Search
  • Rahul Guha

#5 Crucial reflections of psychometric test that may change your mind!

Updated: Jun 28




Did you ever had a feeling after the interview that you could answer fairly but it was not so impressive! We all get such feeling!

Hiring mistakes can create multiple adverse effects on business! In my professional career, I could remember one such incident where a senior management employee could not handle the team to deliver for sheer lack of leadership abilities while individual contributions were as expected!

This scenario was never anticipated during the rounds of interviews while hiring that employee! The company may suffer from loss of momentum, team demotivation even exits of key team players, or financial dent with one such hiring mistake of a key leader!

The slip-up, in this case, was the pre-hiring psychometric analysis of the candidate that was omitted! Mostly such tests are conducted prior to the interview, enabling the interviewer to prepare aptly with questions that ratify the test observations!

An impressive resume that qualifies the JD is not enough for a job seeker to succeed in interviews! Many people do not anticipate the interview questions & prepared to handle those! The interviewer frames those questions with suggestions mentioned in the psychometric tests!

95% of job seekers are either unaware or do not attach importance to this crucial factor

95% of job seekers are either unaware or do not attach importance to this crucial factor and keep searching the reasons for failing in the interview!

But, before you start thinking about cracking psychometric tests, let me explain what these tests are? Understanding the analysis of a psychometric test requires reading the report multiple times to find the science behind it!

The test comprises simple multiple-choice questions to tap various faculties of your mind, behavior, attitude, etc. Similar questions may appear multiple times to ensure that your responses are no different and you are not faking it! Modern-day psychometric tests are AI-enabled and intelligent enough to cull out exact strengths and shortcomings!

Simply put, such tests are meant to dissect the mental ability and competence of job seekers to suggest if the person is an ideal fit for the role. The key factors that the test deals with are detailed here!




Most people do not recognize or accept shortcomings in their personality!
  1. Personality Profile

Personality tests measure individual traits such as your emotional state, reaction to pressure, factors that motivate you, attitude, and interpersonal relations.

Personalities develops over time as you age! It becomes growingly difficult to alter a negative behavior or attitude! Mostly people do not recognize or accept such shortcomings! In case the test reveals a detailed analysis of such negative traits, you can consciously suppress it if not changed!

Off course, the positive behavioral aspects are used effectively to score better in interviews.




Many people cannot build a logical framework to support their decision!

2. Reasoning Ability

Positive decision making depends on how reasonable you are and how much you can support it with logic & reasons! If your reasoning ability is good, it will be much easier to convince others in single attempt!

Many people cannot build a logical framework to support their decision!

Generally, logical reasoning tests measure your non-verbal abilities. You need to answer correctly from a set of questions that tracks your logical & abstract reasoning and your mental ability to form reasons.




MQ, signifies the inner drive of a person to achieve goals, grow and realize success.

3. Motivation Quotient

Motivational Quotient also called MQ, signifies the inner drive of a person to achieve goals, grow and realize success.

If anyone lacks on MQ, the person will never be able to carry forward the company’s mission despite being diligent and knowledgeable! Again, multiple situational questions need to be answered to decode the motivational quotient of a candidate!

You can find out yours’ if you take the right type of test that deals with MQ!




These should ideally match what you have mentioned in your resume!

4. Ability assessments

Ability tests include numerical reasoning, verbal reasoning, logical reasoning, and critical thinking to name a few while personality tests include tests of motivation and situational judgment.

A candidate’s skills and abilities are assessed with such tools! These should ideally match what you have mentioned in your resume! Your abilities are ratified with multiple questions that judge your problem-solving & communication abilities besides the ones I have mentioned before!




The potential of every individual varies based on their experience, determination and risk-taking ability on any job!

5. Achievement Potential

The name suggests the purpose! The potential of every individual varies based on their experience, determination and risk-taking ability on any job! It is one of the most critical abilities that determine the future performance of the candidate!

It analyses the past learning over the present performance. It also measures how a person understands and masters a particular knowledge to maximize success at present state!

My purpose in detailing this subject is to raise awareness among the job-seekers, to take such tests to get insights on their own psychological and mental parameters! Besides the point, the interviewer will recommend taking this test to frame questions for the interview, but those reports are never shared!

If you initiate to take this test, you will find your strengths and weaknesses to prepare well for an interview!

Interviews are like stage shows, no replay, not a second chance!

Interviews are like stage shows, no replay, not a second chance! If you once miss such a golden opportunity to impress the interviewer, perhaps you lose it for life!

If you like this topic please share your comments! Drop me a line in the chat to get information on best free tests. You may also write to me at rahulguha@curatescope.com,



6 views0 comments