Psychometric Test Practice

What the real test usually looks like

"Psychometric test" covers two kinds of assessment. Ability tests have right and wrong answers and are timed. Personality questionnaires ask how you prefer to work and have no right answers. Most employers use one or more ability tests, sometimes with a personality questionnaire. Our psychometric tests guide explains each type in depth; this page is for practice.

The ability tests you are most likely to meet, with examples from the publishers' own pages:

• Numerical reasoning: tables and charts with percentage, ratio and currency questions. SHL's Verify Numerical Reasoning, for example, allows 25 minutes for up to 18 questions, each based on a graph or chart (SHL fact sheet). SHL says you may use a calculator on numerical tests unless told otherwise (SHL support).
• Verbal reasoning: short passages with true, false or cannot say statements. SHL's Verify Verbal Reasoning allows 19 minutes for up to 30 questions (SHL fact sheet).
• Logical or inductive reasoning: series of shapes or numbers following a hidden rule.
• Critical thinking: assumptions, inferences and arguments. The Watson-Glaser has 40 items in 30 to 40 minutes, with subtests on drawing inferences, recognizing assumptions, deduction, interpretation and evaluating arguments.
• Mechanical and non-verbal tests: TalentLens, for example, lists mechanical reasoning, adaptive non-verbal reasoning and numerical data tests alongside Watson-Glaser (TalentLens).

Each ability test is usually a separate timed section, taken online after you apply. The invitation usually lists which ones you will take. If it does not, start with the free sample above, which mixes numerical, verbal and logical questions, and see which section feels hardest.

Question types with worked examples

These original psychometric test questions cover the ability sections and one personality item. Each shows the method and the trap.

Revenue from a table (numerical). "380 units at $12.50." Multiply: 380 x 12.5 = 4,750. A quick check: 400 x 12.5 = 5,000, minus 20 x 12.5 = 250, gives 4,750.

Percentage points vs percent (numerical). "Market share rose from 20% to 25%. By how much did it rise?" By 5 percentage points, which is a 25% rise in relative terms (5 / 20). The trap is an option that says "5%": read whether the question asks for points or percent.

True, false or cannot say (verbal). "All new starters attend induction on their first Monday." Statement: "Raj attended induction on a Tuesday." If the passage says Raj is a new starter, false. If it does not say, cannot say. The trap is assuming facts about Raj the passage never gives.

Inductive rule (logical). A shape gains one side each step and alternates between shaded and empty. Track each change separately, then combine them: after an empty square comes a shaded pentagon.

Recognizing an assumption (critical thinking). "We should hire more support staff, because customers wait too long for answers." Assumption: more staff would cut waiting times. That is made, because the argument only works if it is true. "Customers are unhappy" is not a required assumption: the argument works even if they are patient.

Drawing a conclusion (critical thinking). "Every shift longer than 8 hours includes a paid break. Lena's shift was 9 hours." Conclusion: "Lena had a paid break" follows. "Lena's break was 30 minutes" does not; the length was never stated.

Personality item. "I prefer to plan my work in detail." There is no right answer. Answer honestly and consistently; trying to guess the ideal answer usually produces a muddled profile.

How to prepare

1. Find out which tests you will take. The invitation usually lists them. Practice those first.
2. Plan your pace per section. SHL's Verify Verbal Reasoning gives about 38 seconds a question (19 minutes for 30). Its Verify Numerical Reasoning gives about 80 seconds (25 minutes for 18). Watson-Glaser gives 45 to 60 seconds (30 to 40 minutes for 40). Check your own invitation and divide the same way.
3. Practice each section on its own. See our numerical, verbal, logical reasoning and critical thinking tests.
4. Use a calculator you know for numerical tests, if allowed, and keep pen and paper for working.
5. Learn the verbal answer rules. True means the passage says so, false means it says the opposite, cannot say means it does not tell you.
6. For critical thinking, separate what is stated from what is assumed. Our deductive reasoning examples guide practices this.
7. For personality questionnaires, be yourself. There is nothing to practice except reading each statement carefully.
8. Take the tests somewhere quiet, with time to finish each one in one sitting.

How scoring usually works

Ability tests are usually scored by comparing your result with a norm group, so you may see a percentile rather than a raw score:

• Raw score: the number you got right.
• Norm group: the people you are compared with. TalentLens, for example, says Watson-Glaser offers a wide variety of norm groups and can build custom ones for an employer (TalentLens).
• Percentile: your position in that group. The 60th percentile means you scored higher than about 60% of it.

Personality questionnaires are not scored as pass or fail; employers compare the profile with what the role needs. Many employers look at all your tests together, alongside your application, so one weaker section does not always rule you out. If you are sent several tests, give each your full attention rather than rushing through the ones you find easy.

Our practice score is the number of our own questions you got right, with a section breakdown. It is not a score from any real test.

Which psychometric tests go with which jobs

Publishers say which roles each test suits, which helps you guess what is coming:

• Verbal reasoning: SHL lists administration, distribution, HR, legal, marketing, professional services and transportation roles (SHL fact sheet).
• Numerical reasoning: SHL lists finance, IT, professional services, production and sales (SHL fact sheet).
• Critical thinking: TalentLens says Watson-Glaser is used for graduates, executives, managers, supervisors and professionals (TalentLens).
• Mechanical reasoning: used for technical roles. Our mechanical aptitude test covers it.
• Situational judgement: some employers add work scenarios with no single right answer. Try our situational judgement test.

If your invitation lists more than one, start with the test you feel least sure about.

Common mistakes in psychometric tests

• Mixing up false and cannot say. False needs the passage to contradict the statement. If it is simply not covered, the answer is cannot say.
• Confusing percentage points with percent. A rise from 20% to 25% is 5 points, but a 25% relative increase.
• Treating assumptions as conclusions. In critical thinking, an assumption is something the argument needs; a conclusion is something the facts prove.
• Gaming the personality questionnaire. Guessing what the employer wants produces inconsistent answers. Answer as you are.
• Starting tests back to back without a break. If you have several, give yourself a few minutes between them.
• Ignoring the units. Tables in thousands or millions are a favorite trap.

Test day checklist

• List every test in your invitation and the time each takes. Plan a block for all of them, with short breaks.
• Calculator, pen and paper for numerical tests, unless the instructions say otherwise. SHL says paper and pencil are useful for any assessment.
• A quiet room and a stable connection. SHL says its timer keeps running if you step away, so start only when you can finish.
• Read the practice questions on the instructions screen. They show the exact answer format.
• Leave the personality questionnaire until you are relaxed, if you can choose the order. Rushed answers tend to be inconsistent.