NPower Transition: What you should know about Psychometric Test

It is no longer news that the Batch A and B volunteers of the National Social Investment Scheme, popularly known as NPower will be exited from the programme come June 30th and July 31st respectively.

The Federal Government had also assured the beneficiaries that they won't be thrown into the street to start looking for job again. Specifically, the Minister of Humanitarian Affairs Disaster Management and Social Development gave this assurance on Friday while announcing the exit date of the Volunteers from the Programme.

NPower volunteers

According to the Minister: “We have commenced the transitioning of beneficiaries from Batches A & B into government entrepreneurship schemes and engaging private sector bodies to absorb some of the beneficiaries after the completion of psychometric assessment to determine competency and placement into various opportunities."

What this means is that each beneficiary will undertake Aptitude Test before being absorbed into full employment.

The essence of this article, however, is to examine the significance of Psychometric Testing in employment processes as some of the Volunteers misunderstood what the Minister said.

Sadiya Farouq, Humanitarian Affairs Minister

What is Psychometric Test?

Psychometric tests also known as Aptitude Tests are a common part of the job interview process in many companies across the world.

Putting it simply, Psychometric Tests measure aspects of your mental ability and personality to determine if you’re a good fit for a role and company. The word actually relates to a branch of Psychology known as Psychometry, which basically focuses on the measurement of mental states and processes.

The basic concept of this test is to use objective data to determine whether a candidate will succeed in a role before they hire them. The goal is to identify the degree to which a candidate’s personality or cognitive abilities match the requirement for the role or fit with the team.

Psychometric tests allow employers to objectively test candidates. This is not based on their background or prior experience, but by measuring their personality, aptitude and overall intelligence. It is also known for its ability to reveal a candidate’s suitability for a role. They can provide an objective and unique measure of one’s intelligence and personality

They also help avoid high employee turnover as they can actually improve your experience in a company. Candidates can rest assured that if they have successfully passed through the recruitment process, including a psychometric test and been offered a job. This means they are not only a good fit for the role and company, but perfectly suited in every aspect.

Why Some Employers Use Psychometric Test

They are objective and impersonal, allowing candidates to be compared in terms of ability without unconscious bias; Psychometric tests helps to make the recruitment process more efficient and can represent substantial HR costs.

The tests may appear at any stage in the recruitment process but usually, you will undertake the test at one of these three stages:

Immediately after submitting your application. As an add-on to your interview. Before or after your actual interview.

Types of Psychometric Test:

Aptitude Test

Situation judgement test

Verbal Reasoning test

Numerical reasoning test

Reading comprehension test

Personality Test

In the coming days, details of the Psychometric Test will be made available to the beneficiaries by the management of NPower. My advice is that NPower volunteers should get familiar with GMAT because that is what most Multinational companies in Nigeria use in assessing entry level staff.

Goodluck!