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.

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.