Following are some common psychometric testing terminologies and its process. You might see these terms in your employer’s test invitation letter or in the test results. It’s useful to understand what they mean.
Psychometric Tests – any standard procedure used to measure a sensitivity or intelligence. Get hold of free Psychometric tests here.
Numerical Reasoning Tests – are aptitude tests that are used to assess your numerical abilities such as analysis of numerical data, graphs and tables. Variations of numerical reasoning tests include numerical critical reasoning tests, numerical series tests and numerical estimation. Practise free SHL Numerical Test here.
Verbal Reasoning Tests – are tests to show basic understanding and reasoning using concepts framed in words. It aims at evaluating the ability to think constructively rather than basic fluency and understanding.
Abstract Reasoning Tests – also called a “conceptual reasoning test,” measures your lateral thinking skills, or your abilities to quickly identify patterns and trends; and being able to apply that knowledge to problem solving.
Diagrammatic Reasoning Tests – these tests are used to show basic logical reasoning skills and inductive reasoning. They are used to assess your ability to understand a logical sequence of a diagram
Inductive Reasoning Tests – a common form of aptitude test, this specific test is used to measure your problem solving abilities by identifying a pattern among a set of objects. You can access free Inductive Reasoning tests from this link.
Mechanical Reasoning Tests – this test specifically measures your abilities to understand, and apply mechanical like concepts to solve problems. You can practise free Mechanical Reasoning tests here.
Gamification Tests – are game-based assessment tests aimed to validate your psychometric skills the same way as traditional tests.
Personality Test – assess preferred or usual ways of acting and thinking. These measure how much a person holds certain traits.
Attainment Test – this test measures knowledge and proficiency instead of the basic ability to learn. It specifically assesses what people have learnt prior.
Adaptive Test – this is a test taken online, using questions selected from a database related to the test takers previous answers.
Ability – this describes to the extent in which someone can carry out certain tasks
Competencies – these are specific areas of a person’s capability to perform successfully in their jobs and lives. This can be skills, knowledge, attitude or a person’s characteristics.
KSA (knowledge, skills, and abilities) – a set of skills required for a specific job.
Multiple Choice Format- when the test has an option of several answers.
Informed Consent – the agreement from a test taker to the terms and conditions given at the test place.
Composite Test Score – a score produced by adding together several tests taken by the test taker. This shows the general level of intelligence and competency.
Cut score – a.k.a. “passing” score, the score that the test taker must achieve in order to obtain a certain classification.
Percentile score – the score represents how a test taker’s score compares to the scores of other test takers within a particular comparison group. Percentile scores range from the 1st to 99th percentile. For example, if your score is in the 70th percentile, you have done better than 69% other test takers in a comparison group like yourselves.