Top 20 Facts about Psychometric Tests with Practice Questions and Answers

Top 20 Facts about Psychometric Tests with Practice Questions and Answers.
The psychometric test is a test you will likely be required to take if you are seeking a new job.

Top 20 Facts about Psychometric Tests with Practice Questions and Answers

Psychometric tests are used as a common part of several modern-day interviews and assessments. They take many shapes and are mostly used for assessments that measure an individual’s ability.

Also known as aptitude tests, psychometric tests are usually administered online and contain a series of questions where you will be required to submit your answers within the time limits.

These days, psychometric tests are becoming increasingly used in the early stages of many assessment applications.

They are being utilized by hiring organizations as a means of sifting out large applicant pools to a much smaller, controllable pool.

Psychometric tests might sound scary, but they have become a standardized means of getting information about a candidate.

Somebody who is trained assesses the applicant’s responses in a psychometric test to understand and contextualize test results, comparing them to the results of others.

Psychometric testing is becoming more common during the hiring and selection process as companies place more emphasis on cultural fit.

Top 20 Facts about Psychometric Tests

Here are some important facts about psychometric tests that you need to know:

  1. What is psychometric test?

A psychometric test is an assessment used to measure a range of diverse skills required to fulfill the responsibilities of the job they are associated with.

Employers use the psychometric assessment test to judge your intellectual ability and temperament style.

Hiring organizations use this test to evaluate a candidate’s suitability for a role based on the required character and aptitude.

The purpose of such a thorough assessment is to recognize the extent to which a candidate’s character and cognitive abilities suit those required to perform the role.

  1. Types of psychometric tests

Psychometric tests cover both personality profiling and ability testing, and these tests come in different forms. These tests have several types and a few of these have been listed here.

Therefore, what are the various types of psychometric tests? Some top psychometric tests have been listed below:

  • Verbal Reasoning
  • Numerical Reasoning
  • Logical Reasoning
  • Inductive Reasoning
  • Diagrammatic Reasoning
  • Critical Thinking
  • Situational Judgment
  • Deductive Reasoning
  • Technical Tests
  • Spatial Reasoning Tests
  • Mechanical & Electrical Reasoning Tests
  • Error-Checking Tests
  • Concentration Tests.
  1. Why do employers use psychometric tests?

Psychometric tests help employers reduce the size of an extremely high number of applications they receive to the size of the applicant pool needed by the organization.

Therefore, the test is a means employers use to draw off the top five to ten percent of candidates who have shown they have key transferable skills.

The recruitment process is sped up by streamlining, giving a shortlist of manageable length, and reducing HR expenditures.

Employers find psychometric tests reliable indicators of candidate potential and suitability, as a tight relationship between a high score and subsequent high-quality performance in specific roles.

Recruiters mostly use numerical and verbal reasoning tests, which have become popular among them, as the transferable comprehension and arithmetic skills to test the accuracy of candidates while under pressure as they will have to cope in a demanding daily role.

  1. What to expect from a psychometric test

While taking the psychometric test, you’ll be required to answer multiple-choice questions within a given time limit.

Depending on the test type and provider, both the length and time provision of the test will differ.

In order to meet the demand of the test in the assessment of your intellectual proficiency, you need to fully prepare yourself to answer the questions as quickly as possible without compromising accuracy.

If the number of questions you will come across during the psychometric test becomes excessively difficult in the given time, concentrate on answering the questions fast but don’t be too rapid so as to complete the assessment correctly.

If you prepare well for the psychometric test you are taking, you will overcome the challenges of exactly what to expect.

The tests are usually administered in the same session, meaning that you may be required to take numerical reasoning, accompanied by a verbal reasoning and situational judgment test.

You may ask the prospective employer about the number and type of test you are taking, as well as the provider because most times they don’t reveal the test provider to you but it’s worth inquiring.

You may choose to take your psychometric test online or as part of an assessment center, but this is most common for graduate scheme applications.

Sitting for the psychometric test online will offer you more relaxation as the time is usually around 48 hours and you will have a home advantage.

  1. How can I prepare for my psychometric test?

If you really want to impress the interviewer, you will need enough preparation. Practicing effectively is the best form of preparation you can conduct for the psychometric test.

To reveal your strengths and weaknesses, engage in a targeted-question practice. You will then have time to focus on improving your weakest areas.

Work through sample questions and answers, like the ones you find in this article, to help you understand the logic of the test and the method of thinking needed to quickly identify the accurate answers.

Practice online to become familiar with the test timing, and to get better at achieving the appropriate pace and completing the test with both speed and accuracy.

  1. How are psychometric tests scored?

The psychometric test results are determined in different ways by various test providers and employers.

Scores include the raw score, attempted score, and percentage accuracy or precision score.

The precision score is carried out using three values such as the number of questions attempted, work rate, and hit rate.

The comparison scores are used so your result can be placed relative to the mean score of your test group, and these could be given.

When the candidates need to be compared and filtered, a percentile score is usually used.

  1. Will there be feedback on my test results?

The feedback of your test will be helpful in displaying your strengths and weaknesses, assisting you to advance your performance when next you come across such tests.

Although it’s not all organizations provide automatic feedback due to the volume of candidates, it’s worth inquiring if additional insight into your score is obtainable.

The most useful sort of feedback depends on the test.

For instance, ask for the alignment of your answers with the desired company behavior when taking the situational judgment test.

If you intend to reapply to the same organization in the future, this will help you a great deal.

  1. What do psychometric tests assess?

Psychometric tests are meant to assess both cognitive ability and intellectual alertness.

Diverse tests measure specific competencies, including arithmetic ability or a candidate’s approach and attitude, and comprehension.

These tests usually emphasize less on knowledge and more on problem-solving ability and accuracy under pressure.

These tests were created with the purpose of disclosing if prospective candidates have the traits required for the job position.

Employers use them to evaluate whether or not a candidate can handle routine tasks, relate well with co-workers, and deal with stressful conditions.

Therefore, employers make use of the assessments the tests have provided to give a well-built clue of a candidate’s potential to do extremely well.

  1. Where can I practice psychometric tests?

The practice of psychometric tests can be done either through online practice tests or make use of test practice books.

Getting accustomed to the test format and content will assist you to become courageous of what to anticipate on the day, and you will have a greater opportunity to achieve a high score.

There are all-inclusive catalogs written about psychometric tests by qualified professionals you can use to improve your skills.

  1. What if I fail my psychometric tests?

Sorry to say that you will not be able to retake your psychometric test if you fail it. But that won’t stop you from applying to the same company in the future.

Learning from the experience and improving is the best thing to do after receiving a poor result.

Get your performance feedback and practice more of the tests, as well as considering what you were able to pick from your ineffective effort.

  1. Are psychometric tests difficult?

Psychometric tests are difficult for a lot of candidates, especially on their first attempt.

Employers have made the tests difficult so that they can confidently filter candidates and retain the best applicants who can also perform under pressure.

Even though psychometric tests are difficult, preparation will still help you feel relaxed and confident.

  1. Which employers use psychometric tests?

The set of employers that make use of psychometric tests usually come from larger companies.

The tests give them detailed information and an understanding of a potential worker’s profile.

Therefore, whether you are applying to a big enterprise or a smaller company, you should expect these tests to be a part of the hiring process.

Here is a list of some of the employers that use psychometric tests:

  • AT&T
  • BAE systems
  • BMW
  • Bank of America Merrill Lynch
  • Chevron
  • Citi
  • Coca Cola Company
  • DHL
  • Toyota
  • SONY
  • HP Chance
  • IBM
  • JP Morgan
  • Heineken
  • Marks & Spencer
  • And lots more.
  1. Why are psychometric tests utilized in recruitment?

In the traditional system of recruitment, employers usually study your CV and qualifications and make a decision based on an interview.

But research has shown that this is really a poor means to select which candidates are going to be best for the position.

For that reason, employers have these days chosen a better way to achieve successful recruitment, and that’s psychometric testing.

Many of them even use a combination of interviews, assessments, and psychometric tests.

The influence psychometric testing has on recruitment can be found in a strong relationship between test scores and job performance.

Recruiters have now come to understand through psychometric testing that if you score highly, you have opportunities to perform well in the job.

  1. The benefits of psychometric tests for recruitment

Psychometric tests have different benefits for recruitment, and some of these have been listed below:

  • Speed

Several organizations use psychometric tests to significantly resize the number of applications received down to whatever size is manageable for business.

Since there is no time to look through all applicants that are seeking positions, psychometric testing is applied to make things easier.

  • Accuracy

Hiring companies use psychometric testing to measure a candidate’s abilities to analyze information, solve problems, and make informed assessments while also examining the inclination of their behavior.

These companies use the data they extract from all the applicants to make quick comparisons of candidates to find the most perfect match for the role.

  • Objectivity

Psychometric testing removes the subjective decision-making nature of hiring based on interviews and looking over CVs, and provides impartiality, free of discrimination and bias as all of the candidates take one standardized test.

  1. What tests can I expect from specific employers?

The tests that you are likely to take will depend upon the position and the organization you are applying to.

However, the core skills that most employers like to test include verbal, numerical, and behavioral.

If you’re applying for an accountancy graduate scheme with KPMG, the tests that you will be asked to take to illustrate your future job performance will be somewhat different from that of the application for a Chevron or BAE systems role.

The bottom line is, while some companies like KPMG will ask you to take verbal, numerical, and logical reasoning tests, others will likely include situational judgment tests and personality questionnaires.

It’s vital to remember that the employer will let you know what the tests are before you are asked to take them, and will provide you with sufficient time to prepare and practice.

  1. How to prepare for psychometric tests?

Here are a few things to do when preparing for psychometric tests:

  • Examine your invitation

You should have been given prior notice before you take your test, and this will most likely take the form of an email.

As you examine this invitation, also take note of the type of tests you will be assessed on.

If you have chosen to take your psychometric test online, then you should know that there will be a time limit to complete the test, which is usually a week or more.

Ensure you don’t miss the limit of the time given. You should talk to the employer and explain your situation if you know you won’t be able to complete the online test by the date given.

  • Try to get information about the psychometric test publisher

The design of the psychometric test will be outsourced to a specialist test publisher by the employing organization.

Several psychometric test publishers that exist today have slightly different approaches.

The largest of these test publishers is SHL, followed by TalentQ, Criterion, Kenexa, Saville Assessment, Cubiks, and Test Partnership.

Very close attention should be given to the online link you receive to take your psychometric test, and also to the test publisher offering the psychometric test you are about to take.

You will be able to visit the website of the company once you find out that they are actually the publisher of the test you are about to sit for to get more information about the specific test, such as time limit and whether negative marking is being used.

  • Give enough time to practice

Practice will help you – as with most tests. You can gain the advantage of lots of practice psychometric tests obtainable online and in books, so you can become familiar with the types of questions asked and reduce your anxiety.

Knowing what to expect in your test will help you to perform your best since the test will not look new to you.

Make sure you practice to do extremely well as employers will be assessing your true competence.

If you practice the psychometric tests earlier, you will actually increase your speed and become more accurate at answering the questions.

There are time-conserving tactics you will identify and develop the approach to use to rule out wrong answers.

The more you practice the psychometric test categories, the more proficient and confident you will become.

  • Strategize your online test session

You will be able to choose where and when to take your psychometric test if it’s online.

You should know when you work best.

Can you work better in the morning, before or after a meal? You should know yourself better.

Switch your phone off and avoid any other distractions before your test.

You have to give your test all the attention needed as it won’t take much of your time.

Choose the type of computer you will be working on; preferably a PC with a large screen and a mouse, as this is better than a small laptop with a touchpad.

As you practice your psychometric tests in advance, you will establish how and where your personality works best.

Get everything you need ready before you start the test, such as a calculator, your pen, and a paper to write on.

In order to make use of every second of the test, you don’t need to leave the test to get or do something.

  1. Tips to remember during your psychometric test

There are certain tips you should remember during your psychometric test, including:

  • Read the instructions carefully
  • Understand each question
  • Strike a balance between double-checking your questions and your answers
  • Use speed and accuracy to get the answers correctly and be fast answering questions
  • Make calculated and accurate guesses
  • Don’t invite friends or relatives to help
  • Learn the best use of a rough paper.
  1. Top 12 psychometric practice tests for job seekers

Free practice tests and questions for the most common psychometric tests that employers offer to candidates have been listed below. These include:

i. Talent-Q
ii. PLI Test
iii. Revelian Cognitive Ability Tests
iv. Wonderlic Personnel Test (WPT)
v. CCAT Test
vi. Cut-e Test
vii. McQuaig MMAT
viii. Cubiks Logiks
ix. Thomas International GIA Test
x. Hogan HBRI
xi. Korn Ferry
xii. SHL Numerical Test

  1. What are the three common psychometric testing areas?

Overcoming the time limit is another stumbling block in your psychometric test. The time limit helps evaluate candidates on how well they cope with time pressure.

Three common psychometric testing areas include:

i. Aptitude tests

The aptitude tests have the intention of judging different cognitive abilities, including spatial awareness, numeracy, literacy skills, and more.

ii. Behavioral tests

The behavioral tests tend to highlight specific personality traits that could portray suitability for particular positions.

The behavioral tests can come in the form of leadership tests, motivation tests, situational judgment tests, and personality questionnaires.

iii. Assessment centers

Human interaction assessments are known as assessment centers. These are different exercises that are administered by psychologists or assessors, and they use job-specific skills and simulations.

  1. Are psychometric tests used for psychological testing?

Of course yes! There is a place in the employment sector that psychometric tests assess psychological traits. These include:

  • Employee selection: This consists of personality, knowledge, and aptitude tests.
  • Individual development potential: This comprises attitude and skills tests.
  • Team building potential: This contains personality and attitude tests.
  • Leadership development potential: This includes skills, personality, and attitude tests.
  • Advancement and succession planning: This is made up of aptitude, attitude, and personality tests.

Psychometric Tests Practice Questions and Answers

These practice questions and answers can be useful in your preparation for the psychometric tests:

Question 1

In 1990, how many were more employed than in 2000?

A. 75
B. 360
C. 485
D. 100
E. 135

Explanation and Answer

The number of employed in 2000, equal to Private plus State, equal to 1250, plus 1350, equal to 2600.

The number of employed in 1990, equal to Private, plus State, equal to 1475, plus 1610, equal to 3085.

The difference in the number of employed in 1990 and 2000, equal to 3085, minus 2600, equal to 485.

The answer is C 485

Question 2

What percentage of students was unemployed in 1990?

A. 10.5%
B. 0.8%
C. 7.8%
D. 8.3%
E. 9.6%

Explanation and Answer

The total number of students in 1990, equal to 155, plus 125, plus 1475, plus 1610, equal to 3365
The total number of unemployed in 1990, equal to 155, plus 125, equal to 280
The percentage of students unemployed in 1990, equal to (280 / 3365), times 100, equal to 8.3%
The answer is D. 8.3%

Question 3

Sample psychometric test numerical

What was the full amount of Grade A and C wireless headphones produced in 2019?

  1. $490,000
  2. $540,000
  3. $550,000
  4. $790,000

Explanation and Answer

Answer: A. $490,000

Solution:

  1. Find the number of wireless headphones produced in 2019.
  2. Divide the number produced by 50 (the headphones are sold in batches of 50).
  3. Multiply this number, which is the number of batches by the cost per batch.
  4. You need to do a separate calculation as each ‘grade’ of headphone costs a different amount.

Grade A 2019, equal to 25,000, divided by 50, times $500, equal to $250,000.
Grade C 2019, equal to 80,000, divided by 50, times $150, equal to $240,000.
Total = $250,000 plus $240,000 equal to $490,000.

Conclusion

If you are seeking to land a dream job, a psychometric test is a key to your career. The test was created to evaluate the cognitive ability and signify the potential of a candidate to stand out in a specific position or career.

A high psychometric test score will significantly enhance your chances of securing a final stage interview, and that can be achieved through constant practice.

If the above practice psychometric tests aren’t enough for your preparation, there are various free practice tests online that you can utilize to get acquainted with the test format.

You can also buy practice books and study materials to enhance your knowledge of various psychometric tests.

>> Learn how to make a great score in Aptitude Tests, including IBEW/NJATC electrical aptitude test, situational judgement test, Kenexa, trade apprenticeship, Exxonmobil, civil service, firefighter exam, FBI test, etc. ; prepare for the test with free but effective practice tests.