Psychometric testing is something that can strike fear into the heart of even the bravest interviewee, but for employers, picking the right candidate for a job can be a tricky process and mistakes can be time consuming and expensive. As firms usually only have a short time during an interview to weigh up whether someone will fit into their organisation, many now supplement the traditional interview process with psychometric testing to get a better impression of what a candidate is really like.

Psychometric tests are made up of a series of questions designed to offer an insight into a person's behavioural patterns. The idea behind them is to uncover the qualities not shown on a CV.

Questions are usually centred around types of behaviour, such as leadership, communication or team work skills, and candidates are asked to select statements that describe them best. The results are then analysed to produce a personality profile that measures how candidates see themselves and how others see them.

Different types of tests can highlight different qualities so employers can tailor the questions to suit the role. These tests are not intended to replace face-to-face interviews but as many employers are inundated with huge quantities of applications, they can be used as a useful tool to screen candidates.

Yngve Traberg, chief executive officer of psychometric testing company ClickATest, said the tests can also help employers to structure interviews more effectively. "Psychometric tests can be used to highlight areas for greater investigation during the interview," he said.

Naturally, some people worry that their answers may lead employers to get the wrong impression about them, but questions are not designed to trip people up and it's not a test that can be failed', as such. People may be tempted to try and beat the tests by giving their answers that they think their prospective employers want to hear, but it is better to answer honestly, as this will give a true picture of your behavioural skills.

Yngve Traberg stresses the tests form just one part of the selection process, and work best when used with more traditional methods. "These tests aren't designed to be used alone when choosing an employee. But when considered alongside factors such as the candidate's experience and education, plus first impressions and gut instinct form an interview, it can prove useful for giving you a fuller picture."

For more information on ClickATest and psychometric testing, visit the website at www.clickatest.co.uk