Jeremy Kaplan
Getting the perfect job is stressful. From a young age adults ask what we want to do with our lives, and the answer changes numerous times, but eventually we land on a final answer. With that answer comes years of specialized schooling to have the qualities necessary for the job, so all that’s left is to actually land it.
But the employer has their own version of screening. When filling out applications for certain positions, there are assessments in place to see if you fit what they are looking for. While the options of answers are generally from strongly disagree to strongly agree. These assessment tests are part of what’s called psychometric testing.
While the title sounds daunting, it’s nothing to worry about. Psychometric testing is around so that employers can get the best candidates separated from the rest. Entire departments of companies have been created to ensure that new hires are exactly what they are looking for.
Companies like Revelian have been created to help other companies hire the perfect fit. So what’s the secret to making sure that you answer those questions right? Well, there isn’t one, technically. Revelian alone has many teams devoted to analyzing the success rate of each test. Those tests help develop employees so that everybody feels like there is a greater sense of purpose, happier employees, and inspiring people to be their best.
The purpose behind these tests was a simple concept, but so many people get nervous around them. More often than not, the applicant changes the answer to what they think would better suit the employer, than what the truth is. That is why there are many different variants around, because it is easier to lie when there’s nobody on the other side analyzing it.
Next time you are filling out an application, just remember that department of people dedicated to looking at your answers, and helping score the results, and try to be honest about it. Companies like Revelian aren’t there to scare potential employees away, just to make everything run smoothly.
