Psychometric Tests Explained: Complete Guide (2025)

Psychometric assessment tests are widely used by employers across the world to assess a candidate's cognitive abilities, personality traits, and job suitability. Whether you're preparing for a psychometric test for a job interview, or looking for psychometric test examples to practice, this guide will help you understand what psychometric tests are, how they work, and how to prepare effectively.

What is a Psychometric Test?

A psychometric assessment test is a scientific testing method to measure a person's mental capabilities, problem-solving skills, and personality. Employers use psychometric testing to identify the best candidates for a role by assessing skills that are difficult to evaluate through resumes or interviews.

Psychometric Test Meaning in Recruitment

When applying for a job, you may be required to take a psychometric exam online. Companies use these assessments to ensure that candidates possess the right skills, aptitude, and personality to succeed in a given role. Companies also use psychometric examinations as a means to efficiently screen the hundreds of applications they get in order to identify which candidates to progress to the next round of the recruitment process.

Why is a Psychometric Test Conducted?

✅To assess a candidate's skills objectively – Unlike resumes and interviews, psychometric testing and assessment provide a non-biased and quantifiable measure of a candidate's abilities.
✅To streamline hiring decisions – Companies receive hundreds of applications for a single job. Psychometric tests help shortlist the most suitable candidates efficiently.
✅To ensure a good personality fit – Employers use personality tests to evaluate a candidate's behavioral traits, teamwork skills, and leadership potential.
✅To predict job performance – Certain aptitude tests help determine whether a candidate can handle job-related challenges.

Types of Psychometric Tests

1. Cognitive Ability Tests (Aptitude Tests)

Aptitude Tests are commonly used to measure a candidate's ability to process information, solve problems, and make logical decisions.

🧠 Common Types of Aptitude Tests:

Numerical Reasoning: Assesses mathematical skills and ability to interpret data and graphs.
Verbal Reasoning: Measures reading comprehension and critical thinking skills.
Logical & Inductive Reasoning: Tests pattern recognition and problem-solving skills.
Abstract Reasoning: Evaluates the ability to understand complex relationships between symbols and shapes.

2. Personality and Behavioral Assessments

Personality Tests are commonly used to analyze personality traits, work styles, and emotional intelligence in order to determine whether a candidate is a good cultural fit and how they are expected to react and perform in different scenarios.

💡 Common Personality Tests:

The Big Five Personality Traits (the Five-Factor Model) - Measures Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
Situational Judgment Tests (SJT) – Measures decision-making in work scenarios.
Emotional Intelligence Tests – Assess self-awareness and interpersonal skills.
Saboteur Assessment – Identifies negative thought patterns and behaviors that can hinder your progress and wellbeing.

3. Job-Specific Psychometric Tests

Some jobs in industries such as engineering, aviation, and deep-tech require specialized psychometric exams tailored to specific roles.

👨‍💼 Examples:

Mechanical Reasoning Tests - Engineering roles.
PILAPT, COMPASS or CUT-E Tests - Aviation roles.
Leadership and Management Assessments - Corporate and Executive roles.

Psychometric Test Examples with Answers

Here are some common psychometric test questions with answers:

1. Numerical Reasoning Test Example

This test measures math skills, data analysis, and problem-solving abilities. Questions usually include ratios, percentages, currency conversions, and graphs.

Example Numerical Reasoning Psychometric Question:

A store sells a laptop for $1,200 after applying a 20% discount. What was the original price?

a) $1,300
b) $1,400
c) $1,500
d) $1,600

✅ Answer:

In order to work out the original price, we must take the after discount price of $1,200 and gross it up by the 20% discount provided.

Hence the answer is $1,200 ÷ (1 - 20%) = $1,200 ÷ 80% = $1,500 (Option C).

2. Verbal Reasoning Test Example

This test assesses reading comprehension, logical reasoning, and critical thinking. Questions usually come in the form of a passage, followed by a series of statements in which candidates identify whether each statement is True, False or Cannot Say. When answering questions, candidates must remember to only use the information provided in the passage and not any background knowledge, no matter how counter intuitive it may be.

Example Verbal Reasoning Psychometric Question:

"All engineers are good at mathematics. Some mathematicians are engineers." Which statement is correct?

a) All mathematicians are engineers
b) Some engineers are mathematicians
c) All engineers are mathematicians
d) None of the above

✅ Answer:

Let us go through each answer individually:

a) From the second part of the sentence, we are provided the info that only some mathematicians are engineers, hence the statement that all mathematicians are engineers is in direct contradiction to this and thus incorrect.

b) The second part of the sentence states that some mathematicians are engineers, hence it follows from this that the other side of this is also correct. In other words, some engineers are also mathematicians.

c) Whilst the first part of the sentence states that all engineers are good at mathematics, this does not mean they are all mathematicians. The second part of the sentence states that some mathematicians are engineers, but there is not enough information to conclude that ALL engineers are mathematicians.

Hence, the correct answer is Option b) Some engineers are mathematicians.

3. Logical Reasoning Test Example

This test measures pattern recognition, abstract thinking, and problem-solving. Questions usually include shapes, patterns, and sequences for which candidates must determine the next shape in the sequence.

Example Logical Reasoning Psychometric Question:

Which shape follows in this sequence?

✅ Answer:

The shape alternates between a star (with an increasing number of points from 4 to 5 to 6), and a four-sided shape in between the stars to complete the sequence. Given the last shape in the sequence is a star, the next shape must be a 4 sided shape. From the options provided, the only 4 sided shape is Option C which is the correct answer.

4. Abstract Reasoning Test Example

This test is similar to the Logical Reasoning Test and also evaluates visual problem-solving and pattern recognition skills. Questions usually include shapes and patterns for which you need to identify the sequence.

Example Abstract Reasoning Psychometric Question:

Which shape follows in this sequence?

✅ Answer:

If we look at the difference between the first and second shape, we can see that a dot gets added on the 1st edge and 3rd edge counting clockwise. For the second shape, starting on the last dot that was added on the 3rd edge, again dots are added on the 1st edge and the 3rd edge. This repeats itself the entire sequence.

Working through the remaining shapes, we can see in the 5th picture that the last dot was added on the bottom right edge. As such, the next shape in the pattern would have dots added on the 1st edge (bottom left) and 3rd edge (top edge). Hence, the correct answer is Option D.

5. Mechanical & Spatial Test Example

This test is used for engineering, aviation, and technical jobs. Questions usually include mechanical principles, tool usage, and spatial awareness.

Example Mechanical & Spatial Psychometric Question:

For a given Gear A and Gear B that are connected and touching each other at one point. If Gear A rotates clockwise, which direction will Gear B rotate?

a) Clockwise
b) Counterclockwise
c) It won't move
d) Not enough information

✅ Answer:

Option B) Counterclockwise, as gears rotate in opposite directions when connected directly.

6. Situational Judgment Test (SJT) Example

This test assesses decision-making, teamwork, and leadership skills. Candidates must choose the best response to common workplace scenarios and day to day life decisions.

Example Situational Judgment Question:

Your colleague misses a deadline, causing delays. What do you do?

a) Report them to your manager
b) Offer to help them complete the task
c) Ignore the situation
d) Complain to another colleague

✅ Answer:

Option B) Offer to help, as this demonstrates teamwork and problem-solving skills. The other options don't result in a good outcome for anyone involved.

Psychometric Test Practice and Preparation

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1. Take Free Psychometric Assessment Tests Online
Practise psychometric tests at websites like ours which offer free psychometric practice tests with many psychometric testing examples.
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2. Understand the Test Format
Research the specific type of psychometric test you'll be taking. Each test provider (SHL TalentCentral, Korn Ferry, Arctic Shores Assessment, Morrisby Test, IT Psychometric Test etc.) has their own format and question styles.
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3. Time Management Practice
Practice mock psychometric tests under timed conditions to improve your speed and accuracy. Most psychometric testing has strict time limits.
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4. Review Basic Math and English
Brush up on fundamental mathematical concepts and verbal reasoning skills that are commonly tested.

How is a Psychometric Examination Done?

1️⃣
Online Invitation – You receive an email link to take the psychometric test online.
2️⃣
Test Environment Setup – Find a quiet place with stable internet connection. Some tests require webcam monitoring to prevent cheating.
3️⃣
Instructions and Practice Questions – Read all instructions carefully and complete practice questions if provided.
4️⃣
Main Test – Complete each section within the allocated time. Most aptitude tests take 20-60 minutes in total, whilst personality tests can run for 30-60 minutes each.
5️⃣
Results – Employers receive detailed reports comparing your performance to other candidates.

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