SECRETS OF PSYCHOMETRIC TESTING: Are YOU on the Right Path in Your Career?
If you’re beginning a professional career in your field of study, you might be considering a position with an international organization. Certainly, working for a non-governmental organization (NGO), policy think tank or international governmental organization has an allure. If you’re already working for the United Nations (UN), or a similar employer, you’ll know these are environments where you can find a gratifying job. For many wanting to build a satisfying career contributing to global causes and make a real difference, there’s no better professional choice.
You’ll find a host of job opportunities with these organizations — from direct service and advocacy to research and writing. You probably have a reasonably good idea of what type of work you gravitate towards. Having said that, if you’re already working for the UN or a similar organization it might be time to make sure it’s where you want to spend your working life. No matter how much work experience you’ve had or how self-aware you are, it pays to do a little detective work to find the best vocational fit. That’s where psychometric testing is an excellent investment.
What psychometric testing is
Basically, psychometric testing is the objective assessment of an individual’s characteristics based on different psychological and educational measures. A questionnaire or test is given to appraise abilities, knowledge, skills, educational achievements, attitudes and personality traits. This encompasses tests of reasoning and judgement, questionnaires to measure motivation, assessments of particular abilities and personality profiles. Psychometric testing applies objective data gathered from considerable research to the evaluation of subjective information.
Psychometric testing is becoming more common in workplaces. Sometimes, it’s a component of the job application process to assess specific skills required for the position − like verbal comprehension and reasoning skills. It’s not uncommon for organizations to give personality tests that help assess whether an individual is a good fit for the company.
Some organizations incorporate psychometric testing into performance planning. It can identify where employees require additional training or coaching to be more successful in their current job, or to prepare them to advance in their career.
How effective it is
The accuracy of psychometric testing depends on three aspects — standardization, reliability, and validity.
Standardization − For a test to be standardized, it must have been used initially with a sample of people representative of the individuals the test is designed for. Each person’s test results are then compared to the sample group. Standardization also applies to administer the test. The instructions given to each test taker are consistent, all participants have the same time for completion and every test is scored in the same way.
Reliability — Psychometric tests are reliable when the results they produce are consistent over time. Given the same testing environment, reliable tests will produce results in line with every other application of the test within an acceptable margin of error. This means that the test’s outcome will not be influenced by conditions such as a person’s mood, for example.
Validity — Essentially, validity means that the test is measuring exactly what was intended. For instance, if a test was developed to measure aptitude then the results should show aptitude and not interest level or something else.
The fact that these types of evaluations have been employed, in various forms, for decades speaks to their effectiveness. Furthermore, as psychometric testing has become more sophisticated, increasingly human resource departments and individuals are using psychometrics as a way to identify strengths, aptitudes, and interests.
How it helps
In psychometric testing, there’s no pass or fail — just solid data to tell you what types of positions you may find more satisfying, and those where you may have more difficulty finding success. In turn, this can enable you to capitalize on your strengths and develop them further.
Since these types of evaluations provide objective information quickly, they’re a simple and effective method of obtaining additional helpful particulars to think about as you plan your next career move. Here are a few scenarios where they are beneficial.
Seeking your first position — Perhaps you’ve done your homework and are eager to land a good position with the UN. You may have read the organization’s website, attended an online presentation they gave or spoken to someone who works there about the rewards and challenges of their career.
As you begin to get a better picture of what it’s like to work for a global organization, you’ll uncover the types of skills needed. This is where taking a few psychometric tests designed to assess interests and abilities can be valuable. These evaluations will assist you to determine where your skillset can be a good fit for an international organization.
Take a look at what competencies are required for the positions you’re applying for and highlight in your resume what you’re discovering about your strengths in these areas. In addition, taking into account your test results, you can confidently explain how your values match up with those of the organization you’re interested in working with.
Confirming your career path — Are you at a mid-point in your career with an international organization and not sure if you want to continue? During your tenure with the UN, or another global body, you’ve likely learned a great deal about what it takes to work your employer. You’ll know full well that having strong communication skills and a degree of intercultural competency is needed. Plus, you’ve had a chance to demonstrate important soft skills such as the ability to manage stressful situations, work effectively in teams, resolve problems and focus on results.
However, it’s quite common to begin to question your career path at this point. After all, it’s a big commitment to stay with an organization for your entire working life or a substantial portion of it. Psychometric testing will support you in taking a look at where your natural gifts and abilities lie. As a result, you’ll feel more comfortable making a decision to either stay working with the international organization, or search for an opportunity elsewhere where you can use your abilities and talents to their fullest potential. Pair psychometric testing with some career coaching for even greater impact.
Finding the right position — It could be that you absolutely love working with the UN, or a similar employer. You may feel that your values are congruent with those of the organization and that your work is appreciated. That said, you might not feel that your current position is the best one for you. If you’re intent on staying with the organization but want a job where you can contribute in a more substantial way, psychometric testing can help with that.
Not only will this reaffirm where your strengths are, but the results may uncover a few hidden aptitudes and point to positions you’d not considered. For instance, if you like working with people rather than working independently, there are many job possibilities. In certain positions, you may need to be somewhat more stress resilient compared to others. Testing will suggest where you can work with people in a role that best matches your particular profile.
Improving your CV — When you are job hunting, having a great CV that outlines your experience, skills and abilities is critical. It’s also necessary to be able to write a compelling application letter that introduces why you would be a good hire. Moreover, it’s a good career planning move to always have an updated CV ready, right? You never know when a new job posting or project opportunity will catch your eye.
No matter under what circumstance you’re preparing a CV or application letter, taking a few psychometric tests is invaluable. Armed with the evaluation results, you can find the right words to really enhance your resume and showcase your expertise.
Types of tests
Psychometric testing geared to career planning falls into three general categories.
Occupational interests — These tests explore what you value, what you find motivating and your opinions on a range of subjects. The results are used to suggest what particular occupations you might find interesting.
Personality — Personality assessments examine your personal traits and behavioral styles. They assess the major aspects of the participant’s personality, such as whether they’re more extraverted or introverted, how openly they communicate, their level of agreeableness, how conscientiously they behave and any neurotic tendencies.
Aptitude — Personal strengths and weaknesses with respect to certain tasks are the focus of aptitude tests. Typically, these use a number of measures to assess various abilities as well as reasoning skills that are necessary for problem solving. The results may demonstrate that the test taker has highly developed verbal reasoning skills, excels at technical tasks or is very artistic, for example.
While you can find some psychometric tests online, it’s always helpful to engage a career coach. They’ll suggest the best evaluations and walk you though the findings to guide you in making the right vocational choice.
Is your interest piqued? When it comes to career planning, psychometric testing has definitely proven its worth. It’s a terrific tool that offers an unbiased opinion of what professional path you might find most rewarding with an international organization.
