Psychometric tests

Psychometric tests take the form of personality and/or aptitude tests - used to test your suitability for a particular job. Personality questionnaires aren’t tests; rather they are indicators of your personality type and are not time-limited. There are no right or wrong answers. Answer honestly and avoid trying to predict what would be a good or bad response.

Aptitude tests are formal tests, assessing your ability in verbal, numerical or diagrammatic reasoning. They are strictly timed and are normally completed online. Practicing aptitude tests before doing it for real can improve your performance significantly. Keep an eye on the time and don’t spend too long on any one question

Gamification is increasingly being used by graduate recruiters as an alternative to traditional psychometric tests. These take the form of playing a timed online game. The recruiter can obtain valuable, predictive analytics on a range of attitudes and behaviours demonstrated by the player. These could include decision-making, risk-aversion etc. Unlike traditional psychometric tests it’s not possible to practice these games in advance since they are usually bespoke and don’t measure a score that can be improved with practice. A useful guide for applicants is available here.

Useful links and practice tests



  • Arctic Shores - producer of tests for many organisations
  • KPMG - Around the world in 80 days hot air balloon race
  • Deloitte - A game to see if you will fit in to the organisation. 
  • L'Oreal - 'Reveal' game that lets you experience and manage a global business.