Psychometric Tests Explained

What are psychometric tests?

A psychometric test is a standardised assessment that measures a specific cognitive ability or behavioural tendency. Employers use them because they are faster and more consistent than reading thousands of application forms. A test score gives the recruitment team a comparable data point across every applicant, regardless of which school they attended or how well they write.

You will usually receive an email with a link to the tests a few days after submitting your application. You have a set window to complete them (typically three to seven days). Once you start, the tests are timed. You cannot pause and come back.

Most graduate employers use two to four tests in combination. A typical set might be numerical reasoning, verbal reasoning, and a situational judgement test. Some employers add logical or inductive reasoning. A few use only situational judgement.

The tests are delivered by specialist assessment companies. Common names in UK graduate and apprenticeship recruitment include SHL, Cappfinity, Aon (formerly cut-e), and TalentLens. You will usually see the provider's logo on the test screen.

Some employers now use game-based assessments instead of, or alongside, traditional tests. Providers like Arctic Shores use short online games to measure traits such as how you handle risk and how quickly you learn. There are no right answers to revise for these, so the best preparation is to be rested and play honestly.

For the full picture of where psychometric tests sit in the application process, see our guide on applications and assessments. Tests usually come straight after the online application form and before a video interview.

Numerical reasoning

What it measures

Your ability to interpret numerical data presented in charts, tables, and graphs. You are not solving algebra or calculus. You are reading a bar chart, calculating a percentage change, converting currencies, or working out a ratio.

Format

You see a data set (a table, a pie chart, a line graph) and one question about it. You choose the correct answer from five options. You typically have 60 to 75 seconds per question and there are 15 to 25 questions in total.

Percentages, ratios, fractions, currency conversion, and basic arithmetic at GCSE level are all you need. The difficulty comes from the time pressure, not the mathematics.

Example question (written for this article)

A company's revenue was £4.2 million in 2024 and £4.83 million in 2025. What was the percentage increase in revenue from 2024 to 2025?

• A) 12%
• B) 15%
• C) 17%
• D) 20%
• E) 23%

How to work it out

The answer is B. The increase is £4.83m minus £4.2m = £0.63m. The percentage increase is (£0.63m ÷ £4.2m) × 100 = 15%.

How to prepare

Work through the free numerical reasoning examples on the SHL and Aon websites (links below). Use a basic calculator and a timer. Get comfortable extracting information from tables quickly. Read the axes on charts before you read the question, so you know what units you are working with.

Verbal reasoning

What it measures

Whether you can read a passage of text and draw accurate conclusions based only on the information given. You are not testing general knowledge. You are testing logic and reading comprehension.

Format

You read a paragraph (usually 100 to 200 words) and are given a statement. You decide whether the statement is True, False, or Cannot Say based solely on the passage. You typically have 60 to 90 seconds per question and there are 20 to 30 questions.

Watch out for the "Cannot Say" option. Many candidates guess True or False when the passage does not actually confirm or deny the statement. If the information is not in the text, the answer is Cannot Say, even if you know the statement to be true from general knowledge.

Example question (written for this article)

Passage: "The company opened three new offices in 2025, all located in northern England. Each office hired 40 staff members in its first quarter. The company plans to open two further offices in 2026, though locations have not yet been confirmed."

Statement: "The company opened five offices in 2025."

• True
• False
• Cannot Say

How to work it out

The answer is False. The passage states the company opened three offices in 2025, not five. The two further offices are planned for 2026.

How to prepare

Read the passage once, carefully. Then read the statement. Go back to the passage and find the specific sentence that confirms or denies the statement. If you cannot find it, the answer is Cannot Say. Do not bring outside knowledge into your reasoning.

Logical and inductive reasoning

What it measures

Your ability to identify patterns, rules, and sequences in abstract information. You look at a series of shapes, diagrams, or symbols and work out what comes next or which item breaks the pattern.

Format

You see a sequence of four or five shapes. You choose the next shape in the sequence from five or six options. Alternatively, you see a grid of shapes and identify which one does not belong. You typically have 45 to 60 seconds per question and there are 15 to 20 questions.

You look for rules governing rotation, colour changes, number of sides, size changes, and the addition or removal of elements. Multiple rules often operate simultaneously.

Example question (written for this article)

A sequence shows a square rotating 90 degrees clockwise at each step, with the number of dots inside increasing by one at each step. Step 1 shows a square with one dot, oriented normally. Step 2 shows the square rotated 90 degrees with two dots. Step 3 shows the square rotated 180 degrees with three dots. What does Step 4 show?

• A square rotated 270 degrees with three dots
• A square rotated 270 degrees with four dots
• A square rotated 180 degrees with four dots
• A square rotated 360 degrees with four dots

How to work it out

The answer is a square rotated 270 degrees with four dots. The rotation rule adds 90 degrees per step. The dot rule adds one dot per step.

How to prepare

Free inductive reasoning tests are available on the SHL and Aon websites. The key is to identify the rules quickly. Before you look at the answer options, try to predict what comes next. Then check which option matches. If you are stuck between two options, look for the second rule you might have missed.

Situational judgement tests

What it measures

How you would respond to realistic workplace scenarios. The questions are built from the specific values and competencies of the employer. There is usually no single "correct" answer. Instead, you rank responses from most effective to least effective, or you select the best and worst response from a list.

Format

You read a short scenario (a workplace situation, a conflict with a colleague, a client request, a deadline problem). You are given four or five possible responses. You select the one you would most likely do and the one you would least likely do. Or you rank all responses. There is usually no time limit per question. Many SJTs have an overall time limit, while some, like the Civil Service Judgement Test, are untimed.

The "best" answer is the one that aligns with the employer's stated values. Before you take the test, read the company's values page, their graduate recruitment page, and any information about their culture. If their values emphasise collaboration, the best answer will involve consulting others. If they emphasise initiative, the best answer will involve taking action independently.

For a full breakdown of how to research employer values and approach SJTs strategically, see our deep dive on situational judgement tests.

Example question (written for this article)

Scenario: You are working on a group project with a tight deadline. One team member has not submitted their section, and the final report is due tomorrow morning. The rest of the team is waiting. What would you most likely do?

• A) Submit the report without their section and note the gap
• B) Contact the team member directly to understand the delay and offer support, then propose a revised plan to the group
• C) Report the team member to your manager immediately
• D) Rewrite their section yourself to meet the deadline
• E) Wait until the end of the day in case they submit it

How to work it out

Best response: B. This shows initiative, empathy, and collaboration. You address the problem directly, support your colleague, and keep the team informed.

Least effective response: C. Escalating to a manager before attempting to resolve the issue yourself shows a lack of initiative and damages team trust.

How to prepare

Read the employer's values before the test. When you read each scenario, ask yourself: "Which response best reflects how this company says it operates?" Practice SJTs are available on the Cappfinity and SHL websites.

The main test providers

Different employers use different test providers, and they switch providers from time to time, so do not rely on old forum posts. The format and difficulty vary between providers, so knowing which one your employer uses lets you practise on the right platform.

SHL

Widely used by large graduate employers across numerical, verbal, logical reasoning, and situational judgement tests.

Cappfinity

Specialises in strengths-based assessments, including strengths-based SJTs alongside numerical and verbal tests.

Aon (formerly cut-e)

Known for short, fast-paced "challenge" tests covering numerical, verbal, logical, and deductive reasoning.

TalentLens

Publisher of the Watson-Glaser critical thinking test, widely used by commercial law firms, alongside numerical and verbal assessments.

Arctic Shores

Delivers game-based assessments that measure behavioural traits and cognitive style through interactive tasks.

You can usually identify the provider from the test invitation email. The link will often go to a branded platform (for example, "shl.com" or "cappfinity.com"). Once you know the provider, go to their website and use the free practice tests.

Some employers build their own tests in-house. This is less common but does happen, particularly at smaller firms. If the invitation email does not name a provider, the test may be bespoke. The content will still follow the same formats described above.

How to prepare

Practise under timed conditions. The biggest factor in psychometric test performance is familiarity with the format under time pressure. Doing one untimed practice test is not enough. Set a timer. Simulate the conditions. Do at least three to five full practice tests before your real assessment.

Use the right provider. If your invitation email names SHL, practise on SHL. If it names Cappfinity, practise on Cappfinity. The question styles differ between providers. Free practice tests are available at:

• SHL example questions
• Cappfinity practice tests
• Aon: prepare for your online assessment
• TalentLens

Set up your environment. Find a quiet room. Close all other browser tabs. Have a calculator, scrap paper, and a pen ready. Check your internet connection. Some tests require a stable connection and will time out if you disconnect.

Read the instructions carefully. Each test has specific instructions. Some numerical tests allow a calculator. Others do not. Some verbal tests give you 90 seconds per question. Others give 60. Read the instructions screen before you start the timer.

Manage your time. If you are stuck on a question, make your best guess and move on. Most tests do not penalise wrong answers. Leaving a question blank guarantees zero points. A guess gives you a 20 to 25% chance of getting it right.

For SJTs, research the employer first. Spend 15 minutes reading the company's values, their graduate recruitment page, and any "life at [company]" content. The best answers in an SJT are the ones that reflect how that specific employer says it operates.

Rest before the test. Do not take a psychometric test late at night after a long day. Your concentration and processing speed are lower. Schedule the test for a morning or early afternoon when you are alert.

Common mistakes

Rushing the first question. Many candidates panic at the timer and misread the first question. Take five seconds to understand what is being asked before you look at the answer options.

Bringing outside knowledge into verbal reasoning. The answer must come from the passage. If the passage does not state something, the answer is Cannot Say, even if you know it to be true from elsewhere.

Ignoring the "least effective" option in SJTs. Some SJT formats ask you to select both the best and the worst response. Candidates focus on the best answer and forget to identify the worst. Read the instructions.

Not using scrap paper for numerical questions. Writing down the figures from a table or chart before you calculate reduces errors. Do not try to hold all the numbers in your head.

Practising without a timer. Doing practice tests untimed gives you a false sense of readiness. The time pressure is the hardest part. Always practise with a countdown running.

Assuming you failed because one question was hard. The tests are designed to be challenging. Getting every question right is not expected. Most employers set a pass mark that allows for a significant number of incorrect answers. One difficult question does not mean you have failed the test.

FAQ

• Can I retake a psychometric test?↓

  Can I retake a psychometric test?

  Usually, no. Most employers will not allow a retake within the same recruitment cycle. Some will let you reapply after 12 months and take the tests again. If you have a technical issue (your internet drops, the platform crashes), contact the recruitment team immediately. They may reset your test.

• What score do I need to pass?↓

  What score do I need to pass?

  Employers rarely publish their pass marks. The threshold varies by employer, role, and year. A competitive scheme might set the pass mark at the 70th percentile (you need to score higher than 70% of a comparison group of test-takers). A less competitive role might set it lower. Focus on doing your best rather than targeting a specific number.

• Do I need to be good at maths to pass numerical reasoning?↓

  Do I need to be good at maths to pass numerical reasoning?

  You need to be comfortable with GCSE-level arithmetic (percentages, ratios, fractions) under time pressure. You do not need A-level maths. The test measures data interpretation, not mathematical knowledge. Practice improves speed and accuracy significantly.

• What if I have a disability or learning difficulty?↓

  What if I have a disability or learning difficulty?

  Employers are legally required to provide reasonable adjustments for disabled candidates under the Equality Act 2010. This often means 25% extra time on timed tests. Contact the recruitment team as soon as you receive your test invitation, before you start the test. Some employers ask for evidence, such as a diagnostic report or a letter from your school, college, or university's disability service.

• Are psychometric tests the same as IQ tests?↓

  Are psychometric tests the same as IQ tests?

  No. IQ tests attempt to measure general intelligence. Psychometric tests measure specific abilities relevant to the job: data interpretation, reading comprehension, pattern recognition, or workplace judgement. They are narrower in scope and more directly related to the role you are applying for.

• Can I use a calculator?↓

  Can I use a calculator?

  For most numerical reasoning tests, yes. The test instructions will tell you. Some providers allow a basic calculator but not a phone calculator or a scientific calculator with formula functions. Have a simple four-function or basic scientific calculator ready. For verbal and logical tests, a calculator is not needed.

• How long are the results valid?↓

  How long are the results valid?

  Usually for the duration of that recruitment cycle. If you apply to the same employer the following year, you will typically retake the tests. If you apply to a different employer, you will take their tests regardless. Results are not transferable between companies.

Ready to practise?

The best way to prepare for psychometric tests is to practise under timed conditions. Knowing which employers use which tests gives you a significant advantage.

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