Psychometric tests are commonly used by employers as part of the recruitment process. They can help employers assess your ability to solve problems, work with information, respond to workplace situations and demonstrate your personal qualities.
Tests are usually completed online and may include multiple-choice questions, questionnaires or interactive, game-based assessments.
The good news? You can prepare for them. Understanding what to expect and practising beforehand can help you feel more confident and perform at your best.
We highly recommend which can help you prepare for psychometric tests by providing realistic practice questions and useful insights to help you build confidence and improve your performance.
Preparing for psychometric tests
- What types of psychometric tests might you encounter?
-
Employers use different types of tests depending on the role and organisation. Common examples include:
- Cognitive or aptitude tests – assess skills such as numerical, verbal, logical and abstract reasoning.
- Situational judgement tests (SJTs) – assess how you would respond to realistic workplace situations.
- Game-based assessments – use interactive tasks or games to assess particular skills or behaviours.
- Personality questionnaires – explore your typical behaviours, preferences and ways of working.
You may be asked to complete one type of test or a combination of different assessments.
Cognitive and aptitude tests Cognitive or aptitude tests assess your ability to work with information and solve problems. They are not tests of general knowledge.
They are usually timed and have questions with definite right or wrong answers. Your performance may be compared with that of a relevant norm group – a group of people who have previously completed the same assessment.
Common types include:
- Verbal reasoning: You may need to read and interpret written information and decide what can be concluded from it.
- Numerical reasoning: You may need to interpret figures, tables or graphs and use percentages, ratios or other numerical information to answer questions.
- Diagrammatic, spatial or abstract reasoning: You may need to identify patterns, relationships or sequences using shapes, diagrams or other visual information.
Tip: You don't need to be a mathematician or have specialist knowledge. The important thing is to understand the question, work accurately and manage your time.
Situational judgement tests Situational judgement tests (SJTs) present you with realistic workplace scenarios and ask how you would respond.
You may be asked to:
- choose the most appropriate response
- choose the least appropriate response
- select the best response from several options
- rank possible responses in order of preference.
There is not always an obvious "right" answer. Your responses are considered in relation to the behaviours, skills and values the employer is looking for.
Before completing an SJT, research the organisation and understand the role. Think about what the employer values and the behaviours they expect from someone in the position.
Game-based assessments Some employers use games or interactive activities as part of their recruitment process.
These assessments may look very different from traditional tests, but they are still designed to assess particular skills, behaviours or characteristics.
For example, an assessment might look at how you:
- solve problems
- respond to changing information
- make decisions
- learn from feedback
- manage competing demands.
The game itself is not necessarily what is being assessed. Your responses and behaviour while completing the task may be analysed as part of the assessment.
Don't be distracted by the fact that it looks like a game. Read the instructions carefully, concentrate on the task and do your best.
Personality questionnaires Personality questionnaires explore how you typically behave, think and respond in different situations.
Unlike cognitive ability tests, they generally don't have right or wrong answers and are not usually timed.
Your responses may be used to create a profile of your preferences and characteristics. This information may then be considered alongside other parts of the recruitment process, such as interviews or assessment centres.
Be honest and consistent. Don't try to work out what you think the employer wants you to say. Instead, answer the questions based on how you genuinely tend to behave.
- How to prepare for psychometric tests
-
- Find out what to expect: Check the test format, time limit and instructions.
- Practise: Use practice tests to become familiar with the questions and identify areas to improve.
- Research the employer: For situational judgement tests, understand the organisation's values and the skills required for the role.
- Choose the right conditions: Find a quiet place, check your technology and give yourself plenty of time.
- Stay calm and focused: Read each question carefully and balance speed with accuracy.
- Get support: Explore our resources, complete the or book an appointment with the Careers and Employability Service.
Remember: Preparation can help you feel more confident and perform at your best.
- Use AI to help you prepare
-
AI can be a useful practice tool when preparing for psychometric tests. Always check the employer's guidance before using AI during an actual assessment.
You could ask AI to:
- Create practice questions similar to the test you're expecting.
- Explain your mistakes and show you how to approach similar questions.
- Create workplace scenarios to help you practise situational judgement tests.
- Give you hints rather than answers, so you develop your own problem-solving skills.
Top tip: Use AI as a coach, not a shortcut. The aim is to build your skills and confidence so you can complete the real assessment yourself.