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Assessments5 min read

Discover your work style

A 40 question profile of how you work. Read the Holland code, the five traits, what energises you and the ranked roles, then use it to choose which drives to prioritise.

Before you start

  • Psychometric Test switched on for your college. If it is not in your sidebar, your college has not enabled the module.
  • About ten uninterrupted minutes. The assessment is roughly 7 minutes and 40 questions.
  • Nothing else. There is no upload, no resume and no preparation.
Steps

7 steps, in order.

1

Open Psychometric Test and check what you are signing up for

Click Psychometric Test in the sidebar. The assessment card states the length and the question count, around 7 minutes and 40 quick questions, and lists what comes back: your personality at work in plain language, the roles you would naturally thrive in, and whether you fit a startup or an enterprise, a product company or a service one. Beside Start test it says there are no right answers. Past attempts sit underneath in Your results, each with the date it was taken and its status.

The assessment card with its length and question count, and Your results underneath.

2

Take it honestly, not strategically

Start the test, pick an avatar, then answer each scenario with the option closest to what you would really do, not what you think an employer wants to see. The output is a counselling tool and it is only as useful as the answers behind it. A profile built on the answers you think are impressive points you at roles you will dislike.

  • Rushed answers produce a vague profile. If the result does not sound like you, that is usually why, and the fix is to take it again properly.
3

Read the headline and the Holland code first

Open the completed attempt from Your results. The top of the report is one line summarising how you work, with a short paragraph under it. Beside that sits your top role fit as a score out of 100 with the role named. Two chips sit under the headline: a Holland code of three letters naming your strongest interest areas, for example Investigative, Conventional and Realistic, and a profile confidence rating. Low confidence means the answers were inconsistent, not that you are hard to describe.

4

Read the five traits, then what energises you

The Personality block scores five traits out of 100, each labelled high or moderate and each with a plain-English line: openness, conscientiousness, extraversion, agreeableness and emotional stability. The Interests block, headed What energizes you, scores six areas: hands-on, analytical, creative, people-oriented, persuasive and organized. There is no pass mark on any of them. A moderate score is a description of you, not a gap to close.

5

Read the environment side, which is the part people skip

Company fit places you on a grid between product and service on one axis and enterprise and startup on the other, with a named company type over it. Environment fit is a sentence describing the kind of team you would do your best work in. Strengths and Work style are short bulleted lists, and Company types names two or three categories of employer. This is often more actionable than the role list, because two identical job titles at a service business and a product business are different jobs.

6

Use Roles you fit as a shortlist, not a rule

The Roles you fit block ranks roles with a fit score and a one line reason for each, for example that a role rewards depth and careful delivery. Use it to decide which open drives to prioritise when several are open at once and you cannot prepare properly for all of them. It is not a statement about what you are allowed to apply for.

  • Take it early in the season. The role suggestions are worth most when you are still deciding which drives to chase.
7

Know who else sees it

The report has Share and Download report. Your placement cell also has a psychometric view of its own, showing how many students have taken it, how many completed, the most common archetype across the cohort, and every completed profile with the headline on it. That view exists for counselling conversations, in particular for students who do not know what to apply for.

  • Psychometric Test must never be used to filter students for a drive. It is a counselling instrument, and eligibility for a drive is decided by the eligibility rules on that drive, not by a personality profile.
What you get

At the end of this guide.

A one line headline describing how you work, with a confidence rating on it.

A Holland code naming your three strongest interest areas.

Five personality traits and six interest areas, each scored and each explained in plain language.

A company fit position between product and service and between enterprise and startup, plus a described environment fit.

A ranked list of roles with the reason behind each one.

A shareable and downloadable report you can take into a conversation with your placement cell.

Common mistakes

What goes wrong, and the fix.

Answering the way you think an employer wants.

The profile is built entirely from your answers. A dishonest one points you at roles you will dislike.

Rushing the 40 questions.

Rushed answers produce a vague profile and a low confidence rating. Retake it properly rather than arguing with the result.

Reading Roles you fit as a restriction.

It is a shortlist for prioritising drives when several are open at once, not a rule about what you may apply for.

Taking it in the week of your first drive.

It takes under ten minutes and the role suggestions are most useful while you are still choosing which drives to chase.

A placement cell using the cohort view to shortlist for a company.

Psychometric Test is for counselling conversations. Never use it to filter students for a drive.

FAQ

Questions people ask on this one.

Still stuck? Talk to us and we will walk through your setup.

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All guides

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