Graduate Psychometric Tests: Your Questions Answered

If you are taking a psychometric test as part of an application or are simply wondering what they are, the Careers Service can help you perform at your best. Find out the answers to some common FAQ’s about psychometric tests:

What are graduate psychometric tests?

Graduate psychometric tests measure skills and are evidence based assessments. They may also check for personality traits to see if a candidate is a good fit for the role applied for. The most common ones are Numerical Reasoning, Verbal Reasoning, Logical Reasoning (also called critical or inductive reasoning) and Situational Judgement Tests.

There are also gamified tests that are a blended assessment – so may include a combination of the above – and take the form of a computer game. The Careers Service subscribes to Graduates First so you can practise any kind of psychometric test for free

How can I feel more confident about Psychometric Tests?

The prospect of doing a psychometric test can be daunting, particularly if you’ve never done one before. However, like any other assessment, the key to success is familiarity, preparation and practise. Register to a workshop in Semester 1:

Get Ready for Psychometric Tests (online)
Thursday, 6 October (5-6pm)
Register here >>

Numeracy Refresher session for Psychometric Tests (in-person)
Wednesday, 19 October (1-2pm)
Join Maths TikTok star, Harry Surplus in this workshop >>

Get Ready for Situational Judgement Tests (in person)
Wednesday, 2 November (12 noon-1pm)
Explore more >>

Get Ready for Psychometric Tests (in person)
Wednesday, 16 November (12 noon-1pm)
Sign up now >>

Which graduate recruiters use them?

Psychometric testing tends to be used by the larger graduate recruiters that attract high numbers of applications for multiple vacancies, for instance for a graduate scheme. They may use online psychometric tests at the start of the recruitment process so there is a more manageable number of applicants going through to the next stage. Sitting a test in person is now less common but could form part of an assessment centre, which is the final stage of a recruitment process – see our assessment centre pathway on CareerConnect.

Who I am being compared to?

Your test results will be compared to those for a ‘norm’ group – a group of people with a similar level of education to you – rather than the general population. If you are asked to do a Situational Judgement Test, your responses to the work-based situations may be compared to those given by high performing employees who have experience of the role you have applied for.

I have a disability, can I ask for extra time?

If you notify an employer of your needs before you take a test, they will be able to make reasonable adjustments. Read more about this and other FAQs on the Careers Service website. You are welcome to book a careers appointment to discuss this in confidence with a Careers Consultant

It is possible to improve my score?

Yes! Practising will help you improve your scores as long as you learn from your mistakes rather than simply repeat them. Try not to be disheartened if you don’t pass a test that’s been set by an employer. You might apply for another opportunity and find the tests used are better suited to you. Or, the pass mark could be set at a lower point which goes in your favour.

There are also lots of graduate employers that don’t use psychometric tests as part of their selection process and you can look for opportunities on CareerConnect. You can go onto CareerConnect to book a meeting with a Careers Consultant discuss any queries you may have. Details of the support are included on the Careers service website

Written by Louise Sethi, Careers Consultant

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