Psychometric and Aptitude Testing
	The use of psychometric tests, of one form or another, is becoming more and more common in the selection process for employment and in establishing a firm foundation for career choice by individuals. There are many types of test, they aim to objectively measure :-
	APTITUDE These are designed to measure your capacity to perform in a particular way. They include aptitudes for manual dexterity and speed, mechanical ability, spatial awareness, reasoning, abstract reasoning, clerical, numerical and verbal. The results of aptitude tests can be used to compare your score (and therefore ability to perform) with test groups of others tested, who are already working in this occupational area. It may mean the application of just one score, or the combination of aptitudes seen as central to a particular occupation. Rather than being seen as a pass of fail, these tests highlight strengths and weakness and can be used to select applicants for training programmes or by individuals to make decisions on careers choice. These tests are most commonly used by employers recruiting for specific posts where a particular aptitude is a necessity and the cost of training requires effective and efficient selection. They are also useful where an individual is contemplating a course which they will pay for. It makes sense to ascertain whether in fact aptitude and aspiration are compatible, in short whether you've got what it takes to succeed on the course and are not just wasting money, despite your interests. INTERESTS AND VALUES These type of tests usually manifest themselves in a series of questions related to value and interest aspects of careers. These may range from preferred environments, to preferences working with people, ideas etc. Typical tests may include dozens of questions and include preferences in terms of level of education or training aspired to or desired. They may also include health factors. Interest inventories, as they are often known, then correlate results to produce lists of potential careers ideas, i.e. those which most closely match the users interests and values. They are essentially based on values and interests which are key motivating factors for indiviudals when considering careers. These can be used as a paper test or through computer aided guidance packages. Some tests of this nature are combined with test batteries (see below) to produce ideas for which the user is suited in interest and aptitude. This combionation is a particularly valuable as it takes into consideration both motivational factors and aptitude. Interest inventories are very popular in careers guidance in education and training, when it is necessary to produce career ideas related to interests. It is a starting point for the guidance process, but needs to be supported by careers guidance to remain effective. Examples include KUDOS and Adult Directions PERSONALITY These are used to find out a little about the user's personality in terms of anxiety, sociability, assertiveness, leadership skills or evidence of being extrovert or introverted. These can be important in certain professions of course, and how far individuals can go in terms of career progression. TEAM ROLES Similar to personality, but focused on the role type of an individual related to teams, and team building. Some employers will use this type of assessment to fill particular vacancies in teams or when thinking about new teams dynamics. TEST BATTERIES As the title here suggests, this type of test is a combination of aptitudes, interests and personality. It is a very secure and objective tool in identifying and informing career choice. One of the most well known is the MORRSIBY TEST BATTERY although there are many others on the market. YOU AND PSYCHOMETRIC TESTS Wherever an individual wishes to make serious decisions about career choice, e.g. choosing careers, changing careers, choosing higher education or training, these tests are an objective measure of not just aptitude, but to a certain extent, of the likelihood of career satisfaction and success. Test batteries, particularly when combined with interest inventories, are probably the best way of supporting decisions on career choice, or indeed starting the process of career choice. More of these tests are now being made available through careers services and are relatively inexpensive compared to professional careers consultants, although the comparison between the type and level of additional service provided by the latter is not comparable. CareerZone recommends this type of test, alongside careers counselling from professionals, to anyone making career decisions which are likely to be expensive, life changing or risky. HOW THESE TESTS CAN HELP YOU Taken in a general context they can :- Provide an objective measure of your often hidden abilities and firm a robust foundation for making career decisions. Highlight strengths and weaknesses Help identify interests Identify skills Provide an insight into personality Provide insights into aspects of work KEY POINTS ABOUT PSYCHOMETRIC TESTING These tests do not make decisions for you They need to be supported by adequate professional guidance and counselling Do not rule in or rule out careers Do not take into consideration the economic realities of your situation Do not remove the hard thinking required when making career decisions So if you do have decisions to make then these tests can be used as a beneficial tool by you to support your decisions. They are available through private careers consultancies, careers services and adult guidance centres. The Independent Schools Careers Organisation (ISCO) provides psychometric testing as part of its service to its clients in independent schools Article supplied courtesy of Career Zone Copyright © 1998, CareerZone-UK, All Rights Reserved.

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