What is a Psytech test?
Psytech International was started in the UK in 1984 to provide assessment software to employers looking to hire better candidates.
Although perhaps best known for recruitment tests, Psytech also provides assessments for all levels of employment, from pen-and-paper tests to its specialised platform GeneSys.
Major corporations such as Adidas, Metropolitan Police, Deloitte and HSBC use Psytech tests to hire and retain the talent that helps keep their businesses competitive.
The different types of Psytech tests and how they work
As well as traditional numerical, verbal and abstract reasoning tests, Psytech provides bespoke assessments for everything from mechanical roles to clerical positions. It also specialises in personality tests that can help an employer to determine whether a candidate could be a good fit for the role.
Each test will measure a wide range of skills and competencies, and all within a very short time frame. Most tests only take 30–45 minutes to complete.
Each of the major Psytech tests is covered in detail below.
General Reasoning Test (GRT)
The GRT is designed to assess your mental agility as well as your ability to keep calm under pressure.
The test contains three distinct sections:
Verbal reasoning– measures your verbal skills, from comprehension through to how adept your vocabulary and ability to use words is. Basic comprehension skills are important in nearly all jobs, so this part of the test will be scrutinised by employers.
Numerical reasoning–your capacity to quickly and accurately do calculations, and work with numbers, is another key skill that most employers will expect to see in the people they hire.
Abstract reasoning–using logic, you’ll be required to solve a series of different challenges to prove you have fluid intelligence.
Mental ability is one of the best indicators of strong job performance, so it’s no surprise that this is one of the most popular tests set by employers in the recruitment process.
Critical Reasoning Test (CRTB2)
Critical thinking is all about using logic to solve problems and arrive at sensible conclusions. This is a skill that’s highly valued in a range of jobs, but particularly technical and mechanical roles.
The critical reasoning test has two sections:
Verbal critical reasoning – you’ll be required to read through dense and often quite complex passages of text and then asked questions on what you’ve read. The point here is to show you can separate fact from inference, and that you are able to draw logical conclusions from the information in front of you. As a result, it’s a popular test for employers hiring for managerial roles.
Numerical critical reasoning – similar to the verbal critical reasoning, but this time with numbers and data. The numerical critical reasoning section of the test is great for employers looking for individuals who show strengths in analysing and accurately interpreting data, graphs and statistics.
Abstract Reasoning Test
Abstract reasoning tests measure something known as ‘fluid intelligence’, which is essentially your ability to use strategic thinking to solve problems.
This test usually takes around 20 minutes to complete. In that time you’ll need to analyse complex patterns and sequences to answer the accompanying questions.
It’s about your ability to work with images rather than words and numbers, and as a result it’s something many people won’t have come across before. Practising abstract reasoning questions beforehand and reading tips on abstract tests can help you to improve your confidence, speed and accuracy.
Clerical Test Battery
Designed for clerical and administrative positions, the clerical test battery contains four different tests which can be taken on their own, or all together if an employer wants to get a broader picture of a candidate. The tests are:
Verbal reasoning – measures your vocabulary, comprehension and ability to reason with words.
Numerical ability – the numerical ability test is set in the context of clerical and administrative work. For example, calculating expenses, pricing up goods and looking at margins.
Clerical error checking – this is a vital part of the test to demonstrate your ability to be thorough and accurate. You’ll be presented with information such as names, telephone numbers and addresses, then asked to check them against a target.
Spelling – checks how comfortable you are spelling commonly misspelt words. Doing well at this part of the test shows you have good written comprehension.
The tests can be taken on paper or online.
Technical Test Battery
Designed for those applying to technical or mechanical roles such as engineering, the technical battery tests assess candidates’ ability to think technically and apply their knowledge to a series of complex challenges.
There are four parts to the test:
Mechanical reasoning– mechanical and physical principles are under scrutiny in this part of the test. You’ll be assessed on your understanding of everything from optics and electrics, to fluids and mechanics.
Spatial reasoning– you’ll be assessed on your ability to mentally manipulate two- and three-dimensional shapes.
Visual acuity – this section of the test is always taken online. It looks at your ability to work with specialised material such as circuit diagrams. The question takes the form of a maze, which you’ll need to navigate and complete.
Fault finding – you’ll be tested on your ability to locate faults in systems by using your specialist knowledge, along with your ability to think logically.
Adapt-g
Adapt-g is a great way for employers to get a large amount of information on their candidates from a quick and efficient test.
Unlike standard tests, the Adapt-g adapts to the complexity of question a candidate is able to answer, allowing an employer to get a much more detailed view of an individual’s strengths and weaknesses.
And it’s good for the candidate too, as you aren’t required to answer a fixed set of questions. Instead you’ll be given problems to solve that should challenge you, but also feel achievable.
The Adapt-g covers verbal, numerical and abstract reasoning questions, in a bid to get a rounded view of an individual’s capabilities.
