How a psychometric is different from an aptitude test

All kinds of psychometric tests must be objective, reliable, predictive and non-discriminatory. The test must also have some norms to arrive at a standard data which can be used to differentiate on a variety of factors. An Aptitude test is a type of psychometric test that covers cognitive and forms of perception and psychomotor skills. What differentiates an aptitude test from other kinds of psychometric is based on how it is used. Once the purpose of the test is defined, a psychometric can be used in various ways. Usually, aptitude tests are used to evaluate career and employment decisions whereas psychometrics that assesses intelligence is used for educational and research purposes. 

One of the factors that influence the results in both the tests is time and speed. The response rate and the time taken to complete subtasks within major tasks impact the results of an aptitude test. Generally, the influence is not considered useful in a psychometric test which assesses intelligence. 

Aptitude tests are clubbed with personality tests to make important decisions about careers and life goals. Aptitude tests explore patterns through which one learns, retains and uses information gained vicariously. For example, the ability to recall numbers, digits and formulas are a mandate for someone working in an accounts related field. There are some kinds of abilities and skills that are useful for all kinds of profession. For example, the ability to problem-solve is treasured in all kinds of working fields. There is a tendency to ask leading questions while conducting aptitude tests, which is followed by correct and incorrect answers. Furthermore, it is followed by a score that is interpreted differently by systems and manuals. 

In other types of psychometrics, the questions are in the form of situations, which makes the teste reflect and think about how they would react in a certain scenario. Here, there are no right or wrong answers because all the answers are a reflection on one’s personality and way of thinking. 

For example: In the case of conflict resolution, one must understand the setting of the problem and the basic nature of an individual and then make inferences about how they choose to act in a given situation. Having said that personality is not a reflection of just cultures, values, attitudes and beliefs but a combination of all the enduring and stable traits any individual has which distinguishes them from other people. Similarly, there are certain characteristics of a salesperson which makes them different from a scientist. There is a possibility that they both have the same level of aptitude but their nature of work is what differentiates them. And a good marker to make that judgement will be to make inferences from their behaviours. 

Online career counselling in India is an emerging field wherein the students get to know about careers that will be based on their personality, talents and strengths. The results also mention some limitations about one’s personality which can be considered as parameters of the Growth Index. Taking Psychometric tests is beneficial for students since it evaluates and stimulates their thinking capacities and makes them more self-aware. Therefore, Aim2Excel is the right platform that will help you with the process of making the right choice with effective career guidance and counselling sessions. 

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About the Author: Pragya

Pragya is a software developer with intense knowledge of government jobs in India. She believes that "there is no substitute to smart and hard work".

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