The use of psychometric testing as part of the job interview process has boomed in the last few years.
Candidates are put under the microscope
Psychometric testing claims to be able to assess the character strengths and weaknesses of an interview candidate, and provide an accurate profile of their suitability for a position.
There are two main types of psychometric tests: aptitude tests and personality questionnaires.
Some employers use the tests before the interview process as a way of screening out unsuitable candidates, others prefer to use them when they are trying to decide between the final few applicants.
Unlike exams, you can't swot up for psychometric tests, but if you think you're likely to come across them in your hunt for a job try to familiarise yourself with the process.
There are plenty of websites offering examples of the sort of questions you'll be asked, so try yourself on some dummy tests beforehand.
Some companies will employ similar methods on their existing employees for internal recruitment, training and development.
Don't panic if you are asked to do a psychometric test. In most cases there are no right or wrong answers (particularly in the personality section) and you probably won't be able to second-guess what your interviewer is looking for.
Psychometric tests are almost always used in conjunction with a one-to-one interview, so you can still impress the selectors in other ways.