sets us apart from our competitors and has rewarded us with many exclusive and semi-exclusive client and candidate relationships.  Here is what our clients and candidates say about us…

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“I have worked with HERO recruitment (formerly HERO recruitment) for a number of years both within my current and previous position. I have always found HERO recruitment excellent to partner with, the consultants know our industry and cultural fit and can therefore successfully source high calibre candidates to match our open vacancies. I find HERO recruitment very professional to deal with and any candidates I interview who are sourced by HERO always have a positive recruitment experience”.

Moira Faherty,
Human Resources Manager
Chanelle Group

“My very first impression was that I was dealing with a recruitment company who were extremely professional, supportive and knowledgeable of the role for which I was applying. Not only were the responsibilities of the role explained to me in great detail, but they also went to great lengths to really understand the depth of my technical, managerial and leadership experience and capabilities. What impressed me the most was their personal touch in building a strong relationship with me as a candidate and in maintaining regular contact with me on the status of the role throughout the application process”.

Adrian Rice,
Engineering Manager 
Boston Scientific

“HERO have been a key strategic recruiting partner to Hollister ULC over many years. During our continued growth and expansion at our facility in Ballina, Hero have worked closely with us to really understand our recruiting needs, the calibre of talent we are looking for, and the fit for our Hollister culture. HERO have successfully sourced and placed candidates for us into Research and Development, Project / Process Engineering, Supply Chain and key Management roles.  They have a very experienced and professional team, and bring an excellent regional, national and international perspective”. 

Tom Horkan,
Asst. HR Manger
Hollister ULC, Ballina, Co. Mayo

“Merit Medical have partnered with Hero for the past 10 years. During this time we have grown our employee numbers to 630 employees. Our experience of working with HERO is that they have a personal client focused approach, they know the market and they can deliver on the candidates.  The medical device market is competitive and our company success is dependent on the quality of our people, we want the best there is in the market so we can grow and in turn offer development opportunities to our people. 

Mary Collins,
Senior Director, Human Resources Europe
Merit Medical

“HERO Recruitment continues to be a valued partner in supplying high calibre candidates to all three Boston Scientific sites in Ireland. In particular they have been successful in delivering on specific roles for key project scale-ups. HERO has also provided on-site recruitment presence during increased activity when required and consistently operate in a highly professional and competent manner”.   

Lorraine McDonnell,
Senior Talent Acquisition Specialist
Boston Scientific 

“HERO Recruitment were instrumental in sourcing and delivering key talent to the organisation and enabled us to meet our key deliverables within our start-up phase. They thoroughly understood our culture and constantly over delivered on our expectations. Our partnership with HERO Recruitment has without a doubt been  a professional and collaborative one. HERO exceed themselves in all aspects of recruitment and are an absolute pleasure to work with”.

Christine Power,
VP of Human Resources
Pivot

“HERO recruitment is an extension to our talent acquisition team. From hiring strategy meeting to the induction of the right talent, the HERO recruitment team provide an exemplary service. They are knowledgeable about our business needs, responsive and thorough. A true talent acquisition partner”. 


Orla Keady-Giblin,
Human Resources Manager
Ingersoll Rand – Thermo King