How to prepare for a Psychometric Telephonic Interview?

great article

Thanks for your valuable answers ...

Jyothi and Mr sachin has given u enough of information and guidance this would be more tahn enough

Jothi rao has already given all the required details for such test.

How to Pass Psychometric Tests

Companies have long hoped to be able to make the best possible hires to fill positions. However, most fail more than they succeed and find themselves in an endless turnover cycle. For that reason, all kinds of new techniques for making better choices have emerged over the past several years. The psychometric test has reared its ugly head for job applicants, and you need to be prepared in case you are asked to take one (or more) of them. It's comforting to know that they are rarely used by themselves to make hiring decisions but are considered along with several other measures, with the conclusions of the interviewer carrying the most weight.

What are Psychometric Tests?

So what are they and what do they do? First of all, they are intended to objectively measure your abilities and probably your personality. The ability tests will ask you to carry out a range of tasks. The personality test will examine how you do things but more importantly how you interact with whatever surroundings you find yourself in and particularly with the people who make up those surroundings.

On the day of the test, you will be in a room with a lot of desks and other examinees. The test may be taken on a computer or it may be in pencil-and-paper mode. You can expect a thorough explanation of the procedures that will include a little bit of information about the tests you are taking and how long each will last. It's the job of the test administrator to make certain the test is fair to everyone. For example, if you realize that you haven't marked questions correctly, if you report it, it will not affect your score.

Tips for taking psychometric interviewing tests:

Some people suffer from severe test-anxiety and these tests may not be an accurate measure of their abilities or their personalities. Almost everyone experiences some of this, so it's best to do some things ahead of time that can help you do the best you can. It would be a shame if you were the best candidate for a job but were eliminated just because you were not prepared for the test.

1. Practice. A number of practice tests are available. Look in a local bookstore or get online and Google "psychometric test".

2. You are entitled to know why you are taking the test. If you are not given that information, ask for it.

3. You are also entitled to have your scores given to you privately. Again, if this doesn't happen, ask why.

4. You are entitled to know who will see your scores and where they will be stored and for how long. Ask the question.

5. When you are in the testing room, clear your mind of other things and listen carefully.

6. If something is not clear, ask for clarification.

7. If you are taking the test on a computer, fiddle with it to be sure it is working properly.

8. Keep your mind on your own little space. It's irrelevant how others are doing.

9. If you don't know the answer to a question, guess.

10. Read each question carefully.

11. Don't panic if you're not going to finish. It may be built into the test.

12. If you finish early, go back over your answers. It helps if you've marked the questions you were not sure about so you can find them quickly.

The best advice is to calm down and deal with your anxiety before you even begin thinking about the test. If taking a practice test helps, then do so by all means. Use techniques for becoming calm and confident and you will have a much better chance of passing with flying colors.

Try to know in and out of Interview process. Interview is taken only to measure the knowledge and the aptitude of the person.

Try to know your negative side and over come through self-analysis. Do SWOT Analysis. ( Strenghths, Weakness, Opportunities, Threats) in you Make a graph of your mood fluctuations. If we know ourself, there is nothing we cannot beat..Remember that any test to is test us in depth.

Mostly people use Thomas tests which try to analyze:

• Can this person think on their feet?
• Can this person cope with the mental demands of the job?
• Could this person be a high performer?
• Is this person a problem solver?

 Hope the article below will help you..

Psychometric Tests have been developed as a means of assessing an individual’s character and abilities and are often used by employers to ensure that a candidate is suitable for a specific role. They are becoming increasingly popular during the recruitment process either in the initial stages, where it is necessary to whittle down a large number of applicants, or in the latter stages to finalise the decision. Employers can use generalised psychometric tests or they can even use tests that are specifically tailored towards assessing suitability for a particular role. For example, an administrator would need to be able to demonstrate organisational skills, efficiency and good written communication skills and a psychometric test could be developed to assess these particular attributes.

An example of a psychometric test commonly used in the recruitment process is a DISC Profile. A simple questionnaire is completed, the results of which can provide an employer with an insight into an individual’s approach to work, their motivation and their strengths or weaknesses. This information can then be used to make an assumption as to how a person will respond in a particular situation.

The Myers Briggs Type Indicator is another popular psychometric test that assesses an individual’s personality by distinguishing between:

• Introversion and Extroversion
• Intuition and Sensing
• Feeling and Thinking
• Judging and Perceiving

There are 16 different personality types that can be determined by the Myers Briggs Type Indicator based on the differing preference levels of the above factors.

Many people are now using psychometric tests to help them to identify what career path they are ideally suited to. Schools and colleges commonly encourage students to complete a Morrisby Profile, a specific psychometric test designed to assess your abilities, work style and key talents before matching these to a list of the most appropriate jobs accordingly.

There are two specific types of assessment that make up a standard psychometric test:

• Aptitude Tests
• Personality Questionnaires

Aptitude Tests

An aptitude test does not necessarily assess your skills or experiences in a particular area but is rather a judge of your potential to undertake certain activities. Based on the results of an aptitude test, an employer can ascertain whether or not you will be capable of performing the tasks involved in a particular role. Perhaps the most common aptitude tests are those which assess numerical reasoning and verbal skills.

Numerical tests are normally based on your ability to apply basic mathematical principles including calculations, identifying sequences and patterns and thinking logically. You can help to prepare yourself for numerical reasoning tests by practising basic sums without using a calculator, reciting times tables and completing number puzzles.

Verbal tests can include an assessment of your spelling, language comprehension and grammar. You may well be required to identify synonyms, antonyms or analogies or to provide the missing word from a sentence. Crosswords and other word games or puzzles are an ideal way of preparing for verbal tests.

Personality Questionnaires

Once it has been ascertained whether or not you are capable of performing a role, a personality questionnaire can be used to indicate if your personal characteristics are actually suited to the position. There is a real danger that significant differences between your personality traits and those of the people you will be working with can cause conflict and result in under-performance, poor motivation and general unhappiness in the workplace.

Possibly the most important advice for the completion of a personality questionnaire is to make sure that the responses you give are totally honest. It can be tempting to try to give the responses that you think the employer is looking for, even if this is not actually an accurate representation of your character. However, there really are no right or wrong answers in a personality questionnaire and, if you are called for interview, you will need to be able to demonstrate the personality traits that you claimed to possess in the questionnaire. Sometimes, a personality questionnaire may even pose very similar questions that are worded slightly different just to try to catch out people that may be attempting to portray a false representation of their character. Ultimately, it is to your benefit to be honest when completing a personality questionnaire otherwise you may end up in a role that you are just not suited to.

In general, psychometric tests should be approached calmly and rationally – remember that there will not be any “trick” questions so, quite often, the answer that seems the most obvious is indeed the correct one. You can prepare yourself by making sure that you have a good sleep the night before and, whilst making sure that you remember to eat breakfast to boost your energy levels, avoid drinking too much coffee as this may have an adverse effect on your responses. Listen carefully to any instructions that you are given before the test and make sure that you read each question carefully. Finally, remember that you will not be tested under circumstances that are any different from other people completing the tests so your chances of success are just as good as anybody else’s.

Looong Article..

Best of Luck..

Sarada