ONLINE PERSONALITY TEST

http://www.jobtestprep.co.uk/freepsychometrics.aspx

http://www.teamtechnology.co.uk/mmdi/questionnaire/

http://www.humanmetrics.com/cgi-win/jtypes2.asp

www.41q.com Psychometric test tips

You should aim at completing all the questions in the numerical reasoning test, but dont stress too much if you dont. The test is designed so only 1% to 2% of test-takers can correctly answer all questions within the time limit.

The most difficult questions in the aptitude tests are typically placed at the end of the test. However, every question in the aptitude tests is worth the same number of points. There's no bonus for figuring out a hard question. When doing an aptitude test, don't stop working until the time runs out. Rather, go back (if allowed) and re-examine the questions you were unsure of. We also suggest you double-check your answers to the very first questions. It's precisely because these questions are generally very easy that people tend to make simple mistakes with them.

Some personality tests use specific questions to detect your level of honesty. One of these honesty scales is called social desirability. The questions relating to this scale deal with undesirable behaviours that most people would have demonstrated at least once in the past, such as I have never told a white lie, even to save someone's feelings. A test-taker who denies these undesirable behaviours that are extremely common will receive a high social desirability score which is used to identify fakers.

In some aptitude tests, you can't skip questions. In this case, if you hit a mental block, you have to guess the answer to the question in front of you. Most test-takers waste more than a third of their time bogged down on a handful of tough questions. You have to learn how to guess, move on, and cut your losses after spending more than a few minutes on a question.

Get familiar with the basic functions on your calculator. The numerical reasoning questions are designed to measure your ability to interpret numerical data and use this data to make informed decisions. They are not measuring your

math skills. Therefore, in most cases you should be allowed to use a simple calculator.

In most cases, you will be asked to take a series of psychometric tests including timed and non-timed tests. While you are allowed to complete them in one sitting, it is always recommended to have a break in between each test. Having a break to rest will help you to build up your mental capabilities and avoid the tiredness effect which impairs your performance.

Personality tests are designed so they include several questions measuring an identical personality trait. Hence, consistency in the way you respond to questions is very important. Practice makes perfect. As with any other test, practising aptitude tests and getting familiarised with the personality test reduces stress and other factors which impair your performance. Maintain a serious and concrete attitude throughout the course of your assessment day. Dont be tempted to believe that our behaviour and responses are considered genuine only if we answer test questions without preparation. Preparation is critical to ensure that you demonstrate your full potential.

Personality test questions examples

There are several types of personality tests and personality test questions used by employers to measure the personality fit of job seekers. Most personality test types fit into three groups:

Statement-based personality test questions

The most common type of personality test questions is statement-based ones. In this type of question, you receive a list of statements and are asked to state the extent to which you agree or disagree with each statement. For example, you might receive the following statement: I am confident that work accidents won't happen to me. You will then be asked to state the extent to which you agree with this statement on a scale of 1 to 5, where 1 is strongly disagree, and 5 is strongly agree.

Forced-choice personality test questions

This type of personality test question is somewhat less common than the statement-based one. However, it is used by some multinational test developers, such as SHL. In this type of question, you receive a list of 3 or 4 adjectives or statements. You are then asked to rank them from the one that is the most like you to the one that is the least like you. For example, you might receive the following 3 adjectives: friendly, careful and responsible. The challenge of this type of question is that sometimes all adjectives are equally desirable for the job you are applying for.

Open-ended personality test questions

This type of personality test question is less common, but it still important to be aware of it in case your personality test has such questions. In this type, you will have a list of open personality-based questions trying to measure your tendencies and preferences based on your written response. For example, you could be asked : If I were to ask some of your good friends, how would they describe your social skills?

Covert style personality test questions

Most personality test questions are not straightforward. This means that reading the questions does not always help you identify what they measure. This is done on purpose to increase their accuracy. However, in some cases, the fact that personality test questions are not straightforward has led to a misunderstanding of them and, consequently, to an undesirable personality profile. Therefore, it is very important to pr epare for your personality test.