Psychometric testing for job interviews: what to expect and how to prepare

Finding out that you will be required to undertake a psychometric assessment as part of the interview process can feel daunting, but with the right preparation, you can approach it with confidence. Understanding what to expect can help ease any anxiety and give you the best chance of success. 

What is psychometric testing? 

Psychometric testing, also known as a psychometric assessment, is a structured way to assess a candidate’s suitability for a role by measuring their intellectual abilities, personality traits, and emotional intelligence. Many organisations use these tests to gain an objective understanding of candidates’ strengths and how they align with the job requirements. 

According to Sue Lawson from Psychometric Solutions and Innovations, psychometric assessments are increasingly used by employers after the initial interview to identify key characteristics that may not always be apparent in conversation. She emphasises that while these tests are valuable tools, they are just one part of a broader hiring strategy. 

Psychometric testing usually falls into three categories: 

• Aptitude tests (measuring intellectual abilities) 

• Personality psychometric tests (assessing traits and behaviours) 

• Emotional intelligence tests (evaluating interpersonal skills and self-awareness) 

Types of psychometric tests 

Aptitude psychometric tests for job interviews 

Aptitude tests measure your cognitive skills, problem-solving abilities, and ability to process information under time constraints. Employers use them to assess how well candidates think critically and adapt to new challenges. 

Common types include: 

• Verbal reasoning: Assesses how well you understand and evaluate written information. 
  • Example use: Employers in law, journalism, and marketing use verbal reasoning tests to evaluate how well candidates can analyse written material and draw logical conclusions.

• Numerical reasoning: Tests your ability to work with numbers, analyse data, and solve mathematical problems. 
  • Example use: Finance, engineering, and data analysis roles often require strong numerical reasoning skills to assess financial reports, calculate risk, or interpret statistics. 

• Logical reasoning: Evaluates your problem-solving skills through pattern recognition and sequences. 
  • Example use: Employers in technology, IT, and consulting use logical reasoning tests to assess how well candidates can identify patterns and solve complex problems. 

Example question: Find the missing number in the sequence: 75, 78, 74, ?, 73, 76, 72 

A: 78 

B: 79 

C: 76 

D: 77 

E: 75 

Answer: D (77) 

Personality psychometric tests for job interviews 

Personality psychometric assessments provide insights into your behavioural traits, work style, and interpersonal skills. These tests help employers understand how you relate to colleagues, solve problems, and manage stress. 

Employers may use these for roles requiring teamwork, leadership, or high-stress environments. 

• Example use: Customer service, sales, and management roles often require strong interpersonal skills, so personality tests help employers identify candidates with the right temperament and communication style. 

• Example use: Healthcare and emergency services use personality tests to assess how candidates handle stressful situations and interact with patients or the public. 

Example question (sliding scale): "I enjoy talking to strangers." 

A: Never 

B: Sometimes 

C: Neutral 

D: Usually 

E: Always 

Answer: There is no right or wrong answer - choose what best reflects your personality. 

Emotional intelligence tests 

Emotional intelligence (EQ) tests measure how well you recognise and manage emotions in yourself and others. These psychometric evaluations are commonly used for customer service, sales, and management roles where interpersonal skills are key. 

• Example use: Sales and hospitality industries use emotional intelligence tests to determine how well candidates build rapport with clients and handle difficult customers. 

• Example use: Leadership and HR roles require strong emotional intelligence to manage teams effectively, navigate workplace conflicts, and foster a positive work environment. 

Example scenario: You are in a high-pressure situation with multiple deadlines. How do you respond? 

A: Prioritise tasks and remain calm. 

B: Get stressed and struggle to focus. 

C: Ask for help from a manager. 

D: Ignore the pressure and push through. 

Industries that use psychometric testing 

Psychometric tests are widely used across different industries, particularly in roles requiring analytical thinking, leadership, and interpersonal skills. Some common fields include: 

• Sales & marketing: Personality assessments help identify persuasive and adaptable candidates. 

• Healthcare & nursing: Emotional intelligence tests assess candidates’ ability to handle stress and provide compassionate care. 

• Finance & banking: Numerical reasoning tests measure data analysis and mathematical problem-solving skills. 

• Engineering & IT: Logical reasoning tests evaluate analytical thinking and problem-solving abilities. 

How to prepare for psychometric tests 

Best strategies for success 

While you can’t “study” for psychometric tests in the traditional sense, you can prepare effectively by following these strategies: 

• Research the test format: Find out which psychometric tests will be administered. 

• Practise online tests: There are free psychometric practice tests available to help you become familiar with the question styles. 

• Read widely: Expand your comprehension and reasoning skills. 

• Play brain games: Word puzzles, logic challenges, and number games can sharpen your cognitive abilities. 

• Improve time management: Timed psychometric evaluations require quick decision-making, so practise working under pressure. 

On the day: practical tips 

• Read instructions carefully before starting. 

• Work quickly but accurately—don’t spend too much time on one question. 

• Skip difficult questions and return to them later if time allows. 

• Double-check your answers if you finish early. 

Psychometric testing for job interviews can be challenging, but with preparation, you can improve your performance and feel more confident on test day. Understanding the different types of psychometric assessments, practising online, and approaching the test with a positive mindset will give you the best chance of success. Good luck! 

FAQs about psychometric testing 

1. What happens if I don’t do well on a psychometric test? 

Psychometric tests are just one factor in the hiring process. Employers also consider your interview performance, experience, and overall fit for the role. 

2. Are psychometric tests mandatory? 

Some companies require them for specific roles, but not all employers use psychometric assessments. 

3. Can I retake a psychometric test? 

It depends on the employer. If you feel your results don’t reflect your abilities, you can discuss it with the recruiter. 

4. Which industries commonly use psychometric testing? 

Industries such as finance, technology, healthcare, sales, and management frequently use psychometric assessments to evaluate candidates. 

5. How long do psychometric tests take? 

It varies, but most psychometric evaluations range between 15 and 60 minutes, depending on the complexity and number of sections. 

Armed with this knowledge, you can now approach psychometric testing with confidence. The key is preparation - treat the test as an opportunity to showcase your strengths. Good luck!