Psychotechnical tests play an important role in the work environment. They are simple, equitable, economical, they allow the result obtained to be quantified in an agile way, they discover nuances of the candidate that do not appear in other tests and they admit to being administered online. In order for them to be effective, we must take into account what competencies we are looking for, if we can detect them with psychotechnical tests, have someone expert in the human resources team and know their limitations because they will never give us all the information we need about the candidate .
The best strategy is always to combine them with other tests and with personal interviews.
What is a psychotechnical test or exam?
Psychotechnical exams or tests are standardized tests to obtain information from the candidate in relation to issues such as their aptitudes, intelligence, abilities, personalities, interests or values, among others.
Types of psychometric tests and examples
There are two main types of psychotechnical tests used in the field of human resources:
Its purpose is to measure the intellectual capacities of the candidate such as their memory, their linguistic competence, their attention, their numerical or spatial aptitude, their intelligence or their abstract reasoning. Normally this type of exam is carried out in a maximum time, so it is evaluated based on speed and the level of correct answers.
Its objective is to know aspects related to personality, such as self-control, emotional stability, dynamism, proactivity, initiative, ambition, adaptation to changes, tolerance to pressure or the ability to persuade. In this type of test there is usually no time limit and there are no correct or incorrect answers, but what it is about is seeing the personality of the candidate and knowing if he or she is suitable or not for the position for which his/her candidacy is being presented. .
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Psychotechnical tests for driving:
The tests for the psychotechnical driver’s license are:
- visual aptitude
- Hearing
- Balance
- Reflexes through a locomotor and coordination examination – Respiratory system
- Cardiovascular system
- Questions to assess intellectual development, drug addiction problems and other questions that the psychologist considers necessary to be able to issue the medical certificate.
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Psychotechnical tests for oppositions:
Within the oppositions, there is a whole diversity of psychotechnical tests that are carried out to pass them, all of them following a similar pattern that adapts or varies depending on the specific characteristics of the position that is going to be covered. It is not the same an exam for the security forces, for which you have to pass a whole series of specific physical tests of resistance to fatigue, but also of figures, matrices, plans, texts and memory; that the oppositions of administrative assistants, in which the psychotechnical exams deal with verbal aptitudes or administrative capacities that are essential for the position.
Mechanical and spatial reasoning tests, perceptual aptitude tests, and even exercises for understanding orders and interpreting tables are also frequent in competitive examinations.
Taking into account, therefore, the peculiarities of the tests that are included in each opposition, The following types of tests are almost always present in most oppositions:
- Specific abstract reasoning psychotechnics
- numerical agility
- verbal logic
- spatial reasoning
- basic calculation
What is the psychotechnical test used for in human resources?
Psychotechnical tests are used to know if the candidate is the right one for the job position to which you aspire, both in terms of the content of the tasks you will perform if selected, and the characteristics inherent to the position in terms of social skills, stress and conflict management, numerical, verbal, spatial or reasoning skills, as well as their tendency to collaborate or not within the team, their ability to concentrate and abstract thinking.
It must be taken into account that normally the candidates will have already practiced with them and will have previously prepared themselves in this regard at home. If it is about aptitude tests, the previous practice can improve the result of the person. If it is about personality tests, the previous practice will not be of much use to the candidate, since it will only serve to know the dynamics of the test and understand what the test is about. If the candidate lies, the tests can detect it through “trick questions”, so participants are always recommended to answer honestly.
And now that you have read this article, do you dare to tell us about your experience with a psychotechnical test?