With the arrival of internet, sending job applications has become extremely easier than it once was. The implication of this to employers is that they have more applications to evaluate before they finally hire the suitable candidate for the job. Many have employed psychometric tests as a weeding tool; to make decisions on which candidate should be dropped and which should proceed to the next stage of the recruitment process.
Yes, next stage of the recruitment process, because the psychometric tests are never or not to be used in isolation. They are often combined with the familiar initial job advert, sifting through of CVs to determine which candidate should be called for the test and finally, post-test interviews.
No matter how much job seekers resent aptitude tests, it seems they have come to stay, considering that they are continually being favoured by employers – about 80 % of US Fortune 500 and 75 % of UK Times 100 companies use them. The tests have been reputed to be a reliable method of choosing the most suitable applicant for a job or the most suitable staff for a promotion.
The inherent limitations or restrictions in the type of questions an employer can ask an applicant has never been a deterrent; rather applicants have a lot to lose from choosing not to answer the questions.
Psychometric tests are often designed to test two qualities of the applicants; the personality and the ability. The personality tests are often done using questionnaires while ability is measured with tests like logical reasoning, numerical reasoning, verbal reasoning, mechanical reasoning, abstract reasoning and others.
So, talking about the companies that use these tests, I know you must be interested in specifics. Here are the top 30:
With this multinational company, there is no end to the testing process. The recruitment process is in stages, starting with online application form and ending at the assessment centre. With the application form, a candidate is made to answer some competency questions and some other personality test questions are asked during a telephone interview and other assessments. However, the main psychometric test is the second stage and it is an online numerical reasoning test of 20 minutes, supplied by SHL, one of the biggest online testing companies around.
You get to answer some competency questions during the application process too with Chevron after which follows an aptitude test. The aptitude test is a 51 questions test for 20 minutes; varied in its composition – a mix of picture and word logic as well as mathematical and verbal reasoning. The test is supplied by Onetest; an Australian psychometric testing company. The test is such that the difficulty increases with succeeding questions.
- Ford Motor
Ford psychometric test is supplied by SHL and it is in two parts; numerical reasoning and inductive reasoning tests.
- The numerical reasoning is a 20 question test for 20 minutes in which knowledge of statistics, ratios, percentages and graph interpretation will be tested.
- The inductive reasoning requires knowledge of logic to succeed. It involves identifying patterns in a sequence of images.
The psychometric test for KPMG is supplied by Cubiks and it is divided into two parts; competency based questions and Decision making / problem solving tasks.
- The competency based questions are actually a personality test, which tries to examine how the applicant works with people – their communication methods.
- The Decision making/Problem solving tasks come in form of two tests; Situational Judgement Test (SJT) and Numerical Test. The SJT assesses the thought process of applicants and indicates whether the applicant is a leader or follower, while the numerical test is an assessment in tables, ratios, percentages and charts.
- Hewlett Packard
The test for HP, as Hewlett Packard is popularly known, is varied depending on the job functions applied for. However, the recruitment process involves telephone interview and other assessments, during which behavioural and personality tests are verbally administered. The ability test is basically numerical and verbal reasoning.
The numerical reasoning is that in which the level difficulty level increases with succeeding questions and it is provided by Talent Q. Their logical reasoning, a nonverbal rather pictorial test, have a reputation for being especially difficult and is only taken by applicants into technology, operations and HR job functions.
- Procter & Gamble
Practising for P&G, as it is called, is not only a good idea, but also a necessity. You must be practised for success, because the tests are entirely different from whichever you might have been familiar with.It is in two parts:
- Competency test, called P&G Success Drivers Assessment, examines if the thought patterns of candidates to judge whether they are P&G People with P&G Minds and P&G Ability. Indeed, this is a personality test.
- The P&G Reasoning Tests comprises of numerical, verbal, logical and abstract reasoning.
The personality test is over the telephone in an interview. This is after a competency and an SHL tests. You will need a very good knowledge of Microsoft for the competency test and also answer some behavioural questions. The SHL test is a 24 questions test for 25 minutes, which follow the line of inductive reasoning.
JPMorgan’s recruitment often involves applicants writing series of aptitude tests which is followed by numerous interviews. The format of their test is SHL reasoning and it has 3 parts; the numerical, verbal and technical tests. The numerical involves answering 20 questions in 20 minutes without the use of calculator, and the verbal is also a 20 minutes test.
JPMorgan also administers a computer code based tests that last for an hour and 20 minutes. And you should know too that every applicant is required to write a 300 words essay on their motivation for applying to JPMorgan. You should take this as an opportunity to sell yourself.
The psychometric test for McDonald is basically a personality test which may need to be completed right on the spot or taken home to be returned when completed by the applicants. Whichever way, it assesses what kind of employee you will be by asking questions that test your reactions in different circumstances.
- Bank of America
CVS Caremark mainly administers Kenexa test where applicants need to be a bit focused. They have to be ready for answering some situational judgement test questions – whatever tells the employer what kind of employee you will be. The idea of the test is to examine your thought process and from this conclusions about your personality can be made.
The recruitment process and testing of Barclays revolves across all the four job functions (field engineering, supply chain, commercial and technology) are the same. The online application is accompanied by personality and behavioural based questions and this is followed by a telephone or video interview in which more personality and aptitude tests, based on SHL reasoning, will be administered. Successful applicants are invited for the Barclays Experience during which, they are assessed on written and group exercises along with some case studies. Success in the Barclays experiences leaders to you securing your offer letter.
UBS administers both personality and ability tests. Immediately after the application, if your application is considered impressive, you are invited for an online SHL numerical test. After this a telephone interview is conducted during which, your knowledge of the company will be tested and important information is gathered about you. If you have been impressive all the while, you are invited for a second SHL test; this time around, a verbal reasoning. Successful candidates are then invited to the assessment centre during which they will participate in group work, individual presentation and in-person interviews. Executives of the company will be around too, to observe and entertain any question from the applicants. By then, you are very close to clinching your offer letter.
To gain employment into this diversified technology is a job in its right, considering the numerous stages and tests to be written. To start with, you will need to answer 2 major competency questions along with your application. Work hard at this because your answers will go a long way to determine whether you will be called for the next stage which is the 3M Aptitude Test. The aptitude test is provided by Saville and is in 2 parts; numerical and verbal reasoning. After this comes the telephone interview. You might want to be well ground with you STAR method of answering interview questions to shine in this. Most of the questions in this stage will be competency based. If you have succeeded so far, you will be invited to the assessment centre where the aptitude test will be administered again along with 3M interview, case study and 3M presentation, and 3M group exercises.
- Publix Super Markets.
The test for Publix Super Markets is in the form of interview. The questions are competency based; assessing both the personality and skills of the applicant.
- Tullett Prebon
To be employed in this UK’s brokerage giant, an applicant will have to pass standard SHL numerical test, after which follows series of interviews.
- Capital One Financial
Capital One is one of the US bank holdings specialising in credit card and bank loans. The entry tests into this company are provided by SHL. The first is a personality test in which applicants fill a questionnaire, while the second is an ability test which involves both numerical and verbal reasoning. Successful candidates in these tests are invited to an interview and then the assessment centre.
For Raytheon, the order is; application, phone interview, tests and assessment centre. The phone interview is focused on competency questions, while the tests are basically numerical and verbal reasoning. At the assessment centre, you will participate in an in-person interview, group exercises and presentation.
- Union Pacific
If you are applying for Union pacific, depending on the job function you are applying for, you may have to undergo a one-on-one interview, a group interview, panel interview, skill test, personality test, drug screening and background check.
- Ernst and Young
There are 3 main stages for Ernst and Young recruitment; the application, the psychometric test and the assessment centre. The psychometric test is provided by Saville Consulting Group and is usually online numerical, verbal and diagrammatic tests. And you should know that you will also have to answer a seemingly more difficult version of the tests at assessment centre. Other activities at the assessment centre include group exercise, interview, role play, case studies and presentations.
When Eon, the world’s largest supplier of electricity utility, recruits, they employ the services of both SHL and Saville with their tests. Candidates who are shortlisted from applications will be immediately invited to an online Situational Judgement Test (SJT) by SHL. If you are successful in the SJT, you will be invited for the online aptitude test supplied by Saville. The online aptitude test is basically numerical, verbal and abstract reasoning. Following the tests is the telephone interview, after which is the face-to-face interview. Competency questions are often asked during the telephone interview, while the face-to-face interview is about technical stuff. So, only engineering applicant get to participate in it. Other applicants proceed to the assessment centre which is the final stage of the recruitment.
Exelon is among the top 30 companies that use psychometric tests. They always examine candidates’ expertise with its different types like abstract reasoning is used to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern.
- Duke Energy
As we all know that these tests are used to evaluate the determination, extent of knowledge, common sense and ability to identify certain conditions, Duke Energy relies on them to make everything perfect and suitable for their needs. They examine applicants to the maximum and try to figure out which department will be suitable for them. Duke Energy believes that candidates should be capable of working beyond their expertise in order to show their flexibility
- Royal Bank of Scotland (RBS)
RBS works on the principle that there should be a suitable way to determine level of objectivity and standardization to traditional way of recruitment so that quality of candidates can be improved. With that concept in mind, they used to conduct psychometric tests for removing unconscious bias throughout the selection process.
- Grant Thornton
Grant Thornton uses SHL and Kenexa reasoning tests to recruit highly skilled, professional and experienced employees. They use to conduct different tests and interviews to screen candidates based on their resumes and try to find out how worthy they will be for the company.
- Australian Defence Force (ADF)
With the growing needs of customers, companies also have to improve their quality of services for which, they need assistance so as to find suitable employees. For this, experts have created psychometric tests and ADF has implemented them to see the results. The Australian Defence Force uses general ability tests from OneTest (test publisher) and mathematical ability tests to shortlist applicants.
The procedure of recruitment in Deloitte is really strict as it uses TalentLens to scan the expertise, abilities and experience of applicants on the basis of their tests and interviews. They have a certain plan to evaluate efficiency so applicants should have to be really careful as they will be going to have tough screening of what they claim.
- Southern Company
The name of aptitude tests by Southern Company is EEI Test that comprises of MASS test (for plant maintenance), POSS test (for operating positions), TECH test (for technical positions), CAST test (for professional position), SASS test (for clerical positions) and SO/PD (for power dispatching and system operating positions). Candidates who apply for a certain position have to go through its respective test and need to gain maximum points to get the job.
- Ambulance Victoria GAP
The recruitment process of Ambulance Victoria GAP is challenging, long and can take more time than expected to fill the position. Candidates can apply for the ambulance services at any time and test will be conducted as needed. Their test examines candidates on different skills which are necessary to satisfy the needs of a particular position. So, applicants should have to be prepared and willing to take on any challenge.
- NextEra Energy
NextEra Energy takes help from pre-employment tests to identify qualified applicants for their openings. These tests and related procedures are same for all candidates and will be conducted by the EEI (Edison Electric Institute) for satisfactory and quality screening.