Psychometric tests are used to evaluate a candidate’s performance, including skills, knowledge, talents, personality traits, attitudes, and job/academic potential. At Rostrum, students are enabled to explore and choose the ideal tool for their needs. There are three basic aspects to psychometric assessment types and forms: aptitude exams, behavioural tests, and assessment centres. Psychometric tests are vital in choosing careers wisely for students in grades 8 through 12, providing information about a person’s interests and talents without bias, and providing information on a student’s personality to understand their fit for a specific profession or field of study.

Rostrum looks to gain a holistic and nuanced understanding of a student’s intellectual potential. Applications to the top U.K., European and American Ivy League universities are equally dependent on mindset and memory. The ability to communicate effectively both academically and personally is critical in extended applications which dissect candidates via video and live interview in addition to statements of purpose, short and long Essays and of course, academic success. Candidates need to demonstrate self-awareness, self-reflection and the ability to generate original thinking in the cross-disciplinary world. We assess, evaluate and guide all our students on all the parameters mentioned above.

WHAT IS A PSYCHOMETRIC TEST, AND HOW CAN IT HELP YOU?

A psychometric test is any activity or evaluation used to evaluate a candidate’s performance, including but not limited to skills, knowledge, talents, personality traits, attitudes, and job/academic potential.

These exams are frequently used to assess cognitive abilities such as aptitude, psychological traits such as personality, developmental progress such as IQ. Though it is widely used for accessing and moulding students’ personal, intellectual, and professional progress, it may also be used to profile mental health conditions. People are frequently perplexed about what a psychometric exam is and which one is appropriate for them because of the wide range of topics covered within these exams. At Rostrum, students are enabled to quickly explore and choose the ideal tool for their needs.
Three Types of Psychometric Assessment:

1. Teamwork abilities, leadership abilities, creativity abilities, decision-making abilities
2. Listening abilities, Problem-solving abilities, Negotiation abilities, Organisation abilities
3. Timekeeping, Levels of motivation, written and verbal communication skills

Aside from accurately understanding and answering the test questions, overcoming time limits is also a challenge. Both aptitude tests and assessment day activities operate with time limits, allowing applicants to be judged on their ability to work under pressure.
With all of this in mind, it’s no surprise that preparing for your evaluations ahead of time is critical to your success.

The three types of Psychometric assessment are as follows:

• Aptitude Tests: These tests are used to evaluate a variety of cognitive talents. There are a variety of aptitude tests available. A comprehensive test would include many of these types.
• Numerical: As the name implies, numerical psychometric exams will examine a candidate’s ability to work with numbers swiftly and easily.
• Verbal: Written excerpts, usually with a multiple-choice answer format, are used in verbal psychometric exams to examine a candidate’s understanding and comprehension skills.
• Inductive: This psychometric tool assesses a candidate’s ability to think systematically and logically, usually through the use of visual sequences.
  Diagrammatic: These tests will look into a candidate’s problem-solving abilities. Candidates will typically have a minute to respond to each question.
• Logical: As you might expect, these tests are used to assess a person’s ability to think logically. These tests are comparable to diagrammatic testing, however they do not require the usage of diagrams.
• Error checking: This one is fairly self-explanatory, and it assesses a candidate’s ability to spot errors in the information given to them.
• Behavioural Tests: These assessments are used to identify certain personality traits that may suggest fit for different occupations. We may learn about a candidate’s preferred method of communication, how they deal with losses, and how they would manage a team by assessing and understanding their behavioural style. This kind of knowledge is critical for finding areas for improvement, increasing engagement, and determining whether or not a person is a suitable fit for a team, organisation, job or university. Personality surveys, leadership assessments, motivation tests, and situational judgement exams are among examples of behavioural psychometric tests.
• Assessment Centres: Human interaction evaluations are used in assessment centres. Psychologists frequently conduct activities that make use of job-specific skills and simulations. The candidate is invited to participate in a range of activities, tests, and exercises with other candidates. Although some organisations utilise them as an initial selection procedure, the assessment centre stage may happen after the first round of interviews. The content, duration, and presentation can all be drastically different. The emphasis is on how one reacts to situations, one’s cognitive processes, and how well someone meets the predetermined criteria. Some or all of the following will usually be included in this criteria:

WHY IS IT VITAL FOR STUDENTS TO TAKE PSYCHOMETRIC TESTS?

Psychometric tests are imperative for the following reasons:

• During the formative years of grades 8 through 12, students are at a critical juncture in their educational journey where they begin to establish foundational perspectives and dispositions towards their coursework. Therefore, it is highly advantageous for them to make thoughtful and informed decisions regarding their future career pathways. For students in grades 11 and 12 who may be uncertain about which academic trajectory to pursue, psychometric tests serve as a valuable resource. These assessments serve a paramount role in guiding students towards selecting their undergraduate programs and fields of study.
• Psychometric tests furnish valuable insights into a student’s personality traits, including but not limited to their introversion or extroversion, emotional quotient, and other features that are not easily discernible from a standard profile or interview. As such, career advisors, educators, and recruiters alike are progressively turning towards these assessments to more accurately gauge a student’s disposition and suitability for a particular profession or area of academic pursuit.
• Psychometric assessments are uniquely advantageous in that they offer an unbiased evaluation of an individual’s aptitudes and passions, as they are administered by students who respond to questions according to their own perceptions. As these tests are not prescriptive in nature, there is no possibility of academic dishonesty or plagiarism, a concern often associated with traditional assessments. Hence, the outcomes obtained from psychometric tests are, in most instances, highly reliable and precise.