Psychometric Test

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.


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.

There are three basic aspects to psychometric assessment types and forms: aptitude exams, behavioural tests, and assessment centres.

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 center 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:

  • They are beneficial for students in grades 8 through 12 to choose their careers wisely. This is the stage when youngsters form their fundamental viewpoints and attitudes about the subjects they are studying. Psychometric tests are particularly helpful for students entering grades 11 and 12, unsure of what stream of education they should choose. Psychometric assessments play a tremendous role in assisting grade 12 students with selecting their undergrad programs and field of study.
  • Psychometric tests provide information on a student’s personality, such as whether they are an introvert or an extrovert, their level of emotional intelligence, and other attributes that cannot be determined from a profile or even an interview. As a result, career counsellors, professors, and even recruiters are increasingly using psychometric tests to better understand students and their fit for a specific profession or field of study.
  • Psychometric tests provide useful information about a person’s interests and talents without being biased because they are completed by students who answer questions based on their own judgments. Because there are no right or wrong answers, there is no chance of cheating or copying from others, like there is in other exams. As a result, in the vast majority of cases the results are reliable and accurate.


This test is designed to assess a student’s mental, psychological, and emotional abilities in a certain field. Academic career advisers will examine the answers submitted by the students and recommend the appropriate course for them. As a result, parents will be able to choose the best professional route for their children. Candidates will gain a better understanding of their interests, aptitude, and personality after taking the psychometric test for students, allowing them to make the best career decision possible.


It would be incorrect to administer the tests at the start of a student’s education. That is, the child must reach a stable stage in their development before the tests can be used to make the proper assessment. If the person is too young, the traits that were noted early on may change as the person’s character develops and behavioural tendencies solidify.
To make a difference, psychometric exams should be administered at critical points in their lives. The tests should ideally be completed in the middle of the school year. This would have allowed kids to mature to the point where they could have developed adult-like behavioural habits.

How Rostrum education plays a role in taking psychometric tests for students?

Intellectual DNA serves as a psychometric test but it isn’t designed typically like one. With the majority of the psychometric tests focussing on giving predictions pertaining to the ideal future career and study options basing opinion on generalised quantitative data, Rostrum believes that testing should be holistic and has thus developed a bespoke and customised solution. The Intellectual DNA test is centred around qualitative data analysis to guide students to the areas of their aptitude. There are no right or wrong answers, which in itself can be disorienting for students and parents used to black/white learning and testing. This test challenges the students’ critical thinking skills and the ability to structure and communicate their thoughts in a persuasive and balanced manner.

Rostrum Education aims to give each student undivided attention through this essay-based test. Our mentors physically analyse each student’s style of writing and way of thinking. The test is followed up with one-on-one in person meetings and follow-up video meetings where the mentors recommend courses, universities and job prospects to their students. These meetings should be taken within 7 days of submitting the written paper. For physical meetings we have our centres in India and UAE.

The meetings are conducted by our expert mentor, Mr Gwyn Day, a Member of Mensa (with an IQ in the top 0.05%). A Fellow of the Royal Society of Arts and former banking Head Trader, Gwyn has been involved in the financial and education markets for over 30 years. A specialist in Neurolinguistics for the last 20 years he has been coaching high potential students into top global universities (Oxford, Cambridge, Imperial and LSE, Ivy League, M7 plus Canadian and European schools.) He works with undergraduates and postgraduate students to obtain internships and Full-time Graduate positions with the world’s top financial institutions, law firms, consultancies, and global corporates..

At Rostrum, we have been making use of education technology right from the inception of our organisation. The Covid-19 pandemic has only strengthened our endeavour to digitise through our sophisticated and state of the art software and make education easily accessible to students across the world. Register for the Intellectual DNA test today and discover your true calling.