You took a decision to pursue your MBA and indeed, you invested significant time, effort and finances into it. As you are coming close towards completion of your MBA, it’s time to get desired placement. Obviously, the ultimate goal of your MBA is to secure a lucrative and fulfilling job. However, not all jobs are weighed equally, and not all jobs are a good fit for every individual.

Are you confused about Your Career choice? Which stream to really step in for an exciting career? This is where psychometric assessments can be your guiding tool kit. Psychometric Assessment Tests are becoming increasingly popular in the recruitment process. These tests focus on measuring one’s personality traits, cognitive abilities, intelligence, their strengths and weaknesses as well as aptitude towards work and suitability for a particular job.

Did You Know….

Here are some facts and figures related to the increasing popularity of psychometric tests.

82% reported using some form of psychometric test in their recruitment process, where 633 organizations were part of the survey (CIPD, 2015).

68% of people score between 85 and 115 on an IQ test. IQ tests are a type of psychometric test that measures intelligence. Here, the average IQ score is 100, with a standard deviation of 15.

Should you take a Psychometric Assessment?

As an MBA fresher, these tests can play a crucial role in your interview selection. If you take a psychometric assessment test beforehand, it can help you in identifying your strengths and weaknesses. These tests are designed to assess various aspects of your personality, such as emotional intelligence, communication skills, problem-solving abilities, and more. This will give you time to focus on improving your weak areas and showcase your strengths during your upcoming job interviews.

Psychometric Assessments also contribute in making MBA freshers stand out from the competition. In today's job market, employers are looking for candidates who not only have the necessary technical skills but also possess the right personality traits and soft skills. It also points towards your communication style, leadership abilities, and teamwork skills, among other factors. These insights become governing factors in an interviewer’s shortlisting process. Hence, knowing your current ability, you can work on your weak areas and demonstrate your suitability for a particular job. Academia and CV presentation may be quite equivalent for a vast majority and this improvement on soft skills and aptitude can make you step up in the competition.

Psychometric Assessment Tests can help MBA freshers to understand the company culture and organizational values. Many organizations use these tests to assess a candidate's fit with their organizational culture and values. By taking these tests proactively, you can gain a better understanding of the company's culture and values and decide whether you are a good fit for the organization.

These tests can help you with your strengths and weaknesses, make you stand out in the competition with other candidates, and gain a better understanding of the company culture and values. By taking these tests seriously and using the results to your advantage, you increase your chances of landing into that particular job.

 

Popular Psychometric Assessment Tests

There are different types of psychometric assessments and each assessment test is designed to measure different traits. For example, personality assessments measure an individual's personality traits, while aptitude assessments measure an individual's ability to perform a specific task or job. Cognitive ability tests measure an individual's ability to solve problems, think critically, and logical reasoning.

These psychometric assessment tests are becoming popular in the recruitment industry to evaluate a candidate's suitability for a job. Some of the popular Psychometric Assessment Tests are:

Myers-Briggs Type Indicator (MBTI): This test assesses a candidate's personality type based on four dichotomies: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. It is used to evaluate a candidate's communication style, work preferences, and problem-solving approach.

DiSC Assessment: This test evaluates a candidate's personality type based on four behavioural styles: dominance, influence, steadiness, and conscientiousness. It is used to assess a candidate's communication style, leadership style and their approach towards teamwork.

Emotional Intelligence (EI) Assessment: This test assesses a candidate's emotional intelligence, which signifies their ability to recognize, understand and manage their own emotions and the emotions of others. It is used to evaluate a candidate's interpersonal skills, communication skills and leadership abilities.

Aptitude Tests: These tests assess a candidate's cognitive abilities, such as verbal reasoning, numerical reasoning and abstract reasoning. They are used to evaluate a candidate's problem-solving abilities, critical thinking skills, ability to learn and adapt to change.

Personality Tests: These tests evaluate a candidate's personality traits, such as openness, conscientiousness, extraversion, agreeableness, and neuroticism. They are used to assess a candidate's work style, communication style and approach to teamwork.

Situational Judgment Tests: These tests evaluate a candidate's ability to handle job-related scenarios and make decisions. They are used to assess a candidate's problem-solving skills, critical thinking and decision-making ability.

Psychometric assessments can be useful in identifying an individual's strengths and weaknesses so as to know where they will perform best. The psychometric test market is expected to grow in the coming years. According to a report by Research and Markets, the global psychometric test market is expected to grow at a CAGR of 8.19% from 2020 to 2027. Why not get your Psychometric Assessment Test before your upcoming interview and present your best portrait to grab that job instantly!!