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Interview techniques many employers are using psychometric testing in interviews.

THE use of psychometric testing as part of the job interview process has boomed recently.

Psychometric testing claims to be able to assess the character strengths and weaknesses of an interviewee, and provide an accurate profile of their suitability for a position.

There are two main types of psychometric tests: aptitude tests and personality questionnaires.

Some employers use the tests before the interview process as a way of screening unsuitable candidates, others prefer to use them when trying to decide between the final few applicants.

Unlike exams, you cannot swot up for psychometric tests, but if you are likely to come across them, try to familiarise yourself with what they entail.

APTITUDE TEST Also known as cognitive, ability or intelligence tests, general knowledge will not be tested here, but a person's critical reasoning will come under scrutiny under timed conditions.

The type and level of position applied for will probably have an effect on which particular test is taken, but numerical and verbal reasoning skills will be analysed.

Numerical reasoning will assess ability to calculate, in relation to numerical problem solving. Questions may involve sequences and patterns, multiplication and division and lateral thinking.

Verbal reasoning tests look at how good language comprehension skills are, as well as spelling and grammar.

Passages of text may be presented to candidates to concentrate on, with a series of questions asked testing attention to detail and understanding of the copy.

PERSONALITY QUESTIONNAIRE Success during a career will depend on personal characteristics and qualities and, of course, how these are used.

Personality questionnaires are designed to measure these, and questions will focus on how a person relates to other people, working style and ability to deal with emotions and stressful situations.

The tests can often also reveal what kind of role a person might establish with a team, be it a leader or otherwise.

The good news about personality questionnaires is there is no set way to prepare for them and it is important not to panic.

Psychometric tests are not intended to catch people out, and are almost always used in conjunction with a one-to-one interview, so selectors can still be impressed in other ways.

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