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pymetrics tests

Pymetrics Tests

Pymetrics is a relatively new startup, based in New York since 2011. Pymetrics aims to harness technology and AI (artificial intelligence) to better match candidates with jobs where they are most likely to succeed.

By creating an individual set of tests for a company, Pymetrics can create a unique, unbiased algorithm that is accurate and scalable.

What is a Pymetrics test?

Pymetrics tests use AI to collect objective behavioural data. Companies can then use this data to assess behavioural traits, so as to make judgments about the potential of a candidate for a specific job role.

Candidates are invited to play a series of games, much like the kind of games you might find on a smartphone brain-training app. The games measure cognitive, social and behavioral attributes.

The outcomes of the games are assessed against the benchmark of traits specified as desirable for a specific organisation or a specific role within the organisation. Different roles will often favour different levels of appetite for risk (say) or altruism.

The Pymetrics test is intended as one part of the interview process. It makes use of AI and behavioural science to more fully understand an applicant’s skills and potential, to create more truly diverse and functioning teams.

It also gives applicants a chance to be assessed on potential, rather than being held back by lack of opportunity in relation to school or prior work experience.

pymetrics test games

How does a Pymetrics test work?

Pymetrics tests use data science to predict an outcome, rather than relying on human analysis. It is inherently easier to remove bias from AI.

The candidate completes a series of 12 games and engaging tasks on their smartphone, tablet or computer. It should take between 25 to 35 minutes to finish.

There are no right or wrong answers. The outcomes lead to objective judgments about a candidate’s attention to detail, appetite for risk, empathy, memory and so on.

Pymetric works with the hiring company to build a series of unique tests that will allow the organisation to collect behavioural data appropriate to the role or business, and to create an algorithm that assesses the candidate objectively against the desired set of outcomes. The recruiter is then able to assess and rank the various candidates.

A candidate will not need any prior knowledge or business experience to play the games, which last around two minutes each and can assess one of around 90 different traits.

While the games might seem reminiscent of a brain-training game, prior gaming knowledge will not confer any advantage, since the games assess behavioural traits rather than technical knowledge.

The Pymetrics tests can also be set up so that subsequent games build on the response to the previous games, known as a computer-adaptive test. In some circumstances, this could mean gradually being asked harder and harder questions. Here it usually means that based on your behaviour in previous games, you will get subsequent games which further probe and analyze specific behavioural traits.

This may also mean that each candidate faces a different version of the test, as the games will reflect their subsequent actions.

In organisations recruiting for more than one role, candidates can be matched to the role which best suits their traits, not just the one applied for. This increases the prospect of positive and diverse hiring, and can also rematch candidates to other organisations that may offer more success.

What traits does a Pymetrics test evaluate?

Pymetrics tests evaluate a candidate’s cognitive, social and behavioral attributes against a benchmark data set of ‘ideal’ traits for a specific role or organisation.

Each Pymetrics test is bespoke to the organisation and/or role, and is able to evaluate one or more of up to around 90 cognitive, social or behavioural traits. These include (but are not limited to): attention to detail, empathy, appetite for risk, decision making, focus, prioritisation, fairness, problem solving, memory and altruism.

At the end of the test the candidate receives a detailed ‘trait report’, which sets out information based on the outcomes. This includes analysis of what makes you tick, divided into categories such as social, cognitive, emotional, altruism, and trust.

The report also contains tips that may be helpful for personal development, alongside information on how your identified attributes might manifest in the workplace.

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Which employers use Pymetrics tests?

Many corporate employers use Pymetrics tests including LinkedIn, Unilever, Colgate-Palmolive, Kraft Heinz and McDonalds. They are also a popular choice for professional services firms such as PwC and Accenture, investment banks including JP Morgan, and management consultants such as BCG.

Employers choose to use Pymetrics tests as they want to make unbiased recruitment choices, creating an environment where candidates are more likely to succeed and remain in the role, and where those from minority backgrounds can also succeed.

The use of Pymetrics tests also saves many hours in the recruitment process.

Tips on how to prepare for Pymetrics tests

Pymetrics tests don’t have right or wrong answers, so they are not something that you can revise for as such. That said, the following tips may be helpful:

1) Don’t second-guess what is being asked

Even when you have carried out thorough research into an organisation, it can be hard to guess what attributes they are looking for. Far better to be yourself – whether that is competitive, or with a low appetite for risk – than give misleading or contradictory answers.

2) Follow the instructions

Make sure you read the guidance thoroughly for each activity or game, so that you do what you are actually being asked to do, and that you understand the full implications of taking a specific action.

3) Focus

Make sure you won’t be disturbed or distracted when you take the test, since you cannot pause or restart it. If you are taking it on your smartphone or tablet, turn off notifications and put your device in a mode where you cannot be disturbed.

4) Prepare

While you shouldn’t second-guess what outcome is desired, you can think about how you approach problems. Taking practice tests will help you get used to the format and time limit.

FAQs

How are Pymetrics tests scored?

Pymetrics tests aren’t ‘scored’ as such because there are no right and wrong answers. Instead, the candidate receives a trait report that details their traits and how those might manifest in the workplace.

The recruiter receives a different report, which matches candidates’ traits against the characteristics that the organisation has identified as being desirable for the role.

Each candidate will also be listed in a ‘fit band’ as Highly Recommended, Recommended or Not Recommended, again matched against the predetermined benchmark.

Are Pymetrics tests difficult?

Pymetrics tests are not difficult as such, and don’t need any prior knowledge. You should engage honestly with the test to get the best result and keep going to the end of the test, completing all the games.

How long is a Pymetrics test?

A Pymetrics test has 12 games or activities, which take around 2 to 3 minutes each. You cannot restart but you can pause between games. The entire test takes between 25 and 35 minutes, and the result is valid for 330 days.

How can I practice Pymetrics tests?

This video shows some of the actual test questions from a Pymetrics assessment, so you can get a clear idea of their format.

Practice Aptitude Tests is not associated with Pymetrics. We provide preparation services for Pymetrics psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://www.pymetrics.ai/ to apply.

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