Psychometric tests - Online aptitude tests

Psychometric tests are structured methods used by employers to assess each candidate’s suitability for a job or programme. They may include aptitude or ability tests, personality questionnaires or a combination of both.

Psychometric testing is usually one part of a multi-stage recruitment process. You can learn more from the Psychological Testing Centre (British Psychological Society)  .

Aptitude/ability tests

• verbal tests - such as verbal reasoning, analysis and word sort;

• numerical tests - such as reasoning, analysis and sequential tests;

• diagrammatic and spatial reasoning - testing your sense of logic and visual thinking and organisation skills;

• specific tests - for example, syntax for computer programming, data checking or mechanics.

• call to see if they will tell you broadly what types of test you will have to complete if the employer has not given any information;

• try as many practice exercises as possible using the resources below and any that your careers service has to offer;

• work as quickly and as accurately as you can;

• if you get stuck on a question, move on and come back to it later if you have time (although be aware that often you cannot go backwards in an online test);

• you must often make a sacrifice between speed and accuracy - recruiters may deduct marks for incorrect answers.

Practice aptitude tests

• Aptitude Tests Online   

• Cubiks Online Assessment   

• EfinancialCareers numerical tests  

• Job Test Prep - Psychometric Tests   

• Kenexa Practice Tests   

• Morrisby   

• practiceaptitudetests.com   

• Psychometricadvantage.co.uk   

• Psychometric Success   

• Saville Consulting   

• SHLDirect.com   

• University of Kent Psychometric Test Resource   

Personality questionnaires

• try out some questionnaires in advance using the links below. They may not be exactly what the selector will use but will give you practice in doing them;

• answer each question in relaxed manner;

• be yourself - avoid trying to predict what would be a good or bad response. Go with your gut instinct and answer honestly;   

• if any question or option confuses you, don’t agonise over it - move on to the next selection and come back to it later if you have time.

• Keirsey Temperament Sorter   

• Team technology   

• Finding Potential   

• People Maps

These are formal tests, completed online or on a printed answer sheet. They are designed to test your reasoning and cognitive capability, usually to a strict deadline. Each test is generally comprised of multiple choice questions. You will be given instructions before you start and there will be some example questions to try with no time limit.

Online tests are often used as an early selection method. You will usually be asked to sit a similar test in person, should you progress to a later stage of assessment or selection.

If you have special requirements it is advisable to declare this beforehand. The organisation may be able to make adjustments, allow you extra time or grade your results more appropriately.

The tests most commonly used in graduate recruitment are:

To get the best out of the test:

There are a range of links below to practice tests. Most have free examples. Some may incur a small charge to use:

Practice aptitude tests may also be available at specific employer websites, such as JP Morgan, HSBC, PricewaterhouseCoopers, Procter & Gamble and the Civil Service.

These are not tests but indicators of your personality type. They may have a time limit for completion. There are no right or wrong answers; the questionnaire is intended to give the employer a profile of your interests and your working style. 

Usually you will be asked a set of questions or be given a series of statements or options to choose between. You may feel that you are being presented with the same questions or options in different ways over and over again. This is to establish consistency in your responses to get a more accurate indication of your preferences.

Author: Prospects.ac.uk