Psychometric testing in recruitment is the use of standardised tests to assess job applicants in the same, consistent way. Employers most often use ability tests, such as numerical and verbal reasoning, alongside personality questionnaires or situational judgement tests. They are usually taken online, early in the process, to help decide who moves on to interview. Your result is compared with a relevant group of people rather than judged on its own.
If you have been invited to take one, the best preparation is to see the format first. You can try a free psychometric test with worked answers for every question.
Where tests sit in the hiring process
Most employers follow a similar order, although the details vary:
- Application. You submit a CV or application form, sometimes with screening questions.
- Online tests. You receive an email with a link and a deadline, often a few days. You sit the tests at home.
- Interview. Often a video interview first, then a face-to-face or online interview.
- Assessment centre. Some employers, especially for graduate schemes, run a final stage with group exercises, presentations and interviews. Some ask you to sit a shorter version of an ability test again here to confirm your earlier score.
Large employers often test early, because tests let them assess many applicants fairly before spending interview time. Smaller employers may test later, or only for some roles.
Which tests employers use
The tests usually reflect what the job involves. As a rough guide:
- Finance, banking and analytical roles: numerical reasoning, often with logical reasoning.
- Law, policy and many office roles: verbal reasoning or critical thinking.
- Engineering and technical roles: mechanical and spatial reasoning.
- Administrative and data roles: error checking and attention to detail.
- Customer-facing and graduate roles: situational judgement tests.
- Most roles: a personality or behavioural questionnaire.
Our psychometric test examples with sample questions show what each of these looks like.
Gamified assessments
Some employers use game-based assessments instead of, or alongside, traditional tests. These are short interactive tasks, such as remembering a sequence, reacting quickly to shapes, or deciding how much risk to take to win points. They measure similar things to traditional tests: reasoning, memory, attention and behavioural traits such as how you respond to risk or setbacks. They do this from how you play as well as from your final score.
The advice for game-based tasks is simple. Read the instructions for each game, as the rules change between tasks. Use a quiet room and a reliable device, because reaction times can matter. Play naturally rather than trying to guess which behaviour is wanted, since the patterns being measured are hard to fake and an inconsistent profile stands out.
How employers use your results
Your score is compared with a norm group, a large group of people who have taken the same test, ideally at a similar career stage. This turns your score into a percentile. For example, scoring higher than 60 out of every 100 people puts you at the 60th percentile.
Employers then use the result in one of a few ways:
- A cut-off. Applicants above a set percentile move on. The level depends on the role and how many people apply.
- A ranking. Applicants are ranked and the top group is invited to interview.
- One input among several. The score is weighed alongside your application, interview and other exercises.
Personality questionnaires are rarely used as a pass or fail. More often they help an employer see how your working style compares with what the role needs, or suggest questions to explore at interview.
Why employers use psychometric tests
Tests give every applicant the same questions under the same conditions, which makes comparisons fairer than judging CVs alone. Well-designed ability tests are also generally found to predict job performance better than a CV or an unstructured interview. Our guide to the benefits of psychometric testing for employers and candidates covers the advantages and the limits in more detail.
Your rights as a candidate
If you have a disability or a condition such as dyslexia that could affect how you take a test, you can ask the employer for reasonable adjustments, such as extra time, a different format or a screen reader friendly version. In the UK, employers have a duty to consider reasonable adjustments under the Equality Act 2010. Ask as early as you can, ideally when you receive the invitation.
You can also ask how your results will be used and, if you do not progress, whether feedback is available.
How to prepare
Find out which tests you will sit, practise that format under timed conditions, and review every mistake. Our guide on how to pass a psychometric test sets out the method, including how to work out your pace and manage nerves.
For personality questionnaires and game-based tasks, prepare by understanding the format, then answer honestly and consistently. For ability tests, the best start is a timed psychometric practice test.
