You found a job opportunity that you love, researched the company, and felt it was exactly what you were waiting for. You applied enthusiastically, got a call, passed the first interview (Yes!), and suddenly… they schedule a psychotechnical evaluation. That’s when the nerves kick in, the annoyance, the juggling to coordinate a time for the evaluation, and the all-too-common questions: “Why so many evaluations if I have years of experience?” “What a waste of time!” “And with a little drawing, they’re going to determine if I’m fit for the job?”
Has that ever happened to you?
Although it’s one of the stages that often causes the most discomfort and insecurity during the selection process, the reality is that it’s one of the most important
stages, and it holds significant weight in the final decision.
The effort is worth it.
Origins of Aptitude and IQ Testing
When we talk about this type of evaluation, opinions vary. The most common beliefs are that they are outdated methods, lack scientific validity, or that the interview and resume alone should be enough. However, psychotechnical evaluation tools have a long history, and their methods continue to be revised and updated to this day.
A bit of history: In the first half of the 20th century, in Germany and the UK, these evaluations began to be used in military and public administration settings, where psychometrics applied to personnel selection focused on cognitive skills and practical aptitudes.
For example, during World War I, psychotechnical evaluations measured soldiers’ cognitive abilities, identifying those with the best reasoning and leadership skills and assigning them specific roles (such as logistics, command, tactical operations, etc.).
In public administration, psychotechnical tests were applied to select employees who could perform specific tasks, particularly in technical, industrial, and administrative sectors. These tests evaluated skills like mental agility, problem-solving ability, and numerical aptitude.
Later in Germany, figures like Hermann Rorschach (famous for the “inkblot test” that bears his name) began to develop and apply tests to measure psychological characteristics of individuals, delving not only into aptitude, IQ, and practical aspects but also into emotional, relational, and communication skills — what we now call “Soft Skills.”
It was in the 1920s and 1930s that psychometric tests started to be more frequently used in the general workforce, beyond the military and public administration. Companies, especially in more technical and specialized sectors, began adopting psychometric methods to evaluate candidates’ cognitive abilities, aiming to use a more scientifically objective method and to avoid the biases of more subjective methods, such as interviews or personal recommendations.
Psychotechnical Evaluations in the 21st Century
Today, psychotechnical evaluations are still fundamental tools in the hiring process, but their purpose and applications have evolved considerably. Companies now use them to evaluate a wide range of aspects related to skills, personality, and cultural fit. Depending on the position, the most commonly assessed aspects include:
- 1. IQ and Hard Skills: • Logical reasoning • Concentration capacity • Memory • Problem-solving ability • Mathematical skills • Verbal abilities • Attention to detail • Analytical capacity • Decision-making
- Soft Skills and Organizational Culture: • Relationship styles • Teamwork • Adaptability • Flexibility • Leadership styles • Communication methods • Openness to feedback • Reliability
This evolution has allowed companies to tailor their hiring searches to the specific needs of both the job and the work environment, considering not only the tasks but also the cultural match between the candidate and the existing team.
So, If It’s So Important, How Do I Ensure the Best Possible Result?
Now that you understand the importance of psychotechnical evaluations in the hiring process, here are some tips to help you feel more confident and showcase your full potential:
- 1. Arrive a Few Minutes Early:
• Even if it means waiting outside, it’s better than realizing your Uber is late or that you’re arriving just on time (or even a few minutes late). These situations can elevate stress levels and impact your concentration.
- 2. Take Your Time to Respond (For Tests Without Time Limits): • Think carefully about your answers before writing or speaking them out loud.
- 3. Don’t Waste Time on Unsolved Exercises (For Timed Tests): • In logical reasoning or calculation tests, if you get stuck on an exercise, don’t waste time — move on to the next one. Most of these tests evaluate the number of correct answers in a given time, not whether you complete every single exercise.
- 4. Use a Blank Sheet as Scratch Paper: • Sometimes, our brain processes information better when it passes through different stages (mental, verbal, written). In tests that allow it, asking for a blank sheet to draft calculations or outline ideas can be very helpful.
We know it can be a stressful experience, but we promise it’s worth the effort!