Psychometric tests are one of the hoops some of you will have to jump through to get a job. Large employers often use these tests as a quick and easy way of cutting down the huge volume of applications they receive. So how should you tackle them? Well, firstly, don’t panic. Secondly, do prepare. And thirdly, don’t panic some more.
1) DON’T Panic
Easier said than done, right? Employers tell us that lots of people do panic. They assume they’ll fail and so they opt out of the recruitment process at the psychometric test stage without even sitting the test. And a few employers have told us that women self-select out a lot more than men. So stop doing that people! Especially female people! If you take the test you may pass and get through to the next application stage, or you may fail and not progress to the next stage. If you don’t take the test you’re certain not to progress. So give yourself a chance and take that test.
It’s quite common for employers to test verbal and numerical abilities (though not all will test both), and sometimes logical thinking too. The numerical tests can seem scary, especially if you’ve been studying a humanities degree for the past few years. But if employers are accepting applicants from all academic disciplines (and many are) then they’re clearly not looking only for maths geniuses. And some tests are designed to be extremely difficult, with too many questions for the assigned time. So people can often think they didn’t do very well and then find they passed.
2) DO Prepare
Saying that, you should probably panic a bit…but just enough to make sure you put appropriate time into preparing. Psychometric tests aren’t a walk in the park. If you’re out of practice working with graphs and numbers then you’re likely to be slow and perhaps even bad at numerical reasoning tests when you first look at them. Similarly, even if you think you’re good with words, verbal reasoning tests aren’t always straightforward, and may be harder than you expect.
But with practice you can improve. Check out your university careers service for resources, and try the range of free sample tests available online. These websites provide feedback on how you compare to others in terms of speed and accuracy, helping you to gauge your ability and see if you’re improving. Always tap the free resources first, but if you’ve exhausted them and still aren’t confident, the same websites offer the option to buy more sample tests. Here are three recommended sites:
- Assessment Day - free practice psychometric and aptitude tests. Students at University of London colleges which are part of The Careers Group have additional free access to some of the longer practice tests through their College Careers Service
- Job Test Prep - free practice resources for many types of aptitude tests, including numerical and verbal reasoning, situational judgment, critical thinking/Watson Glaser, spatial reasoning, and more
- Practice Aptitude Tests - practice tests for numerical reasoning, verbal reasoning, diagrammatic reasoning and situational judgement. Tests are timed and detailed feedback is given, including the answers to questions you got wrong with explanations. Also includes video tips for numerical test calculations.
Another way to ensure you’re prepared is to find out as much as possible about your target employers’ tests. Psychometric tests can vary greatly, so it’s worth finding out which provider your target employer is using, and then focusing your practice on the same types of tests. It’s also useful to know whether your potential employer negatively marks their tests for incorrect answers. This information isn’t always readily available, but if you can find it, it will help you work out how to balance speed versus accuracy in your answers.
3) DON’T Panic….again
Preparation and practice will bring your performance up to its optimum level. But of course there is a peak point for every individual, past which they’re unlikely to improve. If you’ve put in the work and still not made the grade, don’t feel dejected. Different employers use different tests and different cut-off points – some much harder and higher than others – so one rejection shouldn’t put you off all employers with psychometric tests. And not all employers and roles require the completion of these tests, so think about other routes into your chosen career or employer. Another bit of good news is that there may well be a trend emerging of employers moving away from psychometric tests; this year Barclays scrapped theirs completely in order to make the recruitment process faster and more enjoyable for everyone involved.
Image from Boaz Arad