Psychometric testing
A psychometric test measures your cognitive ability, personality or work behaviour. Practise every format employers set, free, with a worked solution for every question.
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You have 10 minutes to answer 10 questions. The questions move between numerical, verbal, situational judgement, error-checking and deductive reasoning, so read each one carefully before answering. Every question carries one mark and the questions get harder as you go. Calculators and rough paper are permitted.
Question 1 of 10
Ferry Meadow Forge bends and welds railings, balconies and stair strings for builders along the estuary. Railings are powder-coated in the forge’s own shop, a converted grain barn beside the workshop where the coated work cures overnight. Galvanising, when a job calls for it, goes by trailer to the works upriver before coating. The forge’s price list hangs by the door, dated in chalk. Site fixing is quoted separately, with the fixings themselves made in the forge.
Based only on the information in the passage, is the following statement True, False, or Cannot say?
Statement: “Ferry Meadow Forge powder-coats its railings in its own shop.”
Answer: A. True
The statement is True. The passage says “railings are powder-coated in the forge’s own shop”, and the statement repeats that fact in the same terms. The rule: a claim the passage states outright is True. The most tempting wrong answer is False, from carrying the galvanising trips across to the coating.
Question 2 of 10
You are an accounts assistant. A department head asked for a breakdown of his costs by project. The system can only split them by cost centre, which is close but not the same, and he will notice. Producing it takes two hours. He needs it on Thursday. Which response below would be most effective, and which would be least effective?
Most effective: A. Tell him today that the split is by cost centre rather than by project, explain the difference, and ask whether that is still worth two hours of work.
Least effective: C. Produce the cost centre breakdown and send it on Thursday without saying that it is not the project split he asked for, since the two are close enough for most purposes anyway.
B: Buys precision nobody asked the price of: a hand mapping may be unnecessary and it is the slowest route to Thursday.
C: Withholds the one difference that matters: he asked for projects, receives cost centres, and nothing on the page tells him they are not the same thing.
D: Reports the obstacle and stops: the cost centre split is close and may well serve, and he cannot judge that without being offered it.
The most effective response is to tell him today that the split is by cost centre rather than by project, explain the difference, and ask whether that is still worth two hours: he learns what is actually available, understands the gap, and decides whether the work is worth doing. It beats replying that the system cannot produce a breakdown by project at all, because a flat no withholds something that probably serves. It beats spending the two hours mapping cost centres to projects by hand, because nobody has established that the approximation would not do. The least effective response is producing the cost centre breakdown and sending it without saying it is not the project split he asked for: he uses cost centres believing they are projects. That is silence about the difference rather than an unhelpful or over-thorough answer. The principle: when what you can give is not what was asked for, say so before you build it.
Question 3 of 10
| Station | Sectors | Passengers | Charge (£) |
|---|---|---|---|
| Quenby | 480 | 62,400 | 122,400 |
| Scarcliffe | 90 | 12,150 | 31,050 |
| Vernham | 130 | 18,850 | 40,300 |
The table shows Rowsley Handling’s charges last month. Next month Ryedale Airways expects 540 sectors at Quenby. At Quenby’s cost per sector last month, what will the Quenby charge be?
Answer: B. £137,700
Build Quenby’s own rate, then scale it to next month’s sectors. 122,400 divided by 480 = £255 per sector. 255 x 540 = £137,700. A common error here is averaging the three stations’ rates, which gives £163,800 and answers a question about the network rather than about Quenby. The passengers column is not needed: the charge is asked per sector, not per passenger.
Question 4 of 10
Nettleton and Chalcombe’s management board is made up of the managing partner, the finance director, and the head of each of the firm’s three largest departments. The firm’s five departments are property, private client, commercial, employment and litigation. Property is the largest of the five by headcount and by income, and has been for six years. The board meets monthly at the main office. Its papers go to all partners a week beforehand.
Based only on the information in the passage, is the following statement True, False, or Cannot say?
Statement: “The head of the property department is a member of the management board.”
Answer: A. True
The statement is True. The board includes “the head of each of the firm’s three largest departments”, and property “is the largest of the five by headcount and by income”. The largest department is one of the three largest. The rule: where the passage states that every member of a group has a property and states that a named thing belongs to that group, the property follows with certainty. The most tempting wrong judgement is Cannot say, because the passage ranks only one department, and a reader who wants the full ordering will feel short of information they do not actually need.
Question 5 of 10
You are a compliance assistant. A fee earner asks you to confirm that a client’s source of funds check was completed before a transfer goes this afternoon. The system shows the check requested and not returned, and the provider is usually a day. Which response below would be most effective, and which would be least effective?
Most effective: B. Tell him the check is requested and not returned, and that you will chase the provider now and come back to him before the transfer window closes.
Least effective: D. Tell him the check is complete and guarantee it, since checks of this kind almost always come back clear and the provider has never raised anything on this client.
A: Answers with the rule and stops: it is right about the position and it accepts a delay before anybody has chased the provider, who may well answer within the hour.
C: Advises acting ahead of the check: the timing of the result is not the point, and a transfer made before a source of funds check is exactly the sequence the rule forbids.
D: States a result that has not arrived: a transfer will go this afternoon on the strength of a check nobody has seen, which is the one thing the check exists to prevent.
The most effective response is to tell him the check is requested and not returned, and that you will chase the provider now and come back before the transfer window closes. He needs the true position and the check needs chasing, and doing both means the transfer either goes properly or waits for a reason. It beats telling him the transfer must wait until the check is back and saying nothing else, because nobody has chased. It beats suggesting he goes ahead on the basis that the check will land later today, because the order of check and transfer is the whole point. The least effective response is telling him the check is complete and guaranteeing it: a result that has not come back is reported, and a transfer goes on it. That is a different kind of wrong from the other two, both of which are honest about the check’s status. The principle: say exactly where the check is, and go and move it.
Question 6 of 10
| Row | Source | Transcribed |
|---|---|---|
| 1 | TRF-2840-EC | TRF-2840-EC |
| 2 | TRF-5163-EC | TRF-5163-EC |
| 3 | TRF-9472-EC | TRF-9472-EC |
| 4 | TRF-6395-EC | TRF-6395-Ec |
Which row was copied incorrectly?
Answer: D. Row 4
Row 4 ends EC in the source but Ec in the transcription: the final letter has been dropped to lowercase. Every code opens and closes with the same blocks, so the digits in the middle are what the eye works on, and the case slip sits outside them.
Question 7 of 10
Five service tickets are closed one after another.
Which ticket is closed second?
Answer: A. Dodd
Holt takes place 5. Rules 2, 3 and 4 chain the other four into Fenn, then Dodd, then Eames, then Garvey, so the order is Fenn, Dodd, Eames, Garvey, Holt. Dodd is closed second. Eliminate the rest: Fenn is at the head of the chain so it is first, Eames sits directly behind Dodd so it is third, and Garvey sits behind Eames so it is fourth. The most tempting trap is Eames, which is where the Dodd and Eames pair lands if rule 2 is read the other way round.
Question 8 of 10
| Component | Units used last year | Units used this year |
|---|---|---|
| Wheels | 940 | 1,015 |
| Brake units | 620 | 806 |
| Hydraulic units | 380 | 469 |
| Filters | 1,240 | 1,190 |
The table shows spares used at Marsden Air’s Osgathorpe store. By what percentage did the combined use of brake units and hydraulic units change?
Answer: C. 27.5%
Build one subtotal per year before comparing, and ignore the wheels and filters rows. Last year: 620 + 380 = 1,000 units. This year: 806 + 469 = 1,275 units. Change: 275 divided by 1,000 x 100 = 27.5%. A common error here is dividing by this year’s total rather than last year’s, which gives 21.6%. Reading one component alone gives 30.0% for brake units or 23.4% for hydraulic units, and neither is the combined figure.
Question 9 of 10
Batch code: ZT-6394-KM-72
Which option exactly matches the batch code?
Answer: C. ZT-6394-KM-72
Only option c reads ZT-6394-KM-72 exactly. The three deviations sit in three different places: option a swaps the letters of the third block, option b replaces the second hyphen with a space, and option d drops the second letter to lowercase. Every option is thirteen characters and every one carries the same digits, so all four blocks have to be checked in turn.
Question 10 of 10
Four handovers run from Monday to Friday, one per day. Wednesday is left free. The handovers are Peebles, Roslin, Selkirk and Traquair.
Which statement must be true?
Answer: B. Selkirk is on Monday or on Thursday.
Wednesday is free, so the handovers use Monday, Tuesday, Thursday and Friday. Rule 1 needs Selkirk and Traquair on consecutive days, and the only consecutive pairs left are Monday with Tuesday and Thursday with Friday. Selkirk takes the earlier day of whichever pair is used, so Selkirk is on Monday or on Thursday. Everything else stays open. With the pair on Monday and Tuesday, Peebles and Roslin split Thursday and Friday either way; with the pair on Thursday and Friday, rule 2 keeps Peebles off Tuesday, so Peebles takes Monday and Roslin Tuesday. That is three permitted weeks, and Peebles on Monday or on Friday, Roslin on Tuesday, and Peebles earlier in the week than Roslin each fail in at least one. The move that matters is that a free Wednesday breaks the week into two blocks of two.






A psychometric test, also called a psychometric exam, is an assessment employers use to measure a job candidate's cognitive ability, personality or work behaviour. The most common types are numerical, verbal, logical and mechanical reasoning tests, alongside personality questionnaires. Scores are usually compared against a benchmark group, so candidates are ranked relative to other applicants rather than marked against a fixed pass mark.
Usually sat online under a time limit, psychometric tests may also be administered in person at an assessment centre. They are now a common hurdle, particularly in graduate scheme applications, and are often used in tandem with each other, the selection dictated by the career sector the applicant is applying to.
Scores do not stand alone: they are considered alongside CVs, cover letters and later rounds such as role play and group interviews. The value of performing well should not be overlooked, though. A high score dramatically increases your chances of securing a final stage interview.
All our tests are built to replicate real exams. Each has a strict time limit, and at the end you can see your score, your benchmark and the full solutions.
Employers commonly receive an extremely high number of applications for any one role. Quick and easy to administer at scale, psychometric tests are an excellent way to reduce the size of the applicant pool.
The tests enable employers to confidently siphon the top 5 to 10% of candidates, who have displayed that they possess key transferable skills. This streamlining speeds up the recruitment process, providing a logical candidate shortlist of manageable length and reducing HR costs.
Verbal and numerical reasoning tests tend to be most popular, as they test key transferable comprehension and arithmetic skills. Testing accuracy under pressure gives an indication as to how a candidate will cope in a demanding everyday role.
Whilst psychometric testing may be an initially daunting prospect, remember that, unlike some recruitment stages, it can be comprehensively prepared for to avoid any unpleasant surprises.
Any type of psychometric test will require you to answer multiple-choice questions within a given time limit, though personality tests sometimes have none. Both test length and time provision vary by test type and provider.
If the number of questions seems overly ambitious in the time given, it may be that the test is intended to be ambitious. Focus on answering correctly and rapidly, but do not rush in order to finish.
It is common for several tests to be administered in the same session: a verbal reasoning test, for example, followed by a numerical reasoning and a situational judgement assessment. Once you know testing forms part of the process, ask your prospective employer how many tests there are, of what type, and which provider is used. They may not be able to tell you, but it is worth asking given the variation between tests of the same type.
Expect to sit the test online, either at home, usually within a window of around 48 hours, or at an assessment centre, which is most common for graduate schemes. Some tests are adaptive, adjusting difficulty based on your previous answers, so if you are answering correctly, expect the questions to get harder as you go.
A high score means a greater chance of securing a coveted chance to impress at interview, so adequate preparation is key. For all psychometric tests, the best form of preparation is a copious amount of practice.
Once you have found out all you can about the type of test being set and how it is administered, settle into targeted question practice. This reveals your strengths and weaknesses, letting you spend more time on your weakest areas. Working through sample questions and answers will help you understand the logic of the test and the thinking needed to identify correct answers quickly.
Online practice also accustoms you to the timing, so you find the right pace and complete the test with both speed and accuracy. Start with our free psychometric tests, or practise offline with the psychometric tests PDF.
Practising the right format matters more than practising more. Start from the publisher or the employer named in your invitation, or from the sector you are applying into.
Most employers licence their tests rather than writing them.
Assessment guides with the tests each employer sets.
The tests employers in each sector use to shortlist.
Six habits that separate candidates who pass from candidates who could have.
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Different test providers and employers choose to convey results in different ways. Scores listed may include the raw score (number of correct responses given), attempted score, percentage accuracy or precision score (conveyed using three values: number of questions attempted, work rate and hit rate).
Comparison scores – used so your result can be placed relative to the mean score of your test cohort – may also be given. A percentile score is often used to compare and filter candidates.
Psychometric tests are used by employers to assess a candidate’s personal traits, as well as their knowledge and skills. This allows employers to build a personal profile and see if it matches with the company’s culture and the role in particular.
They also provide an overview of how the person might perform in the workplace. This all helps employers streamline the hiring process by finding the right candidates more quickly.
Test feedback can be useful in showing your strengths and weaknesses, helping you to improve your performance the next time you encounter such tests.
While not all organisations provide automatic feedback due to candidate volume, it’s always worth asking if further insight into your score is available.
The most useful type of feedback is test-dependent. For example, for situational judgement assessments, enquire about the alignment of your answers with the desired company behaviours/ethos. This is vital if you intend to reapply to the same company in the future.
Psychometric tests measure both cognitive ability and mental agility. Different tests evaluate specific skills, such as comprehension, arithmetic ability or a candidate’s approach and attitude. They commonly focus less upon knowledge and more on problem-solving ability and accuracy under pressure.
The tests are designed to reveal if prospective candidates have the traits sought for the job role in question. They allow employers to judge how a candidate will handle routine tasks, interact with co-workers and cope in stressful situations. The measurements provided by psychometric tests are considered to give a strong indication of a candidate’s potential to excel.
You can practice sitting psychometric tests either using test practice books or online practice tests (the latter is recommended).
Familiarising yourself with the test format and content will help to dispel nerves about what to expect on the day, and give you a greater chance of achieving a high score.
Practice Aptitude Tests has a comprehensive catalogue of psychometric tests written by accredited professionals. To help you improve, we offer worked solutions for each test and an interactive dashboard to track your progress. Start your preparation today by trying out our free tests.
Unfortunately, if you fail your test, you will not normally be able to resit. It should not, however, prevent you from applying to the same company in the future.
The best thing to do after receiving a disappointing result is to learn from the experience and improve. Try to obtain feedback on your performance and practice more of the tests, considering what you were able to glean from your unsuccessful attempt.
Many candidates find psychometric tests difficult, especially at the first attempt. The tests are hard so that employers can be confident they will filter candidates and retain the best applicants, including those best able to perform under pressure.
Psychometric tests may be hard, but preparation will help you feel calm, confident and be less easily caught off-guard during your assessment.
The reality is: most of them, especially among larger companies. Psychometric tests provide employers with detailed information and an understanding of a potential worker’s profile.
You should therefore expect these tests to be a part of the hiring process, whether you’re applying for a blue-chip enterprise or a smaller company. You can see a full list of employers that use psychometric testing here.
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