USJ
ICO
NEWSLETTER
APRIL
2018
WHAT IS...
PSYCHOMETRIC TESTING?
by Joana Costa, Intern at USJ's ICO
ISSUE 7
M A Y
C A L E N D A R
UNTIL 1ST
Internationally, organizations use psychometric
testing, amongst other assessments, in their
selection processes. Psychometric tests are
used to test candidates’ ability, aptitude and
personality characteristics and have to be
standardized in their administration and grading.
They can be used at any stage of the selection
process, but are frequently used at the start,
either online or at an assessment center. HUSH! FULL MUSIC
The two main types of tests used are aptitude
tests, which measure the core skills needed for
the role you are applying for, and personality
tests, which analyze how you would fit in the
organization. Aptitude tests can be further
divided into verbal, numerical, spatial, abstract
or logical reasoning tests. 13TH
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It is estimated that
over 80% of Fortune
500 companies in the
USA and over 75% of
the Times Top 100
companies in the UK
use psychometric
testing.
Why is this a
common practice in
leading
organizations across
the globe?
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Picture: businessadvice.co.uk
Because CVs, cover letters and interviews are
not enough to provide an overall snapshot of a
candidate’s ability and intelligence. They do not
provide enough information to assess someone’s
fit for the role they are looking to be hired for
and, similarly, to assess someone’s fit for the
organization they are looking to be a part of.
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With psychometric testing, there is a benchmark
where you can compare candidates’ results with.
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It is a win-win situation for both employers and
candidates. On one hand, employers increase
(legal) transparency in their recruitment methods
and end up saving money and time by hiring the
right person. On the other hand, candidates are
consistently treated fairly, with as minimal bias
as possible, and with the chance to prove
themselves through their potential, thus going
beyond education and work experience.
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