Psychometric Tests

Used In Selection
WHAT ARE PSYCHOMETRIC TESTS?
Psychometric tests are objective measures by which
employers can assess individual applicants to help
them select the right candidates for jobs. This Briefing
Sheet describes how they are used, especially in recruitment to graduate-level jobs and work experience,
and provides advice on how to increase your chances
of success.
It is very common to have to take tests online when
first applying to an employer, particularly for graduate
training schemes or placements with large organisations. The results in this case are used to determine
wheter you are invited to submit a full application or
to attend an interview. Alternatively, many employers
also use tests later in the application process, typically at an interview or assessment centre, where the
results form only part of the final selection decision
along with all the other information collected about
candidates.

Briefing Sheet 16

These replicate online tests used by employers and

you receive your results and feedback via email as
soon as you complete them. If you are a student, you
can access Profiling for Success from the Careers
tab on your MUSE homepage. Alternatively full details
plus the required passwords are available from the
Careers Service.
Situational Judgement Tests
Another type of test that is becoming more common
is the Situational Judgement Test or Situational Judgement Questionnaire. SJTs assess candidates judgement in solving work-related problems. Designed
specifically for the employer concerned, they simulate
typical situations that might occur in the job you are
applying to. They then offer several possible actions to
deal with the problem. Your task is to select the most
effective response, or in some cases both the most
and least effective responses. There is a practice SJT
at www.talentlens.co.uk/iris/iris-practice-task.aspx

Whether tests take place at an employers premises or

online, employers should make it very clear what you
have to do and the nature of the test before you begin.
Any employer using tests should give you notice, and
prior to any testing session will probably provide you
with practice examples.

Personality Questionnaires
Questionnaires are used by employers to help gain
a picture of how people match up to specific jobs
and organisations. They are concerned with peoples
typical or preferred ways of behaving, such as the
way they relate to others, and approach and solve
problems. Questionnaires explore the broad range of
TYPES OF PSYCHOMETRIC TESTS USED IN
personality characteristics that are generally relevant
SELECTION
to the world of work. For employers the benefit is
Assessment tests do vary and employers are increasthat the same carefully designed and fully researched
ingly developing their own bespoke versions, so the ex- questions are asked of all candidates and their anact nature of tests you may face cannot be predicted.
swers are captured in a fair and consistent way. When
However, the main types are:
used with other forms of assessment they can help
Ability/Aptitude Tests
to ensure a more thorough exploration of how well a
person is suited to a particular job and how they will
Personality/Interest Questionnaires
fit into the existing workforce.
Aptitude Tests
The Careers Services Profiling for Success has a
Aptitude tests aim to assess specific abilities and are
number of online personality assessments which are
made up of a set number of questions that are to be
useful for career planning. If you are a student, you
answered in a given amount of time. The types of apti- can access Profiling for Success from the Careers
tude test you are most likely to come across are Verbal tab on your MUSE homepage. Alternatively full details
Reasoning, Numerical Reasoning and Diagrammatic
plus the required passwords are available from the
Reasoning with the possibility, for certain occupations, Careers Service. For more information about Profiling
of Mechanical and Spatial ability also being tested.
for Success visit www.shef.ac.uk/careers/students/
gettingajob/psychometric.html.
Verbal Reasoning looks at your ability to understand
and reason with written information, while Numerical The assessments cover different aspects of your perReasoning refers to your ability to understand and rea- sonality, including a personality type inventory called
son with data presented in various numerical formats. Type Dynamics. There are resources in the Careers
Diagrammatic Reasoning (sometimes called Abstract
Service that provide further reading about personality
or Inductive Reasoning) relates to your ability to reatype, once you have completed Type Dynamics.
son with abstract information presented in the form
of symbols and diagrams. There is also a trend among HOW TO MASTER PSYCHOMETRIC TESTS
some employers to assess Critical Reasoning to find
If you you are likely to encounter some form of psyout how well you are able to interpret complex written chometric testing when you are job hunting it is wise
information using analytical and logical thinking.
to be as prepared as possible. See overleaf for advice
and resources to help yopu succeed at psychometric
Our webpages www.shef.ac.uk/careers/students/
gettingajob/psychometric.html include online practice tests.
aptitude tests as part of Profiling for Success.

A large print version of this

sheet can be obtained from the
Careers Service on request.

Produced with the

generous support of:

Help from the Careers Service

Our careers events include a talk each semester on
psychometric tests. Check the Whats On Diary at
www.shef.ac.uk/careers/students/events or watch
the online version available via our students pages. In
addition, we provide free access to Profiling for Success (see the information earlier in this handout).
Prior to a test session
Make sure you know which type of tests are to be
used, i.e. aptitude tests and/or personality questionnaires
Use online or paper-based practice tests (see
Further help later in this Briefing Sheet)
For numerical tests, if you have not studied maths
for some time, it is a good idea to spend some
time brushing up on some of the basic calculations
such as percentages and fractions, and familiarising yourself with using a calculator
For verbal tests, if you are not used to reading
complicated texts that test your comprehension,
you could practice by reading quality newspapers
or magazines with well argued articles
If there are any factors which are likely to affect
your performance e.g. if English is not your first
language or if you are dyslexic, make sure that
your test administrator knows in advance
Inform employers if you have a disability. Psychometric tests can be made available in alternative
formats for disabled people e.g. in large print or
Braille, or additional time may be allowed when
taking tests.
On the day
For online tests, make sure that you are relaxed,
have read all the instructions on screen and have
tried the on-line examples, if available. Before you
begin the test ensure that you have all the resources you need and will not be disturbed. Dont
get someone else to take online tests for you. You
may have to re-sit them at an assessment centre
Make sure you arrive promptly to a face-to-face
test session. Latecomers will not be admitted once
the formal administration of a test has started. Try
not to be overawed by the formal nature of the
session
Ensure that you understand the test instructions
and follow them exactly, so that your answers are
processed and marked accurately
Make full use of the practice exercises at the
beginning of each test. If you have questions, make
sure you ask them at this stage
Check if negative marking is being used, i.e. if
marks are deducted for incorrect responses. If so,
do not guess the answers
Find out if it is permissible to use calculators for
numerical tests
In aptitude tests, answer the questions using the
information provided, not any prior knowledge
you may have about the topic
Pay careful attention to the time allocation in aptitude tests. It is very common for candidates not
to complete all the questions in the test, but you
must aim to work as quickly and accurately as you
can in the time allowed
The Careers Service:
388 Glossop Road
T: 0114 222 0910 Open Mon-Fri 9-5 (Tue 11-5)
www.shef.ac.uk/careers

Read each question carefully before answering. Try to avoid making silly mistakes and do not
spend too long on any one question
In personality questionnaires, there are usually no
time restrictions and there are no specifically right
or wrong answers. Try to answer as honestly as
possible. Avoid giving what you feel is the socially
desirable answer or the answer you imagine the
employer wants. Be as accurate (and honest) as
possible. Many questionnaires have an in-built
mechanism to check for honesty and consistency
in replies
After the test session..
In aptitude tests, employers judge a candidates ability
by comparing the results against those of a particular
group of people who are successful in that role. If a
personality inventory has been used, the responses
are used to assess the candidates suitability for the
job and the organisation, and the way you responded
may form the basis for questions asked at an
interview.
Important: if you fail to progress with one employer,
this does not mean you will be unsuccessful with
another, as scoring criteria vary between employers.
Tests are challenging and it is common for candidates
to not meet the level required. Practice and familiarity
with test procedures can lead to improvement.
Remember, too, that not all recruiters use tests and
many jobs do not require you to sit them. If you want
to discuss issues relating to psychometric tests, talk to
a Careers Adviser.

FURTHER HELP
Useful websites include:
The Careers Service website www.shef.ac.uk/
careers/students/gettingajob has a section
on Psychometric Tests including an online
Psychometric tests talk and information on the
Profiling for Success online assessments
SHL Ltd (publisher of tests) www.shldirect.com
includes example questions and on-line practice
tests with feedback
Online numerical reasoning tests for financial
jobs http://students.efinancialcareers.co.uk/
numerical_test.htm
Keirsey Temperament Tests www.keirsey.com and
click on KTS-II. Similar to the Profiling for Success
personality type indicator
Selected publications in the Careers Service
Watson-Glaser critical thinking appraisal leaflet
widely used decision making assessment tool.
Leaflet contains examples for each of the five
Watson Glaser tests.
How to pass graduate psychometric tests
M.Bryon
How to pass advanced numeracy tests M.Bryon
Psychometric tests for graduates A.Shavick
How to pass technical selection tests M.Bryon
and S.Modha
For a full list of relevant websites, and resources
in the Careers Service, see our handout Careers
Service Support Preparing for Psychometric
Tests
Student Jobshop:
Students Union, Western Bank
T: 0114 222 0941 Open Mon-Fri 10-3 (Tue 11-3)
www.shef.ac.uk/careers/students/jobshop

University of Sheffield Careers Service 2011