Psychometric testing: What you need to know

by Michael Cheary

Never underestimate the importance of personality…

For many businesses, finding the right person for a role involves more than simply sourcing someone with the right work experience and skills. A demonstration of their numerical and verbal ability, as well as their personality and how that will fit within the existing team, is a big part of the decision-making process.

One way of evaluating these is psychometric testing. But what exactly do these look like? And how can you best prepare? To help, we've put together some of the facts.

What is a psychometric test?

Psychometric tests allow employers to objectively assess you, not based on your background or prior experience, but by measuring your personality, aptitude and general intelligence.

Similar to competency based interviews, there aren't necessarily always right or wrong answers for most psychometric tests.

They simply require you to answer to the best of your abilities.

Why do employers use psychometric tests?

Whether it's to evaluate how you would perform in a client-facing position or to ensure that a new employee will be a good fit for the team, personality often plays a huge part in the recruitment process.

Rather than rely on regular interviews alone, where your nerves could count against you, psychometric tests are a useful barometer in positioning personality by asking how you would behave in certain scenarios.

And, as all applicants are presented with the same tests and same conditions to complete them, it allows employers to make direct comparisons of how day-to-day tasks could be carried out by using a completely level playing field.

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What different types of psychometric tests are there?

There are two main categories of psychometric tests: ability tests (also known as cognitive or aptitude tests) and behavioural personality tests. Within these categories, you'll find several specific test types:

1. Aptitude tests

Usually performed at the start of the interview process, aptitude or ability tests are used to evaluate how well you will perform certain tasks which may be necessary for the role.

These often include logical reasoning, and are taken under exam conditions. They're strictly timed, and are also generally multiple choice. Results are standardised, meaning they'll often be compared to other applicants who completed the tests under exactly the same conditions.

Examples of aptitude tests include:

• Numerical reasoning tests - These assess your ability to interpret charts, graphs, data or statistics, investigating how you deal with numbers quickly and accurately. Numerical reasoning tests may also challenge your knowledge of rates, trends, ratios, percentages and currency conversions. They're common in roles within finance, accounting, data analysis and consulting.
• Verbal reasoning tests - Your understanding of written information, evaluation of arguments and communication of concepts is being tested here. You'll need to read short passages of text before answering questions that assess your comprehension. Verbal reasoning tests challenge your ability to think constructively and use written information to construct accurate conclusions. Some tests also assess your spelling and grammar.
• Abstract reasoning tests - Also known as logical or diagrammatic reasoning tests, these measure your ability to identify patterns, rules and relationships between shapes or symbols. You'll typically be shown a series of images, each slightly different, and asked to choose another image from multiple options to complete the series. These tests are particularly common for IT, science and engineering roles, as they evaluate your problem-solving skills and ability to learn new concepts quickly.
• Spatial reasoning tests - These evaluate your ability to visualise and manipulate objects in two or three dimensions. You might be asked to identify how a 2D shape would look when folded, or which cross-section matches a 3D object. Spatial reasoning tests are frequently used for roles in engineering, architecture, design and technical fields.
• Mechanical reasoning tests - Common in technical and engineering roles, mechanical reasoning tests assess your understanding of mechanical and physical concepts such as force, pressure, levers and pulleys. You don't need advanced physics knowledge - most questions are based on practical, everyday scenarios.
• Error checking tests - Also known as data checking or attention to detail tests, these measure your ability to spot differences or errors in sets of data, text or codes. You'll need to work quickly and accurately to identify inconsistencies. These tests are often used for administrative, data entry and quality control positions.
• Critical thinking tests - Critical thinking tests (such as the Watson-Glaser Critical Thinking Appraisal) evaluate your ability to analyse arguments, draw inferences, recognise assumptions and evaluate evidence. They're popular with law firms, consulting firms and other roles that require strong analytical skills.
• Written communication tests - Some roles may require you to complete a short writing task, such as drafting an email, summarising a report or proofreading a document. These tests assess your spelling, punctuation, grammar and ability to communicate clearly in writing.

2. Personality tests

Personality tests are used to help predict your behaviour within an occupational context. Employers can then make a more informed choice about your character traits and how you fit within the business. These tests are designed to: 

• Explore your interests, values and motivations
• Analyse how your character fits with the role and organisation
• Examine your emotions, behaviours and relationships in a variety of situations.

You'll usually be presented with statements describing various ways of feeling or acting, and asked to record how much you agree on a two, five or seven-point scale. Because there are no right or wrong answers, and the fact that enforced pressure reduces accuracy and discourages honesty, personality tests aren't typically completed under exam conditions.

It also means they often require less preparation than other types of tests. The recruiter simply wants you to answer honestly and give a good representation of how you would perform in each situation.

3. Hybrid tests

Not all psychometric assessments fit neatly into the ability or personality categories. Hybrid tests blend elements of both to give employers a more rounded view of how you think, act, and respond in realistic job scenarios. Here are some examples: 

• Situational judgement tests - Present you with hypothetical work-related scenarios and ask you to choose a preferred course of action from a list of options. You may be asked to choose the most and least effective response, rate the responses in order of effectiveness, or select only the most effective course of action, so make sure you read the instructions carefully. SJTs evaluate your judgement, decision-making and problem-solving skills in realistic workplace situations. They're increasingly popular across many industries, particularly in graduate recruitment, the civil service, and customer-facing roles.
• Game-based assessments - Some employers are now using game-based assessments (GBAs), which blend multiple elements of psychometric testing into interactive, video-based exercises. These are designed to be more engaging than traditional tests and are accessible on computers or mobile devices. Don't worry if you're not a gamer - these assessments are simple to play and aren't biased towards people with gaming experience. They typically collect data on traits such as speed of thought, risk approach, concentration, reaction time and resilience.

Psychometric assessment examples

To give you a better sense of what to expect, here are some sample questions from different psychometric test types:

Numerical reasoning example

You're presented with a table showing quarterly sales data for three products. The question asks: 'What percentage increase did Product A see from Q1 to Q4?'

You'll need to quickly extract the relevant figures, calculate the percentage change and select the correct answer from multiple choice options - all within a tight time limit.

Verbal reasoning example

You're given a short passage about a company's sustainability policy. The question states: 'The company has committed to reducing carbon emissions by 50% by 2030.' You must select whether this statement is True, False or Cannot Say based on the information provided.

Abstract reasoning example

You're shown a sequence of shapes that follow a pattern (for example, shapes rotating clockwise and changing colour). You must identify which shape comes next in the sequence from five options.

Situational judgement example

You're presented with a scenario: 'A colleague has missed an important deadline, affecting your team's project. What would you do?' You're then given four possible responses and asked to rate them from most to least effective, or select the most and least appropriate actions.

Personality test example

You're shown a statement such as: 'I prefer working as part of a team rather than independently.' You'll rate how much you agree or disagree on a scale from 1 (strongly disagree) to 5 (strongly agree).

How to prepare for a psychometric test

You don’t need to hit the books before a psychometric test, but practising ahead of time can make a big difference. It lets you:

• Get comfortable with the types of questions you might see
• Calm your nerves before the real thing
• Figure out how much time you’ll have for each question so you can keep a steady pace
• Pick up handy strategies for doing your best

The best way to prep? Practise regularly so you know what to expect when the pressure’s on. If you know which test provider an employer uses (e.g. SHL, Kenexa, Cubiks, or Saville Assessment), you can tailor your practice to match.

These tests often move fast, so getting used to the pace will help you stay calm and improve your speed. Try to mimic real exam conditions - by setting a timer, finding a quiet spot, and running through an entire sample test in one go.

You can access free practice materials at:

• The Psychometric Test Project
• The British Psychological Society
• SHL practice tests
• AssessmentDay
• Practice Aptitude Tests

Other places to find practice tests include: 

• Your university careers service (if you're at university or a recent graduate). They may be able to give you free access to test materials, and could run workshops or mock assessment centres to help you prepare.
• The website of the company you're applying to, which may have practice tests.
• Careers sites aimed at sectors like law, medicine or finance, where you may be able to find more specific practice materials.
• Books on psychometric testing that offer a range of tips and advice.

What to do after a practice test

After you've done a practice test, review your mistakes in order to understand why you got a question wrong (it’s best to do more than one test and track your progress over multiple practice sessions). From this, you can learn shortcuts or techniques to improve. 

Go over your answers to find out where you're weakest, then improve by doing more of the kinds of questions you find most difficult. If sites provide feedback on your performance, this can help you to concentrate on areas to work on as well.

For numerical reasoning tests, it may help to work on your maths skills like fractions, percentages, ratios and basic algebra. For verbal reasoning, practice reading comprehension and logical deduction. For abstract reasoning, focus on pattern recognition exercises.

Tips for taking psychometric tests for a job

Ability-based psychometric testing tips

• Check the job description - Which attributes are highlighted as most important? If you need excellent written communication skills, for example, there's a good chance you may be asked to demonstrate this, so make sure you're suitably prepared.
• Practice, practice, practice - There are a number of free practice tests out there to help you prepare for something you might see in the interview. Fill out as many as it takes for you to feel comfortable, and you should feel confident when the time comes.
• Sit somewhere quiet - Find a distraction-free environment with no distractions and try to stay calm. Have a pen, paper and calculator to hand.
• Use the right tech - Do the tests on a laptop or PC and use headphones if you have them. Make sure you have a reliable internet connection.
• Log on early - Give yourself plenty of time, close down all other windows and maximise the test window.
• Check the timings - Some tests will actually tell you how long you have for each question, for others you may have to work it out.
• Read the instructions carefully - Do the practice questions before you start. Read all instructions and materials carefully.
• Don't use the back button - Using the back button in your browser may end the test without saving your answers.
• Manage your time - Don't spend too long on one question. If you can't answer a question, don't stick on it and lose time - take a guess and move on. Work quickly, accurately, systematically and logically.
• Read the questions thoroughly - When you're filling out the assessment, always re-read the question and don't rush. Otherwise you may find yourself missing a vital piece of information.
• Use calm moments wisely - If you answer a question and have time before the next one appears, use the time to calm yourself with a couple of deep breaths.
• Be honest - If you have any requirements which you're worried will count against you in one of these types of tests, contact the employer directly or ask for an alternative testing method during the assessment.

Personality-based psychometric testing tips

• Be yourself - There are no right answers, and what might be a desirable response for one employer may not be for another. The best you can do is answer honestly and do your best.
• Think about work - When answering, think about how you'd behave at work, not socially. Stay authentic but professional.
• Don't be too neutral - Part of answering honestly is not being afraid to express your true preferences. Many people choose to play it safe with certain questions, and end up not helping their personalities stand out.
• Don't try to predict - Unfortunately, there's no way to predict what a recruiter really wants. Stay focused on your own answers and motivations throughout, and don't be tempted to say what you think a recruiter wants you to hear. Trying to cheat a personality test can backfire, as consistency checks are built in.
• Don't panic - Psychometric tests won't be enough to gain or lose you a job alone. They help inform an employer how you'd fit into the company and build a profile of your personality.

Finally, always remember that although psychometric tests are meant to help sell yourself to an employer, they never work in isolation. Make sure you're just as prepared for the rest of the interview as you are for any potential questions which may arise.

And, most importantly, relax. With all the right preparation and a little confidence, psychometric tests needn't be anything to worry about.

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Psychometric testing for people with disabilities

If you have a disability that might affect your test performance, you can ask for reasonable adjustments. This makes sure that the testing process is fair. Adjustments can include things like:

• Being able to use screen reading software
• Having extra time to complete the test
• Using specialised equipment
• Taking breaks during the assessment

Get in touch with the employer as soon as they ask you to take a test to make sure these adjustments are made. Employers should be proactive about offering support - if they don't mention it, don't hesitate to ask.

Frequently asked questions

How long do psychometric tests last?

The length of a psychometric test will vary depending on the type and purpose of the test, but as a rough guide:

• Aptitude tests - 15 to 60 minutes
• Personality tests - 15 to 40 minutes
• Situational judgement tests - 20 to 45 minutes
• Game-based assessments - 20 to 30 minutes

Most aptitude tests are strictly timed, whilst personality tests may allow you to complete them at your own pace.

Do all jobs require a psychometric test?

No, not all jobs require a psychometric test, but they're increasingly common, especially in competitive or high-responsibility industries such as banking and finance, consulting, engineering and technology, and law. They're also commonly used by large organisations to recruit for graduate schemes across all industries.

What happens if I fail a psychometric test?

It's hard to know exactly why you didn't progress - you may have been just below the cut-off, or there may have been many strong applicants. Many tests are designed so that few people finish all the questions, so don't assume you've performed poorly just because you didn't complete it.

If you don't pass, review your performance. Consider whether you prepared enough, practised sufficiently, got enough rest and used good test-taking techniques. You might also want to do further practice or development work to strengthen weaker areas.

Can I use AI tools to help with psychometric tests?

No. Using AI assistance during psychometric assessments is generally considered unethical and may be classed as cheating, which could result in your application being terminated or even dismissal if discovered later. Many employers now use online proctoring to monitor test-takers, and some are introducing 'test, re-test' processes to verify results. More importantly, if you can't pass the tests without assistance, you may struggle in the role itself.

What if English isn't my first language?

If you're a non-native English speaker, you may feel anxious about verbal reasoning tests. First, ask if the tests are available in other languages. Even if they're not, notify the company - they may make adjustments or have information on how language level impacts results. While good English is usually important for UK-based positions, companies vary in how they account for your English level, so it's worth having the conversation.

Can I retake a psychometric test if I don't do well?

This depends on the employer. Some companies allow you to retake tests after a certain period (often six months to a year), whilst others may not offer retakes for the same role. If you're invited to retake a test, use the time to practise and strengthen your weaker areas.

Are psychometric tests the same as IQ tests?

Not exactly. Whilst some aptitude tests measure reasoning abilities similar to IQ tests, psychometric tests cover a broader range of skills and traits, including personality, situational judgement and specific job-related competencies. They're designed to predict job performance, not just general intelligence.

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