Psychometric Test:
Definition, Uses, Types & Process

A psychometric test is a standardized and scientific assessment method used to measure individuals' mental capabilities, behavioral style, cognitive abilities, and personality characteristics. Psychometric tests are designed to objectively evaluate candidates' suitability for a role based on required personality traits and aptitude. These assessments provide data that is difficult to extract from face-to-face interviews or resumes alone.

Psychometric tests operate by presenting candidates with timed questions in multiple-choice format. The tests measure latent constructs such as intelligence, personality factors, mental capabilities, and behavioral tendencies through mathematical modeling based on responses to items on tests and scales. Employers use the information collected from psychometric tests to identify hidden aspects of candidates that traditional screening methods cannot reveal.

Related terms: aptitude test, ability test, personality assessment, cognitive ability test

Psychometric tests are used in recruitment because research shows a strong correlation between test scores and job performance. If a candidate scores highly in a psychometric test, the chances are that the candidate will perform well in the job. This predictive quality makes psychometric tests attractive to employers, particularly when combined with their ability to be administered quickly and efficiently on a large scale.

There are 3 key benefits of using psychometric tests in recruitment:

• Objectivity - Psychometric testing removes subjective decision-making and offers fairness free of discrimination and bias, as all candidates take one standardized test
• Accuracy - Tests assess candidates' abilities to analyze information, problem solve, and make informed judgments whilst analyzing behavioral tendencies, allowing quick scientifically-backed comparisons
• Speed - Psychometric testing allows companies to drastically reduce applicant pools from hundreds or thousands down to manageable sizes without spending excessive time reviewing applications

The main types of psychometric tests are ability tests and personality questionnaires. Ability tests measure cognitive capabilities and come in several forms, while personality questionnaires assess behavioral style and personality traits.

There are 9 common types of ability tests used in recruitment:

• Abstract reasoning tests - measure ability to solve problems and think strategically by identifying logical rules in groups of shapes
• Numerical reasoning tests - assess ability to interpret numerical data presented in tables or graphs
• Verbal reasoning tests - evaluate ability to comprehend written passages and draw conclusions
• Inductive reasoning tests - measure ability to recognize patterns and make general conclusions from specific observations
• Deductive reasoning tests - assess ability to form specific conclusions from general statements
• Logical reasoning tests - evaluate systematic thinking and problem-solving abilities
• Diagrammatic reasoning tests - measure ability to understand patterns and logical rules in diagrams
• Mechanical reasoning tests - assess understanding of mechanical concepts and physical principles
• Situational judgment tests - evaluate responses to workplace-related scenarios to assess judgment and soft skills

Personality questionnaires typically present statements to which candidates indicate the extent of agreement or disagreement on a scale. These assessments are untimed and measure personality traits, motivations, interests, values, and beliefs to determine organizational culture fit.

Psychometric tests work by presenting candidates with standardized questions under timed conditions, typically in multiple-choice format. The time constraints vary from test to test, and some tests are designed to be extremely difficult so candidates are not expected to finish all questions. Responses are evaluated using mathematical modeling to infer levels of latent constructs such as cognitive ability or personality traits.

Most psychometric tests measure abstract, verbal, and numerical reasoning skills through timed assessments. The majority of psychometric tests are administered online, allowing candidates to complete them remotely within a specified deadline, typically one to two weeks. Tests use standardized methods of assessment so everyone receives the same questions and instructions for completing them, ensuring objectivity and fairness.

Some psychometric tests use adaptive questioning, where the difficulty of the next question depends on whether the candidate scored correctly on previous questions. This approach better understands candidate ability and encourages test completion. Test publishers use tracking software to detect variation between online test responses and supervised follow-up test responses to identify potential collaboration or cheating.

Psychometric test questions vary depending on the test type. Ability tests contain questions that are numerical, verbal, or logical in nature. Numerical reasoning tests present data in tables or graphs followed by questions requiring basic mathematical calculations such as subtraction, division, addition, or multiplication, as well as probability, percentages, and ratios.

Verbal reasoning tests typically present passages of text followed by statements that candidates must mark as true, false, or inconclusive based solely on information in the passage. Abstract reasoning tests show groups of shapes where candidates identify patterns or logical rules to predict the next or missing shape.

Personality questionnaires ask questions about general personality traits, behavioral tendencies, and workplace preferences. Candidates respond by choosing from multiple-choice answers or indicating on a scale the extent to which they agree or disagree with statements. There are no right or wrong answers in personality assessments.

The level of difficulty of psychometric tests varies based on the position being applied for. Tests for management roles have either more difficult questions or a higher pass mark compared to entry-level roles. The difficulty of a test is subjective, as some candidates find tests very hard while others find them easy.

When psychometric tests are used correctly, the candidates that pass are those most likely to be successful at the job they are applying for. This means how hard a candidate finds the psychometric test is linked to how hard the candidate will find the day-to-day tasks of the job.

Psychometric tests seem very difficult to people when they have not taken them before. A lot of the struggles are due to unfamiliarity with the format and questions. Once someone has practiced psychometric tests extensively and is comfortable with the patterns and processes involved, they find them much easier. Practice is the key factor in improving performance and reducing perceived difficulty.

Preparing for psychometric tests involves studying the test invitation to understand which test types will be administered, finding the psychometric test publisher to learn specific test characteristics, and practicing extensively with sample questions. Candidates should identify the test publisher from branding on test materials or online links, as each publisher has slightly different styles.

There are 4 key preparation steps for psychometric tests:

1. Study the invitation email to note test types, deadlines, and special requirements
2. Identify the test publisher (such as SHL, Saville Assessment, TalentQ, or Cubiks) to access publisher-specific information about time limits and test format
3. Practice extensively with sample questions to become familiar with question types, reduce anxiety, and improve test-taking technique
4. Plan the online test session by choosing a quiet time and location with minimal distractions, stable internet connection, and all necessary materials including calculator, pens, and rough paper

Practicing aptitude tests allows candidates to improve test-taking technique and generally increase achievable scores. By practicing, candidates typically become faster and more accurate at answering questions, spot time-saving techniques, and develop methods for ruling out incorrect answers. For ability tests, extensive practice directly improves performance, speed, and accuracy.

During a psychometric test, candidates must read instructions carefully before starting, as some tests require clicking to finish and submit answers before the time limit expires. The time limit may apply to the whole test or per individual question, and some tests have no time limit at all. Candidates should write down the start time to track remaining time throughout the assessment.

Candidates must understand each question by reading it, thinking about the answer, and re-reading to confirm correct interpretation. Questions include specific requirements such as units (thousands, seconds, different currencies), decimal places, or rounding (nearest hundred, nearest kg, nearest £). Most psychometric tests include distractor answer options, which are wrong answers that many people mistakenly think are correct.

Time constraints during psychometric tests are so tight that double-checking answers is often not practical. Most candidates do not reach the end of their psychometric test within the time limit. A balanced approach involves pausing at the end of each question to verify the answer looks correct, units are accurate, and the whole question is answered, then moving on. Some tests do not allow returning to previous questions, so candidates must be satisfied before progressing.

For online numerical reasoning tests, candidates use their own calculator. Candidates should choose a calculator with which they are familiar to save vital seconds during the test. Scientific calculators that display typing on the screen above the main display line are particularly useful, as this feature allows quick checking when adding lists of numbers or identifying mis-keyed buttons without having to clear and restart calculations.

Candidates should not wildly guess answers they are unsure of, even though most psychometric tests are multiple choice. While tests probably do not use negative marking for wrong answers, guessing brings down accuracy scores and may cause test administrators to view the candidate's test-taking approach negatively.

Instead of outright guessing, candidates can eliminate some multiple-choice options using understanding of what the answer should be. If the answer needs to be within a ballpark range or have certain units, candidates may discount three of five options for a 50-50 chance of selecting the correct answer. This technique differs from random guessing and is useful when time is short.

Yes, candidates can fail a psychometric test by not meeting the pass mark set by the employer. The pass mark should be achievable for many candidates, as employers primarily want to reduce the candidate pool rather than create a test where only the top 5 percent progress.

Psychometric tests are created to challenge candidates and are designed to be difficult. If a candidate is unsuccessful after this stage of the application process, the candidate has only failed if they give up. Candidates should get back up, better prepare themselves, and try again. Sometimes all it takes is additional practice with sample questions and test-taking techniques.

If candidates pass their online unsupervised psychometric test, they may be re-tested under supervised conditions at the employer's offices to verify the test score was genuinely achieved by them. Test publishers use tracking software to detect variation between responses to online tests and supervised follow-up tests. If test responses are too dissimilar, employers ask probing questions.

Psychometric tests are used at different stages of the recruitment process depending on the employer. Candidates might encounter tests after submitting the online application form, where they typically receive links to complete tests online. Tests may also be administered alongside a first interview, at a later stage with a second interview, or as part of an assessment center.

Candidates may be re-tested at later stages to confirm results of earlier tests. This re-testing helps employers verify that online test scores were genuinely achieved by the candidate without assistance. The timing of psychometric tests in the recruitment process allows employers to use them as an early screening method to filter large applicant pools to a manageable size.

Sir Francis Galton, often called the father of psychometrics, defined psychometrics as "the art of imposing measurement and number upon operations of the mind." In his studies on the inheritability of intelligence and general success, Galton needed a way to reliably and accurately quantify traits like intelligence so they could be studied, tracked, and understood across generations.

One of the earliest large-scale applications of psychometrics came during World War II. The U.S. government needed a fast, objective way to place soldiers in roles that matched their abilities, so they turned to psychometric testing. The Army General Classification Test (AGCT) helped the U.S. government successfully place over 12 million soldiers into suitable roles within the military.

Today, psychometric testing is embedded in many aspects of life such as certification and licensing exams. The most transformative role of psychometric tests is in the modern workplace, where they are used for recruitment, leadership development, succession planning, and employee development to identify skills gaps.

If the company follows industry-standard best practices guided by the British Psychological Society, they provide all candidates with feedback after their test, even unsuccessful candidates. These best practices are not legally binding, but psychometric test administrators should adhere to them.

Feedback is useful for discovering how to improve test performance next time. While candidates do not receive details on each question in their test, they receive general feedback on test performance including how many questions were attempted and answered correctly, where the score sits relative to a group of other people expressed as a percentile score, and areas of strength and weakness.

Some companies with large volumes of applicants decide they cannot provide individual feedback to everyone, but it is always worth asking. Feedback is useful in understanding where mistakes occurred and most importantly how to use feedback to improve future performance.

A psychometric test is often compared to 3 related assessment concepts:

Psychometric test vs. Interview

Psychometric test vs. CV/Resume screening

Psychometric test vs. Assessment center exercises