Psychometric Testing and

Interview

Psychometric Testing Whats involved

How to prepare a CV from Scratch

Interview Skills

Networking
Dictionary:
Psychometrics (n)
The branch of psychology that deals
with the design, administration, and
interpretation of quantitative tests for
the measurement of psychological
variables such as intelligence, aptitude,
and personality traits.
What is a psychometric test?
A test is a standardized procedure for sampling behavior and describing it using scores or categories
Most tests are predictive of some non-test behavior of interest
Most tests are norm-referenced = they describe the behavior in terms of norms, test results gathered from a large group of
subjects (the standardization sample)
Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion.

Psychometrics: An intro
A brief history
Testing for proficiency dates back to 2200 B.C., when
the Chinese emperor used grueling tests to assess
fitness for office

Psychometrics: An intro
Francis Galton
Modern psychometrics dates to Sir Francis Galton
(1822-1911), Charles Darwins cousin

Interested in (in fact, obsessed with)

individual differences and their distribution
1884-1890: Tested 17,000 individuals on
height, weight, sizes of accessible body parts,
+ behavior: hand strength, visual acuity, RT etc
Demonstrated that objective tests could
provide meaningful scores

Psychometrics: An intro
James Cattell

James Cattell (studied with Wundt & Galton) first

used the term mental testin 1890

His tests were in the brass instruments tradition of

Galton
mostly motor and acuity tests
Founded Psychological Review(1897)

Psychometrics: An intro
Alfred Binet
Goodenough (1949): The Galtonian approach was like inferring the
nature of genius from the the nature of stupidity or the qualities of water
from those of.hydrogen and oxygen.

Alfred Binet (1905) introduced the first modern

intelligence test, which directly tested higher
psychological processes (real abilities & practical
judgments)
i.e. picture naming, rhyme production, weight
ordering, question answering, word definition.
Also motivated IQ (Stern, 1914): mental age divided
by chronological age

Psychometrics: An intro
Why are Psychometric test
used?
Predict job performance better than most
other single selection methods
Tests give objective information about
candidates
Measuring potential rather than attainment
Free from cultural bias
The rise of psychometrics
Lewis Terman (1916) produced a major revision of Binets scale
Robert Yerkes (1919) convinced the US government to test 1.75 million army recruits
Post WWI: Factor analysis emerged, making other aptitude and personality tests possible

Psychometrics: An intro
Methods

On-line
Paper Based
Exam conditions
Accuracy and speed
Marked against appropriate Norm group
Reached required level
Results

Normal distribution
Percentile you are better than X% in
norm group
T-Score allows them to combine sores
across tests
Weighting depends upon requirements
of role
 2+2=?
Numeracy tests are
useless; they test
nothing.
(Manchester student)
AGR Survey

92% of employers considered

psychometric testing to be a
useful or very useful aid to the
recruitment process.
(Association of Graduate Recruiters
survey)
The main types of tests

Intelligence tests: Assess intelligence

Aptitude tests: Assess capability
Achievement tests: Assess degree of accomplishment
Creativity tests: Assess capacity for novelty
Personality tests: Assess traits
Interest inventories: Assess preferences for activities
Behavioral tests: Measure behaviors and their
antecedents/consequences
Neuropsychological tests: Measure cognitive, sensory,
perceptual, or motor functions

Psychometrics: An intro
The 10 most commonly used tests
1.) Wechsler Intelligence Scale for Children (WISC)
2.) Bender Visual-Motor Gestalt Test
3.) Wechsler Adult Intelligence Scale (WAIS)
4.) Minnesota Multiphasic Personality Inventory (MMPI)
5.) Rorschach Ink Blot Test
6.) Thematic Apperception Test (TAT)
7.) Sentence Completion
8.) Goodenough Draw-A-Person Test
9.) House-Tree-Person Test
10.) Stanford-Binet Intelligence Scale

From Brown & McGuire, 1976

Psychometrics: An intro
Psychometric Tests used in
Recruitment
1. Ability or Aptitude Tests
Verbal
Numerical
Logical

2. Personality or Interest
Inventories
Why do employers use tests?

To identify key abilities or

personalities

To support other selection tools

 Selection Tools
Tests are usually part of the selection process
together with:

application forms and CVs

interviews

group exercises

presentations
Selection Methods -
Advantages
Application Forms...
good for checking facts, demonstrating written
communication skills
Interviews...
good for oral communication skills, quickness of
thought, personality
Psychometric Tests...
good for measuring candidates abilities/personality
against objective criteria (and other candidates)
Selection Methods
Disadvantages
Application Forms....
measures ability to fill in form - not to do the job
Interviews...
intensely subjective, they might not like the look
of you
Psychometric Tests
no good for seeing how an individual works with
others
 Characteristics of Tests
Ability or Aptitude Tests
Under exam conditions

Usually timed
Right and wrong answers

Unusual to finish all questions

Results compared with norm group
Specimen questions
Complete the following sentence with the appropriate pair
of words below
Answer - A, B, C, D or E (Time allowed 20 seconds)

Early...of hearing loss is ...by the fact

that the other senses are able to compensate for
moderate amounts of loss, so that people frequently
do not know that their hearing is imperfect.

A. discovery & indicated

B. development & prevented
C. detection & complicated
D. treatment & facilitated
E. incidence & corrected
Answer - C

Next specimen question

Which number, below, is one quarter of the
distance from 5.1 to 5.3 (Time allowed 40 seconds)

A 5.125
B 5.15

C 5.2
D 5.25
E None of the above
Answer - B

Next specimen question

The driving time for a 100 mile trip from Townsville to Cityville was
two and a half hours. The return trip was made by the same route but
at an average speed that was 50% faster. What was the total amount
of driving time for the entire round trip? (Time allowed 1 minute)

A 3hrs 45 minutes
B 4hrs 10 minutes
C 4hrs 16 minutes
D 4hrs 45 minutes
E 6hrs 15 minutes
 Answer B

1st trip 100 miles in 2 hours 30 minutes = 40mph

2nd trip 50% faster = 60mph

100 miles at 60 mph = 1 hours = 1 hour 40 minutes

2 hours 30 minutes + 1 hour 40 minutes = 4hours 10 minutes

Next specimen question

In the example given below, you will find a logical sequence of five boxes. Your task
is to decide which of the boxes in the bottom row completes this sequence. To give
your answer, select one of the boxes marked A to E. (Time allowed 30 seconds)

+
) [+ ) [ +) [ ) [ ) [+
+

A B C D E
+
) [+ ( [ ) [ ) [ +( [
+ +
Answer - D

Next specimen question

In the example given below, you will find a logical sequence of five boxes.
Your task is to decide which of the boxes in the bottom row completes
this sequence.
To give your answer, select one of the boxes marked A to E.
(Time allowed 30 seconds)

A B C D E
Answer - B

How did you do?

 Characteristics of Tests
Personality or Interest Inventories

Not usually timed

No right and wrong answers

Contain internal checks for inconsistent

answers

Results in the form of a profile should be

shared with candidate
 Personality or Interest Inventories
Example question

Mark the statement most (M) like

you and the one least (L) like you

a) I dont feel that time is wasted on planning

b) I feel uneasy in the company of
unconventional people
c) If Im annoyed with someone I dont show it
 Personality or Interest Inventories
Example question
Pick the statement that best describes you
from each pair
a) I try very hard
b) I put everything in its place

a) I want to be exciting
b) I want to be successful

a) I like to try new things

b) Id rather not work on my own
 How to prepare
Practise as much as possible
Become familiar with test conditions
Brush up basic maths - percentages, ratios, etc
Use reference books in the Careers Service
Use examples and practice tests on SHL & others websites
http://www.manchester.ac.uk/careers/
applicationsinterviewsandpsychometrictests/psychometrictests/

Profiling for Success On-line tests licensed for Manchester

students; free of charge.
CVs and Covering Letters

The purpose of the

CV is......

......to get an
interview
The Market

It is very competitive
An organisation might receive up to
100 applications per vacancy
Typically, only about 10% to 15% gain
an interview
You dont get a second chance
 C.V. Facts
or the myth of the perfect C.V.

C.V.s should be _ pages long

C.V.s should be in chronological order
C.V.s should include referees names and
addresses
C.V.s should include - date of birth
nationality
sex
marital status
C.V.s take days to write and minutes to read
Types of CV

Standard
Skills based
Academic
Task no: 1 - Self Assessment
What have you got to offer ?

Education

Work Experience

Activities and Interests

Task no: 1 - Self Assessment
What have you got to offer ?
Education
Seminars
Presentations
Work Experience
Camp America
Waiter, local restaurant
Activities and Interests
Secretary - Badminton club
Travel
 Task no: 1 - Self Assessment
What have you got to offer ?
Education
Seminars - presentation skills, working in a
team, influencing others
Work Experience
Camp America - taking responsibility, patience,
tact, sensitivity, creativity,
leadership
Activities and Interests
Secretary, organising, persuading,
Badminton club- motivating, numeracy
Three advanced suggestions

Use strong words

Quantify

Stress personal involvement

 Use strong words

Words like: created, started, managed, designed,

devised...

NOT My project was a study of local theatres

BUT I organised an extensive survey of student

use of local theatres. I arranged interviews with
students, analysed the results and presented the
information to my tutor
 And Quantify

I organised an extensive survey of

student use of local theatres, involving
over 1000 questionnaires.
I arranged interviews with 80 students,
analysed the results using Microsoft
Excel and presented the information
to my tutor
 Stress personal involvement
and results
NOT We organised a charity fund raising
event
BUT I was responsible for the publicity for a
fund raising event which involved negotiating
advertising with local companies and
arranging posters on campus. We managed
to raise 1000 for charity and over 800
students attended.
Task no: 2 - What does the
employer want ?
Employers recruit against specific criteria
These are usually set out in brochures or
on their websites
All require appropriate personal qualities
It is not enough to claim certain skills,
you must provide the evidence
Key Skills Requested By Graduate
Recruiters
Business focus, Drive and resilience, Task management, Career motivation, Leadership,
Building relationships, Problem Solving, Making an Impact

Communication, Teamwork and collaboration, Adaptability, Creative problem solving, Drive

to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business

Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork, Team

Leadership, Self Management, Confidence, Commercial Awareness

Problem solving, Achieving results, Communicating and influencing, Leadership, Drive

and motivation, Building relationships

Analytical Ability, Problem-solving skills, Communication skills, Interpersonal skills,

Generic business awareness

KPMG - The Co-operative - HSBC -

Cancer Research UK - IBM
Key Skills Requested By Graduate
.
Recruiters
IBM
Communication, Teamwork and collaboration. Adaptability, Creative problem solving,
Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business

The Co-operative
Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork
Team Leadership, Self Management, Confidence, Commercial Awareness

KPMG
Business focus, Drive and resilience, Task management, Career motivation, Leadership,
Building relationships, Problem Solving, Making an Impact

Cancer Research UK
Problem solving, Achieving results
Leadership. Drive and motivation, Communicating & influencing, Building relationships

HSBC
Analytical ability, problem-solving skills, communication and interpersonal skills and some
generic business awareness.
Core skills employers look for

Communication skills
Organising ability
Problem-solving
Working in a team
Drive and initiative
Taking responsibility
Working under pressure
Core skills employers look for

Analytical skills
Creativity
Leadership
Motivating others
Planning
Numeracy
When to use a C.V.

When you are asked to !

When they say apply in writing

For speculative applications

When networking
Covering letters

This is your trailer to the main feature

One page, A4, quality paper
Should include two major themes:
- Why you want the job (and
organisation)
- Why you are suitable
Covering letters

Write to a named individual, if possible

Tell employer what you are applying for
(and where you saw it advertised)
Be positive
Emphasise your USPs, dont simply copy
CV
End letter with spirit of expectation
CVs
SPELL CHECKER A WARNING
I like my new spell checker.
It came with my PC.
It plainly marques four my revue,
Mistakes I can not sea.
Ive run these verses threw it,
Im sure your please two no.
Its letter perfect in its weigh,
My checker tolled me sew.
 Previous applications
I enjoy practicing marital arts

At secondary school I was a prefix

In my spare time I enjoy hiding my horse

I loathe filling in applications so much that Ill give you details at the
interview

Special skills: Thyping

Thank you for your consideration. Hope to hear from you shorty

I have worked in the pubic sector

Hi I want 2 get a job with U

 Previous applications
I am someone who knows my own destiny, but I have no definite long term plans

I am a conscious individual

I have excellent memory skills, good analytical skills, excellent memory skills

Reason for leaving last job.

They insisted that all employees get to work by 8.45 every morning. I
could not work under those conditions.

Problems faced:
I had no support so I compiled a letter to the client using trial and
error.

Influencing people:
Recently my flatmates came to ask about whether the heating should
be on and for how long.
Previous applications

Being a Virgoan, my sense of

assertiveness and resilience has
prompted me to continue with my
ambition to be a solicitor in a
major city law firm.
I am also a seventh generation
descendant of a Chinese
princess and a Sulawesian
warrior, which makes me both an
amiable and energetic person
INTERVIEWS

60
YOU SHOULD KNOW

50% of those
interviewed are rejected
at the first round, so
First impressions
count!

61
INTERVIEW CONCERNS

How should I dress

Arrival / greeting
Taking items into the interview
How should I sit
To gesture or not to gesture
Difficult questions - (later)

62
 YOU NEVER GET A SECOND CHANCE
TO MAKE A FIRST IMPRESSION
I travelled down to London for an important interview.
The train was a little late so I just had enough time to
get to the building and rush in.
The interview seemed to go well and I felt confident
until I visited the washroom on the way out.
I had been reading the newspaper on the train and in
my nervous sweaty state the newsprint must have
rubbed off onto my hands
It was now all over my face!

Chemistry Graduate

63
 YOU NEVER GET A SECOND CHANCE TO
MAKE A FIRST IMPRESSION - (CONTINUED)

One of my colleagues once found her

interviewee asleep in the foyer. Getting
enough sleep may be an important part of
interview preparation, but this was taking it
too far!
On top of that the candidate demonstrated a
sleepy laid back attitude throughout the
interview, which didnt go down very well
either.

Geraldine Lyons - Mars

64
WHAT AN INTERVIEW IS ..

A conversation
with a purpose

Adult

Two way

Science no,
emotional yes
65
WHAT AN INTERVIEW ISNT

A scheme to
humiliate you

An interrogation

Perfect

66
 DIFFERENT TYPES OF
INTERVIEW
One to one Conventional
Panel chronological
Sequential Behavioural
Telephone Situational
Combination of all of
the above

67
 STRUCTURED INTERVIEWS

Behavioural: Describe a time when

youve gone the extra mile in your
dealings with another person

Situational: You have just arrived at a

clients office, only to discover you have
left all of your notes back at the office
what would you do?
 DIFFICULT QUESTIONS
Before the interview consider the
following:-
Personality
The job
The company/ competition
Your achievements and skills / work
experience
Your strengths
Your weaknesses
Your questions
 WHAT EMPLOYERS WANT
Know what the employer wants
Usually easy to identify
Brochures, ads, presentations, company
website.

Do your homework many applicants

dont Emphasis on Attitude as well as
Aptitude

Being clever is not enough

Employers look for characteristics which

define you as somebody they want
 THE PATH TO SUCCESS

Know yourself
What can you offer an employer?
Give a rounded view: Education / Work Experience/Activities
& Interests

Assess critical incidents and identify what you have

learned, the skills you developed

Focus on knowledge, skills, abilities and RESULTS

Have specific examples in mind: EVIDENCE

 WORK EXPERIENCE

One candidate, when asked what she

found challenging about her previous
work experience, said that working in
a fast food restaurant had taught her
to work with stupid people with
stupid problems.
I did not really feel she had the
patience to deal with the average lay
client
Sally Marsden
Pannone & Partners - Solicitors
 THE COMPETITION

I was being interviewed for a job on the

Daily Express.
I rashly claimed that the paper was
unlike the Sun, because only morons
work for the Sun.
At which point one interviewer turned to
the other and said; its been almost a
year since we worked there hasnt it?
English Graduate
 WHATS THE QUESTION?

Interviewer: Who would

you most like to have dinner
with; either living or dead.

Applicant: Preferably
someone living.
 SUMMARY
Prepare for success
Practice with a friend
Dont underestimate the importance of first
impressions
Dont panic
They would like to give you the job
Leave a good impression
Be positive, enthusiastic, natural,
honest, happy
The Networking Game..

Finding out about

jobs & careers
Who is in the know ?
a look at the job market

Adverts
6%

8% Agencies / Headhunters
22%
Contacts
64%

Internal moves
& promotions
 Creative Job Research
What is Networking?
A way of asking for help
Information & advice
A key way to find jobs or leads for jobs
People do it all the time
Getting a decent plumber / builder
Getting help with an IT problem
Networking
Most people want to help...
Most people like to be asked for their
advice.. a sign of recognition

One good turn deserves another...you may

be in a position to help them your views /
comments etc
Creative Information Hunting

Networking leads to success....

Its all about being proactive Contact
organisations you are interested in and
arrange to speak to them or meet with
employers who visit campus and pick their
brains
Try it. It works.
It takes time to succeed.....but once set up this
skill can be developed and serve you well for
years
Networking:
Good things to ask
How did you get into this occupation?
What attracted you to this occupation?
What is the progression of jobs from entry level to more
senior positions?
What is a typical day like for you?
What skills, abilities and attitude do you need to be
successful in this occupation?
What changes do you see in this field in the next few years?
How does your organisation tend to recruit?
Do they ever take people for voluntary projects?
 Everyone has Contacts
But I dont know anyone ...
Friends / relatives / neighbours
Other students
Tutors
Work colleagues
Employers - recruitment events,
presentations, insight courses, mentoring
programmes, careers consultants!
What the Careers Service offers

Guidance appointments
Advice on CVs & applications
Talks
Insight courses
Careers Fairs
Mock Interviews
Practice psychometric tests
Mentoring
Blogs
facebook
Resource centre
Graduate directories and take away information

Vacancy service and lots more..

 Careers Resource Centre

Crawford House
Entrance
on Booth Street East
(opposite the Aquatics Centre)

Appointments
Phone : 0161 275 2829

www.manchester.ac.uk/careers
 THANKS FOR LISTENING!
GOOD LUCK FOR THE FUTURE!