Personality & Psychometric Tests at Work

[A1Mikey]

I recently completed a really long Psychometric Test. It was multi-choice and any of the answers could have been true depending in your point of view. I have now been told that the Psychometric Tests reveal that I am very well suited to administrative or secretarial work and therefore I am unlikely to get promoted any further. Question: How accurate are these tests and do companies really take them seriously?

[factor-fiction]

Yes, many firms do take them seriously.
I've never been totally convinced about them, and I feel some companies hide behind them. I've seen employers ignore the results when they want when appointing their preferred/setup candidate whilst also using them as a reason for not appointing someone they don't want.

[buildersmate]

From your other questions, you seem to be looking for a graduate career position, Mikey.
These tests are about preferences. Personally preferences are important, because they tend to indicate an individuals liking for a topic. If an individual likes something, they are likely to want to work at harder or longer, and hence be better at it (not always!)
The first thing any career counsellor should say that is people can change there preferences over time - either naturally through changing beliefs or principles - or through active personal decision to change a direction.
A recruiting organisation should use these tests as supporting evidence with other batteries of indicators - some tests, some interviewing, some observation of the individual doing tasks in teams or individually. Any organisation that says one is suited to be X because of Y is barking mad, and isn't using them properly. It is not for no reason that these tests have to be administered by someone who is properly trained - and many require a qualification in psychology first.
The trouble with all of this stuff is that recruitment / interviewing is a bit like sex - everything likes to think they are an expert. Most are not (naturally) good at it.