In this article, we will be introducing you to a concept that has become a mainstay in the recruitment process: psychometric testing. If you’re an individual considering a career change or an employer looking to add to your team, this guide is for you.

What is a Psychometric Test in Recruitment?

In a recruitment setting, a psychometric test is a scientific method used by employers to understand an applicant’s behavioural style and cognitive abilities. These tests, whether they be aptitude tests, personality tests, or ability tests, offer insights into a candidate’s suitability for a role.

Here at Careerhub, we can use psychometric tests to assist individuals in identifying their strengths and interests, which can then be matched to suitable career paths.

Types of Psychometric Tests

There are various types of psychometric tests used in recruitment. These include:

Numerical Reasoning

Numerical reasoning tests are a specific type of psychometric testing used to assess a candidate’s ability to work with numbers, numerical data, graphs, and charts. These tests aren’t about complex calculations or advanced mathematics. Instead, they focus on your ability to interpret numerical information and use it to make decisions or solve problems.

A numerical reasoning test might present you with numerical data in the form of tables, charts, or graphs. Typically, the questions will ask you to interpret this data or conduct basic calculations like addition, subtraction, multiplication, division, ratios, or percentages.

For example, you might receive sales data for a company and face questions about data trends, or the task might be to calculate the percentage increase or decrease over time.

Roles that require robust numerical skills, such as in finance, accounting, data analysis, and specific fields of engineering or science, commonly use these types of tests. However, they can also play a vital role in a broad range of jobs where interpreting numerical data is crucial to job performance.

Numerical reasoning tests are typically timed, which means you’ll need to work quickly and accurately. The goal is not just to see whether you can do the calculations, but also whether you can do them under pressure.

Verbal Reasoning

Verbal reasoning constitutes a significant part of psychometric testing. The design of these tests aims to assess your ability to understand, interpret, and conclude from written information.

In a verbal reasoning test, you’ll receive a short text passage along with a verbal test and will need to answer questions related to the information provided in the passage. The forms these questions take can vary, such as:

  • True, False, Cannot Say: A question might ask you to decide whether a given statement is true, false, or if the text lacks sufficient information for a determination.
  • Multiple Choice: A question might present you with multiple statements, and your task will be to select the one that best aligns with the information in the passage.
  • Fill in the Blanks: A question might give you a sentence with a missing word and ask you to complete it based on the passage’s context.

Verbal reasoning tests evaluate your comprehension skills, critical thinking, and ability to extract essential information from written sources within a time constraint. These tests find usage across a variety of roles and industries, particularly those requiring strong communication skills or the capacity to make informed decisions based on written information.

Remember, these tests aim to evaluate your ability to understand and process information effectively, not your vocabulary or language skills. Like all psychometric tests, verbal reasoning tests usually come with a time limit, adding a pressure element that mimics real-life workplace scenarios.

Abstract Reasoning

Abstract reasoning forms a key element of many psychometric tests. These tests aim to evaluate your ability to discern patterns, deduce logically, and solve problems, all without leaning on specific knowledge or experience. They sometimes also go by the names of inductive or diagrammatic reasoning tests.

In an abstract reasoning test, you’ll encounter a series of shapes, patterns, or diagrams and your task will be to identify the underlying rule or pattern. For instance, you might see a series of shapes that alter from one image to another based on a specific rule (such as changing color, size, or orientation), and then you’ll need to predict the next shape in the series.

These tests aim to evaluate through such tests your fluid intelligence – your ability to think logically and solve new problems independently of previous knowledge. They measure how well you can think creatively and strategically to find solutions, which is crucial in many job roles across various sectors.

Remember, these tests do not depend on language or numerical skills, making them useful for assessing candidates from diverse backgrounds or for international recruitment. And like most psychometric tests, abstract reasoning tests are typically timed, adding an element of pressure that simulates real-life work situations where quick thinking is often required.

Situational Judgement Tests

Situational Judgement Tests (SJTs) are a unique type of psychometric test that assess your judgement, decision-making skills and behavioural responses in work-related scenarios. They are designed to simulate situations one might encounter in the workplace, evaluating how you would likely handle them.

In a situational judgement test, you’ll be presented with a series of hypothetical work-related scenarios. For each scenario, you’ll be given a set of potential actions or responses, and you’ll need to select the one that you think is the most appropriate course of action. Sometimes you might need to rank the responses from most to least appropriate.

Scenarios can cover a wide range of situations, such as dealing with conflicts, prioritising tasks, communicating with colleagues, handling customers, or making decisions under pressure. The aim is to evaluate how you handle these scenarios, testing your problem-solving abilities, communication skills, integrity, and ability to adhere to the company’s values.

These tests are particularly useful in roles where interpersonal skills and decision-making abilities are crucial, such as customer service, management, or healthcare roles. They can help employers get a glimpse of your behavioural tendencies and how you might fit within their organisational culture.

Benefits of Psychometric Testing

Psychometric tests provide an unbiased, objective evaluation of a candidate’s skills, cognitive abilities, and personality traits. It enables a more balanced view of the applicant, rather than solely relying on CVs or interviews.

From a candidate’s perspective, these tests can help identify strengths and areas for development, making them valuable for personal and career growth.

What to Expect When Taking a Psychometric Test

When you’re asked to take a psychometric test, you can typically expect a time-limited, standardised online test designed to evaluate specific areas such as numerical reasoning, verbal reasoning, and abstract reasoning.

For instance, if you were applying for a role that requires strong analytical skills, you might take numerical reasoning tests or logical reasoning tests.

Taking a Personality Test

Unlike other types of tests, a personality test is not about right or wrong answers. Instead, personality tests explore your preferences, motivations, and interpersonal style. The insights derived can be used to identify careers that align with your personality traits.

At Careerhub, I will guide you through practice psychometric tests, offering a simulated environment where you can familiarise yourself with the type of questions you might encounter. You can also find some practice tests at the end of this article.

What to Expect from Your Psychometric Test

Expect a time-limited, online test that may cover a range of topics, from numerical reasoning to verbal reasoning or even abstract reasoning. Most online psychometric tests require a quiet, distraction-free environment and a stable internet connection.

Feedback and the Future of Testing

The future of psychometric testing lies in continuous improvement. Feedback is integral to this process. At Careerhub, we provide constructive feedback on your performance, helping you understand your strengths and areas for development.

Things to Look Out for in Aptitude Test Questions

The key to succeeding in aptitude tests is to read the instructions carefully and understand what is being asked. Look out for negative wording and don’t rush – accuracy is more important than speed.

Practice, Practice, Practice

Practising psychometric tests will increase your familiarity with the format of most tests and the types of questions asked. Careerhub will provide an array of practice tests to help you prepare as part of their career guidance service.

You Probably Don’t Have Time to Double-Check Answers

Given the time-limited nature of most psychometric tests, it is often not feasible to double-check answers. Therefore, it’s essential to stay focused, read the questions carefully, and trust your instinct.

Learn the Art of Best-Guess Estimates

In numerical tests, if you’re stuck, make an educated guess. It’s better to answer all the questions than to leave some blank.

Learn the Best Use of Rough Paper

Use rough paper for quick calculations or to jot down thoughts during your test. It helps to keep your thought process organised and your answers accurate.

Remember, psychometric tests are just one of many tools used in recruitment. They provide valuable insights but are not the only determinant of your suitability for a role. Stay positive, practice, and give it your best shot. At Careerhub, we are here to guide you through every step of your career journey.

Sample Questions

Numerical Reasoning: If a book costs €120, and it’s reduced by 15% for a sale, how much will it cost?

Verbal Reasoning: Read the statement: “All dogs bark. Some animals are dogs. Therefore, some animals bark.” Is this statement true or false?

Abstract Reasoning: Which of the following is not like the others? Triangle, Square, Circle, Hexagon, Rectangle

Situational Judgement: If a customer becomes rude and aggressive towards you, what should you do?

  1. Respond in kind
  2. Ignore the customer
  3. Remain calm and try to defuse the situation
  4. Leave the premises immediately

Personality Question: Do you prefer working in a group or alone?

Numerical Reasoning: If 3 workers can complete 3 tasks in 3 days, how many days would it take 4 workers to complete 4 tasks?

Verbal Reasoning: “No cats are dogs. Some pets are cats. Therefore, some pets are not dogs.” Is this statement true or false?

Abstract Reasoning: Which figure completes the series? Circle, Square, Triangle, Circle, Square, ____

Situational Judgement: You find a serious error in a report that your colleague has prepared and it is due today. What do you do?

  1. Ignore it
  2. Tell your boss about the mistake
  3. Tell your colleague about the mistake and offer help
  4. Fix the error without telling anyone

Personality Question: Do you agree or disagree with this statement: “I prefer to finish one task before starting another.”

Answers and Explanations

Numerical Reasoning: The book will cost €102. (€120 x 15% = €18. €120 – €18 = €102)

Verbal Reasoning: The statement is true. Since all dogs bark and some animals are dogs, it follows that some animals bark.

Abstract Reasoning: Circle is the correct answer. All the others have sides; a circle does not.

Situational Judgement: 3) Remain calm and try to defuse the situation. It is generally best to stay calm and professional in such scenarios.

Personality Question: This answer is subjective and depends on the individual’s preference.

Numerical Reasoning: It will take 4 workers 4 days to complete 4 tasks. In the original scenario, it is demonstrated that each worker can complete a task in a day. This ratio remains consistent when the number of workers and tasks increases.

Verbal Reasoning: The statement is true. If no cats are dogs but some pets are cats, then it’s logical that some pets are not dogs.

Abstract Reasoning: Triangle completes the series. The sequence is repeating: Circle, Square, Triangle.

Situational Judgement: 3) Tell your colleague about the mistake and offer help. This action promotes teamwork, responsibility, and integrity.

Personality Question: This answer is subjective and depends on the individual’s work style.

These are just examples and may not reflect the complexity of real psychometric testing, but they should give you a general idea of what to expect.

Frequently Asked Questions

During a psychometric test, expect an evaluation of various abilities or traits relevant to the job role you’re applying for. Typically, these tests, which can occur either online or on paper per the employer’s preference, are timed. They might assess your cognitive abilities such as numerical reasoning, verbal reasoning, or abstract reasoning. In some instances, you might undergo a personality test or situational judgement test to evaluate your behaviour or decision-making skills in hypothetical scenarios.

Preparation is key for performing well on psychometric tests. Here are a few tips:

  1. Understand the Test: First, understand what type of test you’ll be taking and what skills or traits it is designed to assess. This information will help you focus your preparation efforts.

  2. Practice: Utilise online resources like Careerhub that provide practice tests simulating real test conditions. This will help you familiarise yourself with the format and types of questions you’ll face.

  3. Brush Up on Basic Skills: If you’re taking a numerical reasoning test, for example, brushing up on your basic math skills could be beneficial.

  4. Stay Calm and Focused: On the day of the test, ensure you’re well-rested and have a calm mindset. Read all instructions carefully, and pace yourself to answer all questions within the time limit.

Scoring methods can vary depending on the type of psychometric test. For aptitude tests like numerical or verbal reasoning, your score will typically be based on the number of correct answers. There is usually no penalty for wrong answers, so it’s better to guess than to leave a question unanswered if you’re running out of time.

On the other hand, scorers usually don’t assess personality tests in terms of right or wrong answers. Instead, they use your responses to build a profile of your personality traits. Then, they compare this profile to the traits deemed desirable for the role you’re applying for.

Employers use psychometric tests to comprehensively understand a candidate’s skills, abilities, and personality traits. These tests provide a standardised measure for comparing all candidates, thereby aiding employers in making informed decisions.

Tests identify candidate strengths, weaknesses, and role suitability while predicting performance. They ensure a good fit, boosting job satisfaction and reducing turnover.

Employers use psychometric testing in recruitment because they provide a standardised, objective measure of a candidate’s suitability. These tests help to reduce bias and make the selection process fairer, ensuring that the most suitable candidates are chosen based on their skills and fit with the company culture.

Psychometric tests are used by employers as a part of their recruitment process for several reasons. First and foremost, these tests provide a reliable method of measuring a candidate’s suitability for a role based on a variety of skills and characteristics.

  1. Objective Evaluation: Psychometric tests offer an objective way to evaluate candidates’ abilities and personality traits. They eliminate potential bias and provide employers with consistent, standardised results that can be compared across all applicants.

  2. Skill Assessment: Specific tests like numerical reasoning, verbal reasoning, and abstract reasoning allow employers to assess essential skills relevant to the job. For instance, a role involving data analysis may require strong numerical reasoning skills.

  3. Personality Assessment: Through personality tests, employers can gain insights into a candidate’s character, how they might behave in certain situations, their work style, and how they are likely to interact with the team and the broader organisational culture.

  4. Job Suitability: By combining the results from various tests, employers can create a well-rounded picture of a candidate’s aptitude and attitude, helping them to determine if the candidate is likely to succeed in the role.

  5. Reduced Turnover: By ensuring a good job-person fit, companies can increase job satisfaction and reduce turnover, making psychometric testing a smart long-term investment.

You can find some practice questions within this article.

Unlike traditional tests, there are no ‘pass’ or ‘fail’ results in psychometric testing. These tests are about identifying a good fit between an individual’s skills and a specific job role.

The design of psychometric tests aims to challenge you and measure your abilities accurately. Often, they come with a time limit to introduce an element of pressure, thereby simulating the conditions of a work environment.

Companies may use different tests, depending on the role and required skills. It’s always a good idea to research the company and the role beforehand to know what to expect.

Psychometric tests measure a range of skills and abilities, including cognitive ability, numerical reasoning, verbal reasoning, and abstract reasoning. They also provide insights into an individual’s personality traits and how they might react in different situations. For example, a Numerical reasoning test is designed to assess your candidate’s ability to interpret and work with numerical data, charts, and statistics. They are commonly used in roles that require strong numerical skills, such as finance or data analysis.