Psychometric tests; what they are and why graduates need to know

Many graduate employers use psychometric tests as part of the selection process for their graduate schemes. Use our quick guide to find out what to expect, and have a go at some practice tests.

Psychometric tests: when they are used | ability tests | aptitude tests | personality tests | free practice tests | exercise your mind | tips for test days

Psychometric tests are increasingly popular with graduate employers because they compare candidates in an objective way. They are put together by specialist test providers to make sure that each test accurately measures what it should, and they are backed up by evidence that shows that they work.

When you could be tested in the recruitment process

Applicants to the Bank of America Merrill Lynch graduate analyst scheme must complete two psychometric tests before they can even submit an application.

Psychometric tests may be used at different stages of the graduate selection process:

• To narrow the field when there are large numbers of applicants. If you attain a high standard on an online aptitude test, you’re invited to an interview.
• Alongside a first interview so the company can make an informed and unbiased decision about whether to put you through to the next stage of selection.
• At a later stage possibly with a second interview or as part of an assessment centre.

Types of test; ability, aptitude and personality

Ability tests measure either general or particular skills, capability and acumen. This category of test can include:

• Numerical tests: assess how well you interpret data, graphs, charts or statistics, and can test basic arithmetic.
• Verbal reasoning tests: assess how you well you understand written information and evaluate arguments and statements.
• Non-verbal reasoning tests: assess how well you follow diagrammatic information, spot patterns or your spatial awareness.
• Logical reasoning tests: assess how well you follow through to a conclusion given basic information, or using your current knowledge or experience.

Employers may also run tests to assess your problem-solving skills or ability to identify mistakes accurately: eg proof-reading or basic spelling and grammar tests.

Aptitude tests examine your potential to learn a new skill that is needed to do the job you have applied for. If you are considering careers in IT you may be asked to complete a programming aptitude test. For other careers areas, such as finance, you may find that numerical and verbal reasoning tests are focused on the kind of information you would come across in your daily work.

Ability and aptitude tests are usually conducted under timed, exam conditions. Most involve multiple-choice or true/false answers. They can be done on paper but increasingly employers use computer-based programs.

The results compare your ability levels to a ‘normal’ expectation for a demographic group chosen by the employer or test provider (this could be the results of a group of previously successful applicants, people typical of your level of education, or the general public).

Personality tests assess your typical behaviour when presented with different situations and your preferred way of going about things. They examine how likely you are to fit into the role and company culture. Assessors may match your responses with those of a sample of successful managers or graduate recruits. Employers look for people with certain characteristics for particular jobs. For a sales role they may want someone who is very forward, sociable, and persuasive.

Don't try to second guess what you think the employer wants to see – personality questionnaires assess consistency in responses. If you’re right for the job and the employer is right for you, you’ll do fine. If the job and employer isn’t looking for people with your personality, you’ll make a lucky escape.

Free practice tests online

The best way to approach graduate psychometric tests is to practise so that you become familiar with the typical formats they take and the way questions are asked. It will also help you to improve on speed and accuracy and identify areas in your ability tests that need work. Just make sure you don’t get over-confident. Doing practice tests can improve your performance to some degree, but each employer’s tests will be slightly different.

Follow these links for free practice psychometric tests (not hosted by targetjobs.co.uk):

• Psychometric tests from SHL includes verbal, numerical, inductive reasoning, accuracy and motivation tests.
• Psychometric tests from Kenexa numerical, verbal and logical reasoning tests.
• Personality report from Peoplemaps
• Practice tests and questionnaires from Mark Parkinson, author of How to Master Psychometric Tests
• Preparation guides for aptitude tests from Saville Consulting. Various guides including verbal and numerical reasoning and comprehension, and diagrammatic and spatial reasoning.
• Example verbal and numerical questions from Criterion Partnership.
• Candidate practice tests from PreVisor.
• Our TARGETjobs Careers Report career planning tool also includes verbal reasoning, numerical, and logical thinking tests.

Exercise your mind: do word and number puzzles

If you have tests coming up it’s good to increase your mental agility and get yourself into the habit of recognising word and number patterns through some simple activities.

• Get back to the basics of maths: Numerical tests don't require advanced algebra: revising some GCSE-level maths should provide what you need. Revise how to read information presented graphically and brush up on percentages, ratios and probability.
• Do number puzzles: Number puzzles like Sudoku are good for helping you recognise number patterns.
• Add, subtract, multiply and divide… in your head: When you're at the shops try adding up a few items in your head. Or at least try to get a good estimate of what your trolley-load will cost.
• Think about meaning: When you read news stories, think about what statements really mean, and how they could be interpreted.
• Do word puzzles: Never has there been a better excuse for frittering away time on the Saturday morning crossword.
• Be aware of commonly misspelt words: Most English grammar books and websites have lists of commonly misspelt or 'confusable' words, eg 'its' and 'it's', or 'complement' and 'compliment'. Check you are also aware of the English spellings of words such as liaise, favourite and organise.

It's not really possible to practise personality questionnaires – you are who you are and you don't know what specifically each employer is looking for. However, you might like to try some online personality tests out of interest.

Tips for psychometric test days

Pack everything you might need: glasses or contacts, a hearing aid or an inhaler. You may be given a calculator and writing tools to complete the test but it doesn't hurt to take your own kit. If you are allowed to use your own calculator, for instance, familiarity may save you a few seconds on each question.

Get a good night’s sleep and leave plenty of time to get to the test centre. You'll need to keep your wits about you, and you don't want to arrive flustered.

Wear a watch so you can keep track of the time if there is no clock in the room.

If you have a disability that may affect your performance, contact the recruitment team before the test day. Giving the recruiters sufficient notice will enable them to make appropriate arrangements for you.

Listen carefully to instructions and follow them. It's important to listen carefully to the particular instructions given by the assessor. Each employer will run their tests in a slightly different way, so you need to make sure there are no misunderstandings. Read the instructions on the test paper or screen too, but not while the assessor is giving verbal instructions.

Use the practice examples. You usually get a couple of practice questions to complete before the test starts proper. If you don't understand how the test works, or anything still doesn't make sense, this is your last chance to ask.

Make sure you know the number of questions and how much time is allowed. You could have 40 questions to answer in 30 minutes (45 seconds a question). The tests are designed to put you under pressure and the time limit is so tight that you may not be able to complete all the questions. You can always skip over a tricky question and go back to it later if you have time.

Make educated guesses and estimates. If you get stuck on a question, rule out the most obviously wrong answers from the multiple-choice selection. If you're dealing with numbers and sums, you may find it quicker to estimate what the ballpark answer would be rather than do the full calculation.

Time left at the end? Use any remaining time to check your answers, but don't be surprised or downhearted if you don't finish everything. Psychometric tests are meant to be challenging.

Don’t get scared by what other people say. After exams and tests, someone will always claim to have answered all the questions, or will put doubt into your mind over a particular question. Ignore them and don't get drawn too deeply into discussion. Stay focused, upbeat and ready for the rest of the day.