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Psychometric assessment is:

a) torture b) used if the hiring manager has concerns about a candidate’s mental stability c) used for both graduate and lateral recruitment and is increasingly becoming standard practice in banking recruitment

According to SHL and Chandler Macleod, the two key providers, the answer is C.

Macquarie Bank is synonymous with pysch testing candidates for all positions (even big cheeses), but it’s not the only one. ABN AMRO, UBS, JPMorgan, and Westpac also assess some experienced hires, and almost all firms are using psychometric assessment for graduate or intern recruitment. It is increasingly recognised as a fair and consistent selection tool and a wise investment given the cost of making a hiring error.

The mere mention of a pysch test can cause severe anxiety for many candidates. Take a deep breath – there are some steps you can take to reduce your nerves and improve your performance on the day.

Psychometric assessments can be paper or web based and can be conducted at the employer office or at the office of an outsourced testing company. In some cases the written test is combined with a psychologist interview. The whole process usually takes three to four hours – it’s a big commitment for any candidate.

Each company uses its own set of tests which are often tailored to specific job competencies. However there are two main types of assessment, usually conducted at the same time, thus the three to four hours required.

1) Personality or behavioral tests 2) Ability or aptitude tests

Personality tests look at how you would ordinarily behave in a situation relevant to a work environment. This may be the way you solve problems or the way you relate to others. These assessments are multiple choice and examine aspects such as leadership, conflict, interpersonal skills, motivators, work priorities and values.

The good news is you cannot study for a personality test. There is actually no right or wrong answer. However, don’t second guess the answer. Select the one that best represents how you would actually behave or you may end up in a role that does not suite you.

Ability or aptitude tests assess one’s ability to perform certain tasks and interpret unforeseen information in a specific time period. The test modules include:

a) verbal reasoning (comprehension) b) numerical reasoning (not pure maths but interpretation of graphs, stats and data) c) logical sequencing and spatial patterning d) others (sales skills or information checking)

The above are designed to assess your ability to deal with unforeseen information. Therefore you cannot study for the ability test either. However, you can practice the type of questions that are asked and get used to doing so in a timed environment.

The SHL website provides practice questions. Assessments conducted by Chandler Macleod supply practice questions immediately prior to the actual test. Some recruiters supply practice books or recommend websites. While all of the above will give you a taste for what is install, don’t get too attached to the practice material as the actual questions may be different on the day.

In order to reduce your stress on the day, confirm the type of assessment and the format with the company. Also write down all of the logistics – at least the location, start time and the duration. In some cases you will require photo ID. Of course don’t go out partying the night before as a friend of mine once did. Your mental state is important.

Most times there are more questions than you could possibly answer in the timeframe so if you get stuck, move on. If you don’t finish, it does not mean you failed. Most candidates don’t get through all the questions.

All recruitment validity studies show a combination of recruitment methods gives the best predictor a person’s performance in a role. A comprehensive evaluation should include a resume review, face-to-face interview, reference checking and a pysch assessment.

A more thorough process is good news for you because you are unlikely to survive in a role you are not suitable for. Increasingly the data collected is being used as a basis for development plans for new recruits, a sign that banks are taking career development seriously.

If you are not successful in securing a role even after you have been through this rather arduous process, you will at least receive feedback on how you performed. Once you have completed your formal study, there are limited opportunities to receive an objective assessment such as this - gratis.

Edwina Hodgkinson is an independent training consultant specialising in financial markets. She has over 15 years' experience in recruitment, human resources and training with roles based in London, Asia and Sydney. Edwina’s previous roles include head of recruitment and careers at Macquarie Bank and head of human resources at Zurich Capital Markets.