A psychometric test is an assessment that measures your cognitive abilities, personality traits, or behaviors. Psychometric tests are based on scientific methods and standards that ensure their validity and reliability.  Employers often use them as part of the recruitment process to evaluate your suitability for a specific job role or career path.

The tests can be divided into two main categories: aptitude and skills tests and personality tests. 

• Aptitude tests measure your skills and abilities in areas such as numerical reasoning, verbal reasoning, logical reasoning, spatial reasoning, or mechanical reasoning.
• Personality tests measure your preferences and tendencies in areas such as communication, motivation, leadership, or work ethic.

Types of Psychometric tests

Personality Tests

Personality tests explore your interests, values, motivations and preferences. In the example of the job interview process, a personality test analyzes  how your character fits within the job role and organization. These tests also assess your emotions, behaviors and relationships in various situations.

Personality tests are usually based on psychological theories or models that classify people into different personality types or traits. For example, one of the popular personality tests is the Myers-Briggs Type Indicator (MBTI), which assesses individuals on four dimensions: introversion or extroversion, sensing or intuition, thinking or feeling, and judging or perceiving.

Personality tests are useful for understanding yourself better and discovering your strengths and weaknesses. They can also help you identify what kind of work environment suits you best and what kind of roles match your personality.

Aptitude Tests

Aptitude tests measure your ability to perform certain tasks or skills that are relevant to the job role. They can include: numerical tests, verbal, and numerical reasoning tests, and logical, spatial or mechanical reasoning tests. They can also test your knowledge of specific subjects such as accounting, programming or languages.

Aptitude tests are designed to assess your potential rather than your current level of achievement. They can help you demonstrate your skills and abilities in a standardized way that is fair and objective. They can also help you improve your problem-solving and critical thinking skills by challenging you with different types of questions.

Achievement Tests

Achievement tests measure your level of achievement or proficiency in a certain area of expertise. They can include academic exams such as SATs or GCSEs, professional exams such as ACCA or CFA, or technical exams test providers such as AWS or Cisco.

Achievement tests are used to evaluate your current knowledge and skills based on a specific curriculum or standard. They can help you showcase your qualifications and credentials that prove your competence in a certain field. They can also help you identify any gaps in your knowledge and skills that need further improvement.

There are three main types of test packages of achievement tests:

• Single survey: This type focuses on a single area of expertise. For example, a single survey test may assess your knowledge of Java programming.
• Diagnostic: This type comprehensively assesses your achievements from beginner-level knowledge to deep expertise. For example, a diagnostic test may assess your knowledge of accounting principles across different levels.
• Survey battery: This type focuses on determining beginner-level knowledge. For example, a survey battery test may assess your basic numeracy skills.

Why do employers use psychometric tests?

Here are some reasons why employers use psychometric tests and how they can help them find the best candidates for their organization.

Psychometric tests are a good  predictor of job performance

One of the main reasons why employers use psychometric tests is that they can help them predict how well a candidate will perform on the job. Psychometric tests can measure a candidate’s skills, abilities, knowledge and potential that are relevant for the role. They can also assess a candidate’s personality, motivation, and values to see how well they fit within the company’s culture.

By including the test score results in the decision-making and recruitment process, employers can increase the chances of making a good hire who will perform well, be productive and stay longer with the organization.

Psychometric tests provide objective data 

Another reason why employers use psychometric tests is that they can provide them with objective data that supports their decision making. Psychometric tests can reduce human bias (both conscious and unconscious) as they work with objective parameters and criteria. They can also help employers compare candidates fairly and consistently based on their different psychometric tests and test scores.

Psychometric testing can also help employers avoid relying on subjective factors such as impressions, intuition or gut feelings that may not be accurate or reliable. Psychometric testing and tests can provide evidence-based information that can help employers make more informed and rational hiring decisions.

Psychometric tests provide candidates with a chance to display their skills A third reason why employers use psychometric tests is that they can provide added value for candidates who apply for their jobs. Psychometric tests can give candidates an opportunity to showcase their skills and abilities in a standardized way that may not be evident from their CVs or interviews. They can also give candidates feedback on their strengths and weaknesses and mention any areas for improvement.

Psychometric tests can help candidates learn more about themselves and their career preferences by enabling them to identify what kind of work environment suits them best and what kind of roles match their specific personality traits. Psychometric tests can also help candidates prepare better for future assessments by familiarizing themselves with different types of questions and formats. Psychometric tests help candidates become accustomed to their job roles

A fourth reason employers use psychometric tests is that they can help them with candidate onboarding after hiring them. Psychometric tests can provide valuable information about a candidate’s learning style, communication style, emotional intelligence and behaviors as they relate to their role. This information can help employers design effective training programs, coaching sessions and feedback mechanisms that suit each individual’s needs.

These tests can also help employers create a positive employee experience from day one by ensuring a good fit between the candidate and the organization. Psychometric tests can help employers understand a candidate’s expectations, motivations and values and align them with the organization’s vision, mission and culture.

Psychometric tests  encourage long-term employee development

A fifth reason why employers use psychometric tests is that they can help them with long term employee development within their organization. Psychometric tests can provide ongoing insights into an employee’s performance, potential, strengths and weaknesses throughout their career journey. This information helps employers identify opportunities for growth and promotion for each employee.

Psychometric tests help employees develop professionally by using skills tests providing feedback on their skills gaps, learning needs and career aspirations. 

Psychometric testscan also help employees enhance their self-awareness, self-confidence and self-management skills by understanding themselves better.

Psychometric tests reduce hiring bias

A sixth reason why employers use psychometric tests is that they can reduce hiring bias that may affect their recruitment process. Hiring bias refers to any unfair or discriminatory treatment of candidates based on factors such as age, gender, race, ethnicity, religion, disability, sexual orientation, or any other personal characteristic that is irrelevant for the job role or the organization culture. 

Hiring bias can lead to poor hiring decisions, legal issues, reputation damage, and organizational diversity loss.

Verbal-type psychometric tests

Verbal-type psychometric test: verbal tests are assessments that measure your verbal reasoning or ability to process verbal information logically and accurately. Employers often use them because reasoning skills are essential for many jobs that involve reading, writing, communicating or analyzing written information.

Verbal-type verbal psychometric tests will typically consist of passages of text followed by multiple-choice questions based on the content or meaning of the text. You may be asked to:

• Identify the main idea or conclusion of a passage
• Evaluate the validity or relevance of an argument or statement
• Infer information that is not explicitly stated in a passage
• Identify assumptions, implications or inconsistencies in a passage
• Compare and contrast different viewpoints or perspectives in a passage

The questions may require you to choose between ‘true’, ‘false’ or ‘cannot say’ options or select the best and correct answer from a list of alternatives.

Verbal-type psychometric tests for job applicants can vary in difficulty and complexity depending on the level and type of job you are applying for. Some factors that can affect the difficulty of verbal-type psychometric tests for job applicants are:

• The length and complexity of the passages
• The number and type of questions per passage
• The time limit and scoring method
• The level of vocabulary and grammar required

To perform well on a verbal-type psychometric test, you need to have good reading comprehension skills, critical thinking skills and attention to detail. You also need to be able to work quickly and accurately under pressure.

Some tips for preparing for verbal-type psychometric tests are:

• Practice as much as possible with sample tests that match the level and format of the test you will take.
• Read a variety of texts from different sources and genres, such as newspapers, magazines, reports and essays.
• Improve your vocabulary and grammar by learning new words and their meanings, synonyms and antonyms.

 Develop your logical reasoning skills by analyzing arguments and identifying assumptions, implications and inconsistencies.

Personality-type psychometric tests

Personality-type psychometric tests measure your personality traits and behavioral tendencies to predict your future job performance, cultural fit, motivations, preferences and potential risks. Employers often use them to evaluate how you approach your work, interact with others and cope with stress.

Personality-type psychometric tests typically contain statements or questions describing various situations or behaviors. You may be asked to practice questions on the following: :

• Rate how much you agree or disagree with a statement
• Choose the most or least preferred option from a list of alternatives
• Indicate how often you behave in a certain way
• Select the word that best describes you or others

The statements or questions may relate to different aspects of your personality, such as:

• Your preferences on four dimensions: introversion/extroversion, sensing/intuition, thinking/feeling, and judging/perceiving
• Your 16 personality factors that influence your behavior
• Your 32 characteristics that relate to work performance
• Your dark personality traits that may cause problems at work

Personality-type psychometric tests can vary in length and complexity depending on the purpose and scope of the assessment. Some factors that can affect the length and complexity of personality-type psychometric tests are:

• The number and type of statements or questions
• The number and type of personality traits measured
• The scoring method and interpretation
• The level of validity and reliability

To perform well on personality-type psychometric tests, you need to understand yourself and your behavior well. You also need to be honest and consistent in your responses to personality assessments.

Numerical-type psychometric tests

Numerical-type psychometric tests are assessments that measure your own numerical and logical reasoning tests, aptitude and your ability to interpret, analyze and draw conclusions from data sets. Employers often use them to evaluate your numerical and logical reasoning tests and skills, which are essential for many jobs that involve working with numbers, statistics, finance or logic.

Numerical-type psychometric tests typically consist of multiple-choice questions based on charts, tables or graphs that present numerical information. You may be asked to:

• Perform basic arithmetic operations such as addition, subtraction, multiplication or division
• Use percentages, fractions, decimals or ratios to compare or calculate values
• Apply algebraic formulas or equations to solve problems
• Interpret trends, patterns or relationships in data
• Estimate or approximate values based on given information

The questions may require you to use a calculator or mental arithmetic, depending on the level and type of test.

Numerical-type psychometric tests can vary in difficulty and complexity depending on the level and type of job you are applying for. Some factors that can affect the difficulty of numerical-type psychometric tests are:

• The amount and complexity of data presented
• The number and type of questions per data set
• The time limit and scoring method
• The level of mathematical knowledge required

To perform well on numerical-type psychometric tests, you need to have good numerical skills, analytical skills and attention to detail. You also need to be able to work quickly and accurately under pressure.

Some tips for preparing for numerical-type psychometric tests include the following:

• Practice as much as possible with sample tests that match the level and format of the test you will take.
• Review your basic math skills such as arithmetic operations, percentages, fractions, decimals, ratios etc.
• Develop your mental arithmetic skills by doing simple calculations without a calculator

Why are psychometric tests used in recruitment?

Psychometric tests are used in the recruitment process to measure a candidate’s mental capabilities, intelligence levels, aptitude, traits and other skills that are relevant for a specific job role or organization. They are used to predict a candidate’s performance, potential and suitability based on test performance and on objective and standardized criteria.

Psychometric tests can help employers to identify training more:

• Reduce bias and subjectivity in hiring decisions
• Save time and resources by screening out unsuitable candidates
• Increase the quality and diversity of talent pool
• Enhance the employer brand and reputation
• Improve employee retention and engagement

Psychometric tests can be administered online or offline, individually or in groups. They can be used at different stages of the recruitment process such as screening, shortlisting, interviewing or final selection. They can also be combined with other methods such as interviews, role plays, case studies or simulations.

Free practice psychometric tests – why should you take them?

If you are applying for a job, chances are you will have to take a psychometric test at some point. A psychometric test is an assessment designed to measure your cognitive ability, personality or work behavior, to indicate your potential to excel in a specific position or career. Psychometric tests can take various forms, such as numerical, mechanical, logical or verbal reasoning. They can be administered online or in person, and they can be timed or untimed.

Psychometric tests can be challenging and stressful, especially if you are not familiar with the format or content of the test. That’s why it is important to prepare for psychometric tests by taking free practice tests online. Free practice tests can help you familiarize yourself with the types of questions and tasks you will encounter on the real test. They can also help you improve your speed, accuracy and confidence by giving you instant feedback and explanations. Free practice tests can also expose you to different levels of difficulty and complexity of the test questions.

By taking free practice psychometric tests, you can increase your chances of passing the real test and landing your dream job. 

Where can I practice psychometric tests?

Here are some websites where you can practice online psychometric tests, for free:

• Psychometric Test: This website offers free practice tests for various types of psychometric tests such as numerical, verbal, logical, mechanical and situational judgment. You can also get tips, advice and explanations for each question.
• 17 Free Practice Psychometric Tests: This website provides free psychometric tests for different levels and industries such as graduate, management, engineering and finance. You can also access detailed solutions and feedback for each test.
• Psychometric Success – 16 Free Practice Aptitude Tests: This website features free practice aptitude tests that cover numerical, verbal, diagrammatic and abstract reasoning. You can also download PDF guides and eBooks on how to ace psychometric tests.

Will I get feedback on my test results?

Depending on the test type, the purpose of the type of psychometric test you took, and the organization or institution that administered it, you may or may not receive feedback on your psychometric test. Some providers may give you a detailed report of your score and profile, while others may only give you a pass or fail notification.

You may or may not have access to your psychometric test results depending on the confidentiality and ownership of the data. Some providers may allow you to view your results online or request a copy by email, while others may keep them private and only share them with authorized parties.

You may or may not have an opportunity to discuss your psychometric test results with a qualified professional such as a psychologist, counselor or coach. Some providers may offer you a feedback session where you can ask questions, clarify doubts and receive guidance on how to use your results for personal or professional development, while others may not provide any follow-up support.

Can you fail a psychometric test?

You cannot fail a personality test or a motivation test, as there are no right or wrong answers. These tests are designed to measure your preferences, values and traits that may influence your behavior and performance at work. They are not meant to judge you or label you, but rather to help you and your potential employer understand how you fit into a certain role or organization.

However, you can fail an ability test or an aptitude test, as there are right and wrong answers. These tests are designed to measure your skills, knowledge and potential in various domains such as verbal reasoning, numerical reasoning, logical reasoning, spatial reasoning and mechanical reasoning. They are meant to assess how well you can perform certain tasks under time pressure and compare your score with other candidates or norms.

By practicing beforehand, you can improve your chances of passing an ability or aptitude test. There are many online resources and platforms that offer free or paid practice tests for different types of psychometric tests. Practicing can help you familiarize yourself with the format, content and difficulty level of the test and improve your speed, accuracy and confidence.

You can learn from your failure if you do not pass an ability or aptitude test by seeking feedback and identifying your strengths and weaknesses. Some providers may give you feedback on your score and performance after the test, while others may not. If you receive feedback, you can use it to understand where you need to improve and in what areas you excel. If you do not receive feedback, you can still reflect on your experience and try to find out what went wrong and what went right.

What tests do specific companies use?

The psychometric tests companies use depend on the industry and sector in which they operate. Here are some examples of companies that use psychometric tests, what their psychometric tests measure and what types of psychometric tests measurements they use:

• Citigroup: This multinational financial services corporation uses numerical reasoning testing provided by Talent Q. The test measures your ability to interpret numerical data and perform calculations under time pressure. The psychometric tests include logical reasoning and numerical reasoning tests. 
• Procter & Gamble: This multinational consumer goods corporation uses a two-part test consisting of a reasoning screen test and a reasoning test. The tests measure your logical thinking, problem-solving and decision-making skills using verbal, numerical and abstract reasoning questions. Some job roles require you to take a reasoning test that asks you questions related to numerical, figural and logic-based reasoning. 
• ExxonMobil: This multinational oil and gas corporation divides its testing into stages in the application process, which end at an assessment center. The tests measure your technical knowledge, numerical ability, mechanical aptitude and situational judgment skills using multiple-choice questions. The psychometric tests evaluate your mechanical and numerical abilities and work behaviors. You can expect personality tests, numerical reasoning tests, and mechanical aptitude tests that test your mechanical ability, or spatial understanding and ability to use mechanical principles during problem-solving tasks.
• Ford Motor: This multinational automotive manufacturer uses a two-part test consisting of an online assessment battery and an onsite assessment center. The tests measure your verbal reasoning, numerical reasoning, spatial awareness, mechanical comprehension and personality traits using various formats.
• Hewlett Packard: This multinational information technology company uses various tests depending on the role you apply for. Some of the tests include verbal reasoning, numerical reasoning, logical reasoning, diagrammatic reasoning and personality questionnaires provided by SHL or Kenexa.

Information about  psychometric test publishers

• Commercial psychometric test publishers are SHL, Talent Q, Saville Assessment, Hogan Assessments and Hogrefe Ltd. These publishers offer a range of psychometric tests for different domains and industries, such as verbal reasoning, numerical reasoning, logical reasoning, personality questionnaires and situational judgment tests.
• Non-commercial psychometric test publishers are researchers or academics who create their own tests for specific purposes or populations. These tests may be published within a journal article or on the test creator’s website. For example, Dr. Robert Epstein created a creativity test called The Epstein Creativity Competencies Inventory (ECCI-i), available online at  https://drrobertepstein.com/tests/ecci-i-test/ .