Psychometric assessment tests: tips for job seekers

 
Psychometric assessments are a standard part of the modern recruitment process. While common, these tests can seem mysterious, and many job seekers are unsure how to approach them. Far from being a hurdle, these assessments are an opportunity for employers to gain insight into your skills, personality, and capabilities.
 
Companies use these tools to make decisions not just about hiring, but also about promotions, training, and development. The data helps build a complete picture of your strengths, motivations, and how you might fit into the company culture. While it might sound intimidating, an assessment is simply another way for a potential employer to learn more about you.
 

What is a psychometric test?

Organisations use a range of tests to evaluate different abilities. These can include off-the-shelf and custom-designed questionnaires that explore:
 
The goal is to predict future job performance and ensure a good fit for both you and the company.
 

Types of psychometric assessments

During the hiring process, there are generally three main categories of psychometric assessments you might encounter:
 

Aptitude tests

Aptitude tests measure your cognitive abilities through verbal, numerical, and logical reasoning questions. They assess your skill in working with data and information, your ability to identify patterns, and your understanding of logical rules. These verbal reasoning and numerical reasoning tests often evaluate core maths skills and critical thinking needed for success in many roles.
 

Situational judgement tests

Situational judgement tests present you with hypothetical workplace scenarios and require you to select the most effective response from a list of options. These tests are designed to assess your problem-solving skills, decision-making abilities, and how closely your approach aligns with the company's values and expectations.
 

Personality tests

Personality tests explore your character traits, behavioural style, and motivations. There are no right or wrong answers in these assessments. The aim is to gain insight into how you interact with others, manage stress, and approach your work.
 

10 tips to succeed in your psychometric test

Preparing for a psychometric test can significantly boost your confidence and performance. Here are ten tips to help you succeed.
 
  • View it as an opportunity: Instead of dreading the assessment, see it as a chance to showcase strengths that might not come across in a traditional interview. Your enthusiasm and honesty will be just as apparent here as they are in person.
     
  • Take practice tests: The best way to prepare is to familiarise yourself with the format. Ask your recruiter for a sample or find practice questions online. While the exact questions on your online test will be unique, practising helps you get comfortable with the style and pace.
     
  • Understand what is being measured: Do some research on the company and the role. Is it a highly analytical position? If so, expect more numerical and logical reasoning questions. Is it a client-facing role? Expect more situational judgement and personality questions.
     
  • Brush up on core skills: If you know you'll be facing numerical tests, spend some time refreshing your basic mathematics. For verbal tests, practise reading comprehension exercises to improve your speed and accuracy.
     
  • Create the right test environment: If you are taking the test at home, choose a quiet space where you will not be interrupted. Make sure you have a stable internet connection and that all other notifications and distractions are turned off.
     
  • Read the instructions carefully: Before you begin, take a moment to read and fully understand the instructions. Pay close attention to the time limits and how to answer the questions. Misunderstanding the directions can lead to simple mistakes.
     
  • Manage your time wisely: Effective time management is crucial. Note the total time allowed and the number of questions. If you get stuck on a difficult question, it's often better to make an educated guess and move on rather than lose too much time. You can always come back to it if you have time at the end.
     
  • Answer honestly, especially on personality tests: When answering personality questions, be authentic. These tests often have built-in consistency checks, and trying to guess what the employer wants to see can result in a confusing or inconsistent profile. The goal is to find a role where you genuinely fit.
     
  • Get a good night's sleep: Your cognitive function is at its best when you are well-rested. Avoid cramming the night before. Ensure you are relaxed and mentally prepared on the day of the test.
     
  • Ask for feedback: After the testing process is complete, regardless of the outcome, consider asking the recruiter for feedback on your assessment results. This can provide valuable insights for your personal development and help you prepare for future opportunities.

Example psychometric questions

Verbal reasoning question:

For verbal reasoning, you could be given a statement and then be asked a True, False or can’t answer question about it, or be given a list of statements and be asked to make a deduction from them.
 
Example: All of these words are similar to each other. Excited, Thrilled, Enthusiastic, Eager, Passionate
 
Find another word that matches the above words: Ecstatic, Doubtful, Uncertain, Hesitant, Unlikely
 
Answer: Ecstatic
 

Numerical reasoning question:

Usually, in numerical reasoning questions, you’ll be given a list of data, which the questions will be based upon. For example, you might have different population rates for each year, and questions stemming from that could ask you to work out the difference in the rates, or to work out percentage differences. It can even be a sequence question such as:
 
Example: What is the missing number in this sequence: ? 2 4 8 ? 32
 
Answer: 16. Each number gets added by the same number. 4 + 4 = 8.
 
It’s impossible to predict what specific questions you’ll be asked, but taking a few practice tests can be extremely helpful. Remember these steps and keep in mind it’s all part of the broader spectrum of the interview process, so don’t be too daunted by it.
 
If you want to learn more about the interview process, download our interview guide. Good luck!
 

FAQs

How do you pass a psychometric assessment?

Passing a psychometric assessment involves preparation and understanding the objectives of each test. Practise with sample or practice questions to become familiar with the process. During the test, focus on accurate responses and effective time management. For personality tests, answer honestly, as there are no right or wrong answers.
 

What's the difference between an aptitude test and a psychometric test?

An aptitude test is a type of psychometric test that measures specific abilities such as numerical, verbal, and logical reasoning. A psychometric test, however, is a broader term covering aptitude tests, personality tests, and situational judgement tests.
 

What is the purpose of psychometric tests?

Psychometric tests are designed to provide employers with an objective measure of candidates’ personality, abilities, and suitability for a role. They help ensure the hiring process is fair and that their future job performance aligns with organisational needs.

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