Psychometric testing
Practice Psychometric Tests
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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What is a psychometric test?
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.
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Why do employers use psychometric tests?
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.
What to expect when taking a psychometric test
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.
How to prepare for your psychometric test
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.
Know who is testing you?
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.
By test publisher
22 publishersMost employers licence their tests rather than writing them.
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235 employersAssessment guides with the tests each employer sets.
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32 sectorsThe tests employers in each sector use to shortlist.
How to pass psychometric tests
Six habits that separate candidates who pass from candidates who could have.
- Research the type of psychometric test. The type of psychometric tests you'll face will depend on the role and industry you're applying for. Roles in banking will focus on numerical skills, organisation, aversion to risk etc. Whereas roles in the police force will be more concerned with communication and decision making. By finding out the types of tests you'll face, you'll be more able to practice them beforehand and ensure you're better prepared.
- Practice as many psychometric tests as possible. Practice really does make perfect. Start by practicing a full range of tests to find out your strengths and weaknesses. Then focus on improving your weakest areas by reading solutions, watching our videos and repeating until answering them gets easier and easier.
- Pay close attention to solutions. While practicing, solve questions and then check the answers. Try to figure out your mistakes and correct them. The type of questions you fail the most are the ones which need more practice. We've included fully worked solutions to all our tests to help you see where you're going wrong and how you can improve your scores.
- Chart your progress. What gets measured gets managed is another famous phrase for a reason. Charting your progress will help keep you motivated as you practice by allowing you to see your progress.
- More haste, less speed. Keep a balance between speed and accuracy. Skip the questions which are taking too much time to understand, but bear in mind that the more questions you answer, the higher the score you'll be able to get. At the end of the day, employers using take total score and accuracy into account so both are important.
- Get your rest. Having enough sleep the night before your test is very important. Ensure you're well rested and feeling fresh so you can perform to your very best on the day.
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Psychometric test FAQs
The questions candidates ask us most often
How are psychometric tests scored?
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.
What are psychometric tests used for?
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.
Will I get feedback on my test results?
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.
What do psychometric tests measure?
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.
Where can I practice psychometric tests?
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.
What can I do if I fail my test?
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.
Why are psychometric tests so hard?
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.
Which employers use psychometric tests?
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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