Tests try to guard against intentional manipulation by posing the same question more than once but wording it differently. For example 'I find it difficult to work with others', and 'I enjoy team work', if there was a discrepancy between your replies then the chances are you are faking it. The latest trend in psychometrics is towards online testing. Candidates applying through an online recruitment site can complete and submit their test and an employer will have the results well in advance of the interview. As with hard copy psychometrics, the online versions usually come in the form of statements and instead of circling your response you tick the relevant box.
Psychometric tests can cause suspicion and bemusement in equal measure.
Some people consider them to be time wasting psychological mumbo jumbo and think that the results are very much dependant upon your mood on the day. Until you have actually completed one and witness the accuracy of the results then you should not judge them as a means of interpreting personality traits and aptitude. A recent study concluded that 87 percent of employers use psychometric testing in conjunction with interviews to select their employees, their value is now generally undisputed. An employer will not found their entire decision on the basis of your test results so do not panic, they are not designed to catch you out. You are well within your rights to enquire what the employer is assessing for, and whether there will be a chance to discuss the results of the assessment.