Psychometric tests

Practice tests

You can practise taking psychometric tests with Graduates First – register using your University username and password.

Tests available on Graduates First:

verbal reasoning
numerical reasoning
logical reasoning
situational judgement tests (SJT)
game-based assessments
video interviews, including a competency-based, a strength-based and industry and firm-specific interviews
Watson-Glaser critical thinking test
work style personality questionnaire
interview question identifier tool
assessment centre activities

Graduates First also provides step-by-step guides to over 100 graduate employers, with advice on recruitment stages and tips on how to pass their assessment centres.

In addition to Graduates First, there are a variety of resources that can help you prepare for psychometric tests:

Assessment Centre HQ - all test types
AssessmentDay - all test types
Cappfinity - situational-judgement, numerical, verbal and critical thinking tests
Talogy - numerical and verbal tests
InductiveReasoningTest - inductive tests
Institute of Psychometric Coaching - numerical, verbal and abstract tests
JobTestPrep - all test types
NATS Skills Games - games-based tests
NumericalReasoningTest - numerical tests
Practice Aptitude Tests - all test types
Practice Reasoning Tests - all test types
Psychometric Tests - all test types
Test Partnership - all test types
The Online Test Centre - numerical, verbal, diagrammatic and critical thinking tests
VerbalReasoningTest - verbal tests

A psychometric test is a way for an employer to measure and identify your skills and personality.

Many employers use psychometric tests to help work out whether you are suitable for a particular job. They are often used during the first stage of an application process or as part of an assessment centre. 

Why employers use psychometric tests

There are three main reasons that employers use psychometric tests: objectivity, accuracy and validity.

Objectivity

Psychometric tests objectively assess a person's abilities or other characteristics. No matter how diverse the group of test takers, they will all receive the same test instructions and answer the same questions.

Accuracy

In psychometric testing error is recognised and the degree of error quantified. This means that test results are treated as indicators of a person's personality or skills, rather than as 100% correct.

Validity

The research and development behind tests makes it easier to ensure their validity compared with some other types of assessment.

Types of psychometric test

The types of psychometric test you encounter depend on what the employer wants to learn about you. Psychometric tests can be divided into ability tests and personality tests.

Ability tests measure your potential performance in a job. The questions are usually presented in multiple-choice format, with right and wrong answers, and are normally timed. The tests you take vary according to the job you are applying for.

Common tests include:
- Verbal reasoning – assess how well you understand written information and evaluate arguments and statements
- Numerical reasoning – assess your ability to interpret charts, graphs, data or statistics, and whether you can deal with numbers quickly and accurately
- Diagrammatic reasoning (also known as inductive reasoning tests or abstract reasoning tests) – assess your ability to think logically and solve complex problems
- Spatial reasoning – assess your ability to perceive, construct and manipulate shapes
- Critical thinking – assess your ability to logically analyse assumptions, arguments, deductions, and inferences, and your ability to interpret information
- Situational judgement or scenario-based – measure your behaviour and attitudes to work-related scenarios
- Games-based assessments (also known as gamified assessments, game-based psychometric assessments or gamified recruitment) –involve playing short, rapid-response games (like memorising number sequences, sharing or keeping winnings, taking risks) or playing longer interactive scenarios
Personality tests assess personal behavioural preferences, to work out whether your character suits the job you have applied for.

These tests tend not to have clearly defined 'right' answers. You'll usually be presented with statements describing various ways of feeling or acting, and then you'll say how you would behave, feel, or react in response to these statements.

Some tips for preparing for these tests include:
- making sure you've read the job description, know what the employer is looking for and how the test you're taking will measure this
- trusting your initial reactions to the statements and answering honestly, rather than simply trying to guess the 'best' or 'correct' answer
- focusing on what is true for you when completing personality tests, which will increase your chances of getting a job or role that is a good fit for your personality.

Disability-related resources

Resources for students with disabilities - learn about disability-friendly employers and how to ask for reasonable adjustments in the application process.
Psychometric Tests - a guide for disabled candidates (AGCAS) (Word)
EmployAbility - a non-profit organisation that supports neurodiverse and disabled students and graduates into employment. Register to access free support and a range of opportunities.