Tests for Selection
Psychometric testing is used by many employers as part of their selection process, not as a replacement for the traditional face-to-face interview.
Being invited to attend an interview is an achievement in its own right but learning that this will include psychometric testing can be unsettling.
If you are not familiar with these sorts of tests, you will find it useful to take a look at our Sample Morrisby Questions now or click the tab at the top of the page, when you are ready.
If you are to take some tests, it is regarded as 'best practice' to be given some form of Test Takers Guide or practice questions, so you know what sort of thing to expect at the test session.
Well-designed psychometric tests do not have any trick questions and can be reliable predictors of a person's abilities and personality.
Linking a person's test results to the face-to-face interview enables employers to more accurately assess whether an applicant is suited to the position on offer.
Aptitude tests can be used to assess areas such as abstract reasoning, verbal, numerical, technical, spatial and mechanical abilities.
Personality Questionnaires help build a picture of peoples' characteristic patterns of behaviour and ways of thinking.
Although written with people about to take our Morrisby Profile in mind, there are useful Test Takers' notes and answers to frequently asked questions on the Getting Ready page.
The Morrisby Profile as part of the selection process
Your Morrisby Profile scores provide objective information about you. This is useful in a selection situation when it is possible to impartially compare your test results with other candidates'.
About the Morrisby Profile
The Morrisby Profile is a series of individual tests, sometimes called a test battery. The results from these tests provide a valuable insight into your ability patterns and the sort of work environment which would suit you best.
The Profile results give a picture of your strengths and abilities. It measures five different abilities -reasoning ability, general ability, practical ability, planning style and problem-solving ability.
Four important aspects of your personality are also assessed; awareness, flexibility, commitment and confidence. Finally we look at how quickly and accurately you work with your hands.
Interpreting the results
To get useful information, we not only look at the level of your ability (how much) but also at the direction of your ability (what kind).
To do this, we group certain of your test scores together and then compare them with one another.
On other occasions, to extract the same sort of information, we compare one group of your test scores with another group of scores. For example to find out how practically orientated you are, your reasoning ability score and your three general ability scores are compared against your two practical ability scores
Occupational profiles
One of the most helpful aspects of the Morrisby Profile is that patterns of ability are associated with success in different occupations.
Because of this we can say with some degree of confidence, that if your perceptual ability is the strongest it indicates that you have potential in scientific and engineering areas. In contrast, if you have a strong verbal ability, this is associated with success in many administrative, managerial and people orientated occupations.
