Psychometric tests: what they are and why graduates need to know

Many graduate employers use psychometric tests as part of the selection process for their graduate
schemes. Use our quick guide to find out what to expect, and have a go at some practice tests.
Psychometric tests: when they are used | ability tests | aptitude tests | personality
tests | 3D simulations | types of tests used by some top employers | free practice
tests | exercise your mind | tips for test days
If you apply for a place on a graduate scheme with a big graduate employer, chances are youll be asked
to take psychometric tests. They are often used as a filtering mechanism at an early stage in the
recruitment process.
As with any kind of test, you can improve your performance by knowing what to expect and by practising.
As long as youve done some preparation beforehand, you can approach psychometric tests confident in
the knowledge that youre as well placed to succeed as anyone else.
Pychometric tests are impersonal, standardised and objective, and practice tests are readily available.
The psychometric test is a level playing field: employers value them because they are a fair way of
comparing different candidates strengths regardless of educational background.
This article will explain what to expect from the different kinds of tests and which tests are used by some
of the most popular graduate employers. Well also give you links to free psychometric tests from some of
the key organisations that devise these assessments for graduate recruiters, plus tips for preparation and
for doing your best on the day.

When you could be tested in the recruitment process

Psychometric tests may be used at different stages of the graduate selection process:

After you submit your online application form.

Alongside a first interview.
At a later stage, possibly with a second interview or as part of an assessment centre.
You may be re-tested at this point to confirm the results of earlier tests.

Types of test; ability, aptitude and personality

Ability tests measure either general or particular skills, capability and acumen. This category of test
can include:

Numerical tests: assess how well you interpret data, graphs, charts or statistics.
Can test basic arithmetic.

Verbal reasoning tests: assess how you well you understand written information
and evaluate arguments and statements.

Non-verbal reasoning tests: assess how well you follow diagrammatic information
or spot patterns. Can check spatial awareness. Diagrammatic or abstract reasoning tests
are sometimes described as inductive reasoning tests.

Logical reasoning tests: assess how well you follow through to a conclusion given
basic information, or using your current knowledge or experience. These include deductive
reasoning tests, in which you are given information or rules to apply in order to arrive at
an answer.
Employers may also run tests to assess your problem-solving skills or ability to identify mistakes
accurately: eg proof-reading or basic spelling and grammar tests.

Find out more about inductive and deductive reasoning tests for graduate jobs
Aptitude tests examine your potential to learn a new skill that is needed to do the job you have
applied for. If you are considering careers in IT you may be asked to complete a programming aptitude
test (this could take the form of a diagrammatic or abstract reasoning test). For other career areas, such
as finance, you may find that numerical and verbal reasoning tests are focused on the kind of information
you would come across in your daily work.
Ability and aptitude tests are usually conducted under timed, exam conditions. Most involve multiplechoice or true/false answers. They can be done on paper but increasingly employers use computer-based
programs.
The results compare your ability levels to a normal expectation for a demographic group chosen by the
employer or test provider (this could be the results of a group of previously successful applicants, people
typical of your level of education, or the general public).
Personality tests assess your typical behaviour when presented with different situations and your
preferred way of going about things. They examine how likely you are to fit into the role and company
culture. Assessors may match your responses with those of a sample of successful managers or graduate
recruits. Employers look for people with certain characteristics for particular jobs. For a sales role they
may want someone who is very forward, sociable, and persuasive.
Don't try to second guess what you think the employer wants to see personality questionnaires assess
consistency in responses. If youre right for the job and the employer is right for you, youll do fine. If the
job and employer isnt looking for people with your personality, youll make a lucky escape.
Graduate Talent Simulations were recently introduced by SHL. These are 3D graphics which
visually demonstrate a situation, rather than simply telling you about it. They are very similar to the video
simulations used by other companies. The difference is that they can be customised and branded to suit a
company, so you may come across them more than once in your graduate job hunt. Talking 3D people
can be a little off-putting at first, so if you think youre going to be taking one of these tests, be prepared to
listen to what the characters are saying.

Which graduate employers use which psychometric tests?

Our Employer Insights in-depth reports on individual graduate employers that tell you what they look
for and how they assess candidates explain, on a company-by-company basis, at what stage in the
process psychometric tests are set, and what form they take. Each Employer Insights report provides
information about how to get hired by the employer and what to expect from their application forms,
interviews and assessment centres.
Here are some examples:

Jaguar Land Rover sets online verbal, numerical and diagrammatical reasoning tests,
repeated at assessment centre to confirm results.
Atkins tests include an open-ended personality questionnaire, a perception test and a
communication test.
Royal Bank of Scotland sets candidates an ABLE (Aptitude for Business Learning
Exercise) test. This type of test is a written test that provides candidates with the
information and methods they need and assesses how well they make use of them.
Deloitte asks candidates to take an online numerical reasoning test after the
application form stage. If they pass they are set a verbal reasoning test.

LOral invites candidates to take an online psychometric test, understood to be

supplied by Kenexa, after the online application stage. This usually involves a numerical
reasoning test. Candidates sit further psychometric tests at the assessment centre.
PwC sets verbal reasoning, diagrammatic reasoning and numerical reasoning tests,
provided by SHL, as part of its online application process and during the assessment
centre.

Free practice tests online

The best way to approach graduate psychometric tests is to practise so that you become familiar with the
typical formats they take and the way questions are asked. It will also help you to improve on speed and
accuracy and identify areas in your ability tests that need work. Just make sure you dont get overconfident. Doing practice tests can improve your performance to some degree, but each employers tests
will be slightly different.
Follow these links for free practice psychometric tests (not hosted by targetjobs.co.uk):

Psychometric tests from SHL includes verbal, numerical, inductive reasoning,

accuracy and motivation tests.

Psychometric tests from Kenexa numerical, verbal and logical reasoning tests.

Personality report from Peoplemaps

Practice tests and questionnaires from Mark Parkinson, author of How to Master
Psychometric Tests

Preparation guides for aptitude tests from Saville Consulting. Various guides including
verbal and numerical reasoning and comprehension, and diagrammatic and spatial
reasoning.

Example verbal and numerical questions from Criterion Partnership.

Exercise your mind: do word and number puzzles

If you have verbal and numerical reasoning tests coming up its good to increase your mental agility and
get yourself into the habit of recognising word and number patterns through some simple activities.

Get back to the basics of maths: Numerical tests don't require advanced algebra:
revising some GCSE-level maths should provide what you need. Revise how to read
information presented graphically and brush up on percentages, ratios and probability.
Do number puzzles: Number puzzles like Sudoku are good for helping you
recognise number patterns.
Add, subtract, multiply and divide in your head: When you're at the shops try
adding up a few items in your head. Or at least try to get a good estimate of what your
trolley-load will cost.
Think about meaning: When you read news stories, think about what statements
really mean, and how they could be interpreted.
Do word puzzles: Never has there been a better excuse for frittering away time on
the Saturday morning crossword.
Be aware of commonly misspelt words: Most English grammar books and
websites have lists of commonly misspelt or 'confusable' words, eg 'its' and 'it's', or
'complement' and 'compliment'. Check you are also aware of the English spellings of
words such as liaise, favourite and organise.

Tips for psychometric tests at assessment centres

Pack everything you might need: glasses or contacts, a hearing aid or an inhaler. You may be
given a calculator and writing tools to complete the test but it doesn't hurt to take your own kit.
Get a good nights sleep and leave plenty of time to get to the test centre.
Wear a watch so you can keep track of the time if there is no clock in the room.
If you have a disability that may affect your performance, contact the recruitment
team before the test day. Giving the recruiters sufficient notice will enable them to make
appropriate arrangements for you.
Listen to instructions and follow them carefully.
If you are given practice examples, make the most of them. You may be given a couple
of practice questions to complete before the test starts. If you don't understand how the test works, or
anything still doesn't make sense, this is your last chance to ask.
Make sure you know the number of questions and how much time is allowed.
Time left at the end? Use any remaining time to check your answers, but don't be surprised or
downhearted if you don't finish everything. Psychometric tests are meant to be challenging.
Dont let the test throw you, and try not to take any notice of what other
candidates say about it. Stay focused, upbeat and ready for the rest of the day.