What is a psychometric test?

What "psychometric" means in hiring

"Psychometric" means psychological measurement. A psychometric test gives every applicant the same questions, the same instructions and the same time, and scores them the same way. That consistency is the point: it lets an employer compare people fairly on something an interview cannot measure well, such as how quickly you work with numbers.

University careers services describe them as commonly used by employers as part of recruitment, to assess problem solving, how you handle information and your personal qualities (University of Aberdeen). They often come early, as an online screening step after you apply, or later at an assessment center (Prospects).

Most employers use a small set of types, described below. Your invitation usually says which ones you will take.

Types of psychometric tests: ability tests

Ability tests (also called aptitude or cognitive tests) are "usually timed and have questions with definite right or wrong answers" (University of Aberdeen). The common types:

• Numerical reasoning: tables, charts, percentages and ratios. Practice.
• Verbal reasoning: passages with true, false or cannot say statements. Practice.
• Logical, inductive and diagrammatic reasoning: rules and series. Practice.
• Abstract reasoning: shape patterns. Practice.
• Critical thinking: assumptions, inferences and arguments. Practice.
• Mechanical reasoning: forces, gears and levers, for technical roles. Practice.

Test publishers sell each of these separately. TalentLens, for example, lists the Watson-Glaser for critical thinking, the Bennett Mechanical Comprehension Test for mechanical reasoning and spatial perception, and a numerical data interpretation test (TalentLens).

Prospects says aptitude tests are taken under exam conditions, often with about one minute per multiple-choice question, and that they take roughly 15 to 60 minutes (Prospects). Our psychometric test mixes the three most common: numerical, verbal and logical.

Situational judgement tests

A situational judgement test (SJT) describes a realistic work situation and asks which response you would choose, or how effective several responses are. The University of Aberdeen describes them as assessing "how you would respond to realistic workplace situations", with responses judged against the behaviors, skills and values the employer is looking for (University of Aberdeen).

Unlike ability tests, the "right" answer depends on the employer's view of good work, so reading about the organization's values helps. See worked scenarios in our situational judgement test examples and practice in the situational judgement test.

Personality questionnaires

These ask how much you agree with statements about how you work, or which of several statements is most like you. They "generally don't have right or wrong answers and are not usually timed" (University of Aberdeen). Prospects says to expect to spend between 15 and 30 minutes on them, and warns that trying to cheat a personality test "can backfire as consistency checks are built-in" (Prospects).

There is nothing to practice beyond reading each statement carefully. Answer honestly and consistently. Trying to guess an ideal profile usually produces contradictory answers, and it can match you to a job you would not enjoy.

Game-based assessments

Some employers now use short interactive tasks or games instead of, or alongside, traditional tests. They "use interactive tasks or games to assess particular skills or behaviours" (University of Aberdeen). A game might measure how quickly you spot patterns, how you trade off risk and reward, or how well you remember sequences.

You cannot study for a specific game, because the tasks vary. The same habits help, though: a quiet room, a reliable device, reading the instructions fully and staying focused for the whole session.

How psychometric tests are scored

Ability tests count your correct answers. Your performance "may be compared with that of a relevant norm group", people who took the same test before you (University of Aberdeen). The result is often a percentile: the 60th percentile means you scored higher than 60% of that group. The employer compares it with a target for the role.

Situational judgement tests are scored against the behaviors and values the employer is looking for, so the same answer can score differently with different employers.

Personality questionnaires produce a profile across several traits rather than a score, considered alongside interviews or assessment center exercises.

Some publishers explain their scoring in detail; see our guides to CCAT scores, Wonderlic scores and SHL scores.

Can you fail a psychometric test?

For ability tests, effectively yes: Prospects notes you are compared with a standard, so you need a certain score to go through (Prospects). The target depends on the role and the employer, and it is rarely published.

For personality questionnaires, there is no pass mark. The profile is used to understand how you work, usually in the next stage of the process.

A low result on one test is not a verdict on your ability. Format, nerves, a noisy room or a bad internet connection can all cost points, and those are things you can control next time.

Questions worth asking before you start

The invitation often leaves things out. A short, polite email to the recruiter can answer them, and asking is normal.

• Which tests are included, and roughly how long do they take? This tells you whether to plan for 20 minutes or two hours.
• Can I use a calculator and scrap paper? Rules differ between tests, so practice the way you will be tested.
• Can I take the tests on a phone, or should I use a computer? Charts and long passages are easier to read on a bigger screen.
• What is the deadline? Links often expire, so plan a quiet slot well before it.
• Are adjustments available? If you have a disability or a condition that affects how you take timed tests, ask before you start rather than after. It is much easier to arrange something in advance.
• Will I get feedback? Some employers share a short report; many do not. Knowing in advance avoids waiting for something that will not come.

You do not need to ask what score is required. Employers rarely share it, and the answer would not change how you prepare.

How to pass a psychometric test

1. Find out which tests you will take. The invitation usually lists them. Check the format, time limit and instructions.
2. Practice each ability type at the real pace. Careers services recommend practice tests to "become familiar with the questions and identify areas to improve" (University of Aberdeen).
3. Review your mistakes. Prospects stresses going back over errors after a practice test (Prospects). Note whether each one was a method gap, a misread or the clock.
4. Work on your weakest type first. A free sample on each test shows where you stand.
5. Brush up core skills. For numerical tests: percentages and ratios. For logical tests: syllogisms and deductive reasoning.
6. Research the employer for SJTs. Its values shape the answers it prefers.
7. Set up well. A quiet place, a checked device and enough time to finish in one go.
8. Balance speed with accuracy. Read each question to the end, and do not let one hard item eat your time.

More detail is in our guide on how to pass an aptitude test.