Some employers use psychological tests when choosing employees. They check that you are suitable for a job based on your personality type and behavioural characteristics. The tests are meant to measure ability, aptitude, vocational interest and personality.
These tests are usually done after the first round of interviews and are not meant to be used as a final selection tool. They are designed to prompt questions to ask in a second interview if your responses have raised any concerns.
Recruiters and employers should make sure:
- they are testing your ability to do to the job
- they are not testing you for irrelevant psychological conditions
- registered psychologists conduct the tests, analyse the responses and provide a full report to the employer
- your questions about the testing process are answered
- your test results are confidential.
Here are a few questions you might ask prior to any psychological testing.
- What tests will be conducted?
- What does the process involve?
- How are the results going to be used to assess applicants?
- How can I access the test results – for example can I get a summary of my results from the employer or can I pay for a full report of my results?
- Do I need to know anything more about the screening?
You might want to research and practice psychological tests, to be familiar with the tasks and know what to expect.
If you think you have been discriminated against as a result of a psychological test, contact us for advice.
Last updated on 26 July, 2011 - 16:12.
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