How to Ace Your Psychometric Tests

What is a psychometric test?

Psychometric tests are assessments that measure your intelligence, skills and personality. Employers use them to determine whether you're suitable for a role and if you’ll likely do well in it.

You'll sit these tests either online or at an assessment centre. They've become a standard part of the application process across loads of industries.

Psychometric tests are usually timed and can take anywhere between 15 minutes and an hour. However, some tests aren’t. For example, the Civil Service verbal and numerical tests aren’t timed.

Getting ready for an assessment centre? Here are our top tips for internship assessment centres, and information on apprenticeship assessment centres.

Why do employers use psychometric tests?

Popular roles can often get hundreds of applications. Psychometric tests help employers find candidates who actually match what they’re looking for.

These tests show an employer what a CV can’t, such as how you think and the way you treat others. They’re a chance for you to show off your skills in a different way.

What are the four types of psychometric tests?

There are four types of psychometric tests you might come across:

Personality tests

These evaluate how you think, behave and interact with others. Employers use personality tests to understand more about their applicants and how they might fit within the organisation. They usually test things like honesty, integrity and how you work in teams.

Stay true to yourself when answering. If you change your responses to fit what you think employers want to hear, you might regret it once you're in the role.

Aptitude tests

Aptitude tests determine whether a candidate can carry out their role successfully. The questions you’ll be asked in an aptitude test will depend on the industry you’re applying for, for example:

Finance applicants:

You’ll be tested on your mathematical, analytical and problem-solving skills by identifying patterns and solving equations. 

Journalism applicants:

You'll answer questions on written passages like articles or newspaper clippings to show your comprehension skills.

Situational judgement tests (SJTs)

SJTs measure your soft skills and how you manage workplace situations. They show employers how you’ll manage conflicts, problem-solve and make decisions.

Gameified assessments

Some graduate scheme employers are making assessments more interactive by turning them into games.

Gamification helps employers select the best applicants for the role through a series of tests that measure things like your reaction time, problem-solving under pressure and decision-making patterns.

Loads of global companies, such as PwC, Accenture and Unilever, use gamified assessments in their recruitment processes. Deloitte’s is pretty cool; they’ve created a zombie apocalypse survival game.

So if you see a game-based test in your application, enjoy it. It's your chance to show your skills in a way that's actually designed to be fun.

What are common examples of psychometric assessments?

• Numerical reasoning - These assess your ability to interpret graphs, data and statistics. You might calculate percentages, work out ratios or handle currency conversions.

• Verbal reasoning - These challenge your capacity to process information, evaluate arguments and find conclusions. Spelling, punctuation and grammar are key, so make sure you brush up on those beforehand.

• Diagrammatic reasoning - These require you to analyse sequences of patterns and shapes. They assess how well (and how quickly) you can solve complex problems.

• Logic-based reasoning - Also called critical reasoning tests, these require structured thinking to determine which statements provide the most accurate response to the question. They measure your ability to interpret relationships, identify flaws and spot patterns. Perfect for those who love attention to detail.

How do I prepare for a psychometric test?

Psychometric tests can be nerve-wracking. We get it, especially if you’re applying for a job you really want. If you have a psychometric test coming up, follow these four tips to boost your chances of success:

Practice in advance

There are loads of free websites you can use to practice psychometric tests. It’s a great way to get comfortable with the process and manage your expectations. You can start by doing them in your own time, then move on to timed tests. Some free sites include:

• The Psychometric Project

• SHL Practice Tests

• Assessment Day

• Test Partnership

• Practice Aptitude Tests

• WikiJob

Read the instructions first

Know what’s expected of you and how long you’ll have to complete the task.

Don’t waste time on hard questions

Questions are usually worth the same number of points. If you’re struggling, move on to the next question and come back if there’s time.

Try your best

Some psychometric tests are designed so that only 1-2% of takers answer all the questions correctly. So don’t worry if you can’t answer all of them. They’re really there to see how you work.

Examples of psychometric tests

Want to get some practice in? Here are some examples to get you started:

1. Abstract reasoning

Which shape comes next in the sequence?

2. Situational judgement

As part of your graduate training scheme with a large energy company, you have been undertaking a variety of placements with different departments in the business. You are close to finishing a really successful placement in the Procurement team and will be moving onto the Finance team in a week's time.

At lunchtime, a colleague from Procurement, who you have become quite close to, takes you aside and warns you that there are a number of people in the Finance team who she has had problems with in the past. She says that there are people in Finance who are not to be trusted in her view, and that you would be better off avoiding them if you can.

What would you say?

1. A) "Thanks for flagging that but it's probably better if I go there with an open mind rather than having preconceptions about my future colleagues."

2. B) "What are you basing that opinion on? Could it be that you misinterpreted their actions or intentions towards you?"

3. C) "I don't think it is appropriate for you to talk about people in this manner and I'm afraid it's probably best if we end this conversation now."

4. D) "What makes you think they can't be trusted? What advice can you offer about how to work with them?"

Which one is most effective and which one is least effective?

3. Numerical reasoning

If production of Grade B Wireless Headphones increased by 26% from 2022 to 2023, what would be the value of Grade B Wireless Headphones produced in 2023?

The average selling prices of the different grades of wireless headphones are as follows:

• Grade A: £500 per 50

• Grade B: £300 per 50

• Grade C: £150 per 50

Select one option:

1. A) £113,400

2. B) £151,200

3. C) £126,000

4. D) £226,800

Answers:

1. D

2. Most effective: A. Least effective: D

3. £151,200

   1. Step 1:  Calculate the 26% increase from 2022 to 2023:

      20,000 headphones × 1.26 = 25,200 headphones

   2. Step 2:  Using the selling price data at the bottom of the table calculate the value of the headphones produced:

      25,200 ÷ 50 × $300 = ​$151,200

And that's it! With enough practice, you'll be well on your way to passing employers' psychometric tests.

We have a lot of interview advice to share, so do give it all a read. Good luck!