Psychometric Testing at Major Corporations

[Ancalagon]

Hi guys,

Does anyone know anything about the psychometric testing done at the major corporations? Is it used for every role? What is it used for?

Can I apply, get a psychometric test done, and then be placed in a role based on that?

The reason I ask is that I actually want to move away from software development. I am studying something non software related part time (Industrial Engineering). But, I was thinking, let's say I applied for a role at a bank, based on my experience, there is only one role I am suited to - programming. This is not to say it is the only role I can do - I personally think I could do a lot of other different roles based on the skills that I know I have. But, proving that I have them to others is difficult.

So this is why I ask about psychometric testing. On the basis of that, is there a chance I could get into a completely different role? Something I have the aptitude for but not necessarily the background for?

 

[Compton_effect]

Excluding the ones administred by a proffesional, the computer based ones are a joke.
The secret with those tests is to lie.
Lie through your teeth and answer it so it shows the personality profile you think they are looking for.

Besides - excluding some very high end companies, the psychometric tests results are only used as a guideline.
Myself - if I answer the computer based ones thruthfully I crash the system, and if I do one administered by a person - :twisted:


As for getting a position that is not programming based - its simple - don't apply for any positions that are programming based.

 

[maumau]

Bloody cheek! wouldn't it be nice to tell the aholes to f off?

If the test is to assess your character and personality for a particular position, they should give you the results of who you'll be working with - you might not like them - they can put that in their pipes!

 

[Ancalagon]

Excluding the ones administred by a proffesional, the computer based ones are a joke.
The secret with those tests is to lie.
Lie through your teeth and answer it so it shows the personality profile you think they are looking for.

Besides - excluding some very high end companies, the psychometric tests results are only used as a guideline.
Myself - if I answer the computer based ones thruthfully I crash the system, and if I do one administered by a person - :twisted:


As for getting a position that is not programming based - its simple - don't apply for any positions that are programming based.

Unfortunately recruiters and hiring managers tend to think, once a programmer always a programmer.

It's like,
Recruiter: "I see you did some programming at your first job in 1977 after graduating. Would you be interested in a junior programmer position?"
Candidate: "Uh, no, I then studied law part time and have been practising as an attorney for the past 30 years."
Recruiter: "I see. So how is your C#? Little bit rusty?"

Getting out of that is pretty difficult, because everybody thinks the only way I can add value is by programming.

 

[OrbitalDawn]

Unfortunately recruiters and hiring managers tend to think, once a programmer always a programmer.

HR people can be idiots sometimes. If they don't see your previous job title is EXACTLY the same as the one you're applying for they disregard the experience entirely, and don't bother trying to understand what you actually did and how it is actually applicable. Quite frustrating.

 

[Colin62]

HR people can be idiots

FTFY

 

[Ancalagon]

I've never met a good HR person.

 

[creeper]

HR people can be idiots sometimes. If they don't see your previous job title is EXACTLY the same as the one you're applying for they disregard the experience entirely, and don't bother trying to understand what you actually did and how it is actually applicable. Quite frustrating.

[rant started]

Alas. My pet peeve. Job titles. Job titles tend to say nothing about what the person's skills, experience and etc. The person is a "manager", but never managed anything. Head of Recreational facilities = gardener. Internal co-ordination specialist = tealady. Senior consultant = sales guy / management consultant / CEO's cousin's kid that can't find a job. Even worse than the word Senior appearing in the job title. The use of the word Strategy or strategic. And what about the word Digital. Digital co-ordination specialist = updating of SharePoint pages Digital strategist. Let me not start with this one. Hell, I've known people with Managing Director as a title but didn't do the specific job. Titles IMO, means nothing.

[/rant ended]

(PS. I am a horrible interviewer...more like an interrogator)

 

[reactor_sa]

Unfortunately recruiters and hiring managers tend to think, once a programmer always a programmer.

It's like,
Recruiter: "I see you did some programming at your first job in 1977 after graduating. Would you be interested in a junior programmer position?"
Candidate: "Uh, no, I then studied law part time and have been practising as an attorney for the past 30 years."
Recruiter: "I see. So how is your C#? Little bit rusty?"

Getting out of that is pretty difficult, because everybody thinks the only way I can add value is by programming.

Lol, nothing to do with past experience, it's just recruiters trying to fill vacancies.

The psychometric tests are character/personality tests to see if you are an OK fit for the role / team. Or so they say.
They won't offer you a different job to the one you applied for based on the assessment outcome,they will offer you the job you DID apply for if they like the outcome.

 

[Wall]

recruiters are complete and utter **** ups

 

[creeper]

recruiters are complete and utter **** ups

Depends. Some of them are quite good. But they play more in the headhunting space

 

[Wall]

Depends. Some of them are quite good. But they play more in the headhunting space

the head hunting guys are excellent, I only dealt with one and he was very professional and wasn't just doing it for a placement fee. he did his homework.