The term ‘psychometric test’ is an umbrella term which covers both ability testing and personality profiling. On this page we give tips focusing on ability testing, since that is where the most advantage is gained from practice. At the bottom of this page there are links to the other types of psychometric test you are likely to encounter, including personality questionnaires.
Personality questionnaire
Aptitude (or ability) test
Situational judgement test
Diagrammatic reasoning
Numerical reasoning
Critical thinking test
Verbal reasoning test
Inductive reasoning
…and many more
The term ‘psychometric test’ is an umbrella term which covers both ability testing and personality profiling. On this page we give tips focusing on ability testing, since that is where the most advantage is gained from practice. At the bottom of this page there are links to the other types of psychometric test you are likely to encounter, including personality questionnaires.
Personality questionnaire
Aptitude (or ability) test
Situational judgement test
Diagrammatic reasoning
Numerical reasoning
Critical thinking test
Verbal reasoning test
Inductive reasoning
…and many more
As a candidate, the best way to prepare for your psychometric test is to practice, and find out more about it. On this page, we present the best advice from experts on how to achieve your full potential in your assessment. Psychometric tests are often just one part of a more extensive assessment centre, where you might also be assessed in a group exercise, an in-tray exercise or a situational judgement test.
Most employers are using psychometric tests to measure the capabilities of applicants, compare the most able candidates, and find the best match between employer and employee. Employers love psychometric tests because they are a quick, effective way to sift through vast numbers of job applications. Candidates are less fond of psychometric tests, but you needn’t be afraid of them. You can approach your test with confidence by reading our top tips and advice below.
