Psychometric TestsYour essential guide to being successful in

completing psychometric tests.

Psychometric tests are used by many employers as a part of the selection

process as a way of objectively assessing your suitability for their graduate

positions.

Practice these tests on our Lancaster University Careers

website:

https:/www.lancaster.ac.uk/careers/students/psychometric-

tests/

Visit TARGETconnect to book

an appointment with our

psychometric tutor or attend

a psychometric tests

workshop:

careers@lancaster.ac.uk 01524592767

What are Psychometric Tests?

Psychometric tests generally take place online at an early stage of the recruitment process. This is usually

after you have submitted an application form, but the test may take place before or after your application

has been reviewed by the employer.

You have to pass the tests to proceed to the next stage of selection, which could be either an interview

or an assessment centre. Employers may check your test scores by retesting you at the assessment

centre.

Types of Tests:

There are different types of tests:

Aptitude/ Ability tests – Including Verbal Reasoning, Numerical Reasoning, Logical Reasoning,

Personality Tests,

Situational Judgement Tests.

Aptitude/Ability Tests:

These test a range of skills and abilities that are needed in order to effectively undertake a particular job role. There is a wide range of different types of test and those you will be asked to sit will vary depending on the nature of the job.

Tests may include multiple choice, have definite true/false answers and are strictly timed. Your scores will be compared to a suitable ‘normal group’ such as previously successful candidates.

Examples of aptitude / ability tests include:

Numerical Reasoning: Interpreting data, graphs or statistics.

Verbal Reasoning: Understanding of written information, evaluation of arguments often usingcomprehension exercises.

Logical Reasoning (also known as Abstract Reasoning/Inductive Reasoning): Commonly usedfor IT/Engineering posts; test ability to quickly identify patterns and follow diagrammaticinstructions.

Personality Tests:

These tests assess your typical behaviour when presented with different situations and your preferred way of going about things. They examine how likely you are to fit into the role and company culture. Assessors may match your responses with those of a sample of successful managers or graduate recruits.

Employers look for people with certain characteristics for particular jobs. For example, for a sales role they may want someone who is very forward, sociable, and persuasive.

Whilst you may be tempted to try to answer these questions in the way that you think the employer wants, it is probably more beneficial to answer these honestly to avoid being recruited for a role that you actually have no passion for.

Situational Judgement Tests: Situational judgement tests are designed to assess your level of competence in a number of areas that are deemed important for being successful in a particular job. The test provides you with various work- related scenarios that require some action. Typically, each scenario provides four different courses of action from which you are required to choose the best option.

Note: you may also be asked to indicate what you think is the worst option, or rank them in order of effectiveness. Some situational judgment tests are timed, others are not.

Top Tips:

Numeracy Tests:

Brush up your basic arithmetic with and without a calculator. Numerical tests are not purely arithmetical but it will help.

You need to be comfortable working out percentages, exchange rates, time differences, time/speed/distance calculations, reading charts, graphs and tables.

Number puzzles such as Sudoku can help you recognise numerical patterns.

Verbal Reasoning:

You are generally given a written passage of text and asked to use that information to answer multiple questions.

Use only the information given in the text to decide on your answer – this is not a test of your general knowledge but a test of understanding.

It is quickest to read the questions first, then read the passage, seeking out the answers to the questions. Be sure to read the whole passage though.

Develop your skills in quick comprehension by reading an article in a serious newspaper and summarising each paragraph in a sentence or two.

Logical Reasoning:

Practice sample diagrammatic IQ tests.

It can be useful to develop a mental checklist of strategies to solve logical reasoning questions, such as a list of different rules that govern size, shape, number etc. This can help you to work more methodically in the test.

Look at one rule at a time. There may be extraneous data within the question, which is designed to confuse you. Focusing on a single aspect can help you work out what is important and what is not.

Manage your time. Sometimes you will come up against a question where you just cannot see the answer. Tempting as it can be, do not spend too much time on it. Move on and if you have time at the end, go back and check it.

If you are struggling to find a pattern, sometimes there are clues in the answers. Look for any patterns or themes in the possible answers; that might help you spot what is important within the question.

Practise Tests:

Whilst some may say it isn’t possible to prepare for a psychometric test as there isn’t anything

specific to ‘revise’, becoming familiar with the sorts of questions asked and the approaches to

answering the questions correctly can help prepare you for tests.

In order to familiarise yourself with the type of questions that may be asked, read and follow the

instructions contained in this practice leaflet for each test and questionnaire:

Verbal Test:

In this test, you are given two passages, each of which is followed by several statements. Your task is to evaluate the statements in the light of the information or opinions contained in the passage and

to select your answer according to the rules given below. Answers on the penultimate page.

MARK/CIRCLE A:If the statement is patently

TRUE or follows logically, given the information or opinions contained in the passage.

MARK/CIRCLE B:If the statement is patently

UNTRUE or the opposite follows logically, given the information or opinions contained in the passage.

MARK/CIRCLE C:If you CANNOT SAY whether

the statement is true or untrue or follows logically

without further information.

The big economic difference between nuclear and fossil-fuelled

power stations is that nuclear reactors are more expensive to

build and decommission, but cheaper to run. So disputes over

the relative efficiency of the two systems revolve not just around

the prices of coal and uranium today and tomorrow, but also

around the way in which future income should be compared.

1. A. B. C. The main difference between nuclear and fossil-fuelled power stations is aneconomic one.

2. A. B. C. The price of coal is not relevant to discussions about the relative efficiency of nuclearreactors.

3. A. B. C. If nuclear reactors were cheaper to build and decommission than fossil-fuelledpower stations, they would definitely have the economic advantage.

At any given moment, we are being bombarded by physical and psychological stimuli competing for our attention. Although our eyes are capable of handling more than 5 million bits of data per

second, our brains are capable of interpreting only about 500 bits per second. With similar disparities between each of the

other senses and the brain, it is easy to see that we must select the visual, auditory, or tactile stimuli that we wish to compute at

any specific time.

4. A. B. C. Physical stimuli usually win in the competition for our attention.5. A. B. C. The capacity of the human brain is sufficient to interpret nearly all the stimuli

the senses can register under optimum conditions. 6. A. B. C. Eyes are able to cope with a greater input of information than ears.

Numerical Test:

In this test, you have to use tables and figures presented in statistical tables to answer the questions. In each question, you are given five options from which to choose. One, and only one, of the options is correct in each case. Answers at page 8.

1. Which country had the highest number of people aged 60 or over at the start of 1985?

A. UK. B. France. C. Italy. D. W. Germany. E. Spain.

2. What percentage of the total 15mm button production was classed as sub-standard in September?

A. 17.5%. B. 20%. C. 23.5%. D. 27.5%. E. 28%.

3. How many live births occurred in 1985 in Spain and Italy together (to the nearest 1000)?

A. 104,000. B. 840,000. C. 1,044,000. D. 8,400,000. E. 10,440,000.

4. What was the net effect on the UK population of the live birth and death rates in 1985?

A. Decrease of66,700.

B. Increase of84,900.

C. Increase of85,270.

D. Increase of752,780.

E. Cannot say.

5. By how much did the total sales value of November’s button production vary from October’s?

A. $28.50(Decrease).

B. $142.50(Decrease).

C. $285.00(Increase).

D. $427.50(Decrease).

E. No change.

6. What was the loss in potential sales revenue attributable to the production of sub-standard (asopposed to standard) buttons over the 6 month period?

A. $213.75. B. $427.50. C. $2,137.50. D. $2,280.00. E. $4,275.00.

Logical Test:

In this test, you are given a set of figures. In each question, you are given five options from which to choose. This type of question requires you to look at the pattern in the square and understand their relationship to one another, so as to identify the missing square. One, and only one, of the options is correct in each case. Answers at page 8.

1.

A. B. C. D. E.

2.

A. B. C. D. E.

3.

A. B. C. D. E.

4

A. B. C. D. E.

5.

A. B. C. D. E.

6.

A. B. C. D. E.

7.

A. B. C. D. E.

Situational Judgment Test:

Scenario: You are working for a breakdown recovery company in their call centre. You have received a call

from a woman who has been waiting in for a mechanic for over an hour with her young children.

Company targets aim to support all customers within an hour and reduce that time for lone

women, or customers with children to below half an hour. This message has formed part of the

most recent advertising campaign. The customer is upset, talking in a raised voice and her child is

heard crying in the background. Of the following options indicate which would be the ‘most

effective’ first action?

1. Listen to the customer and tell them that you can relate to their predicament andunderstand why they are upset acknowledging that it must be very frustrating for them.

2. Explain that it has been exceptionally busy today and the mechanic has had a lot of callouts and the traffic is horrendous but you’re sure they will arrive soon.

3. Apologise to the customer and say you will arrange for another mechanic to be sent out.4. Ask the customer to hold while you contact the mechanic to whom the job was allocated

to establish where they are and then provide the customer with an updated estimatedtime of arrival.

A. 1. B. 2. C. 3. D. 4.

How did I get on? These are the correct answers for the tests. Check your answers against them and see how many you answered correctly.

Verbal Test Numerical Test Logical test

A B C A B C D E A B C D E

1. A B C 1. A B C D E 1. A B C D E

2. A B C 2. A B C D E 2. A B C D E

3. A B C 3. A B C D E 3. A B C D E

4. A B C 4. A B C D E 4. A B C D E

5. A B C 5. A B C D E 5. A B C D E

6. A B C 6. A B C D E 6. A B C D E

7. A B C D E

Situational Judgment Test:

D. Is the most effective response as it directly takes control of the situation, and will ultimatelyprovide the information to make a more informed decision. After contacting the mechanic youwill know whether it might be wise to allocate the job to a mechanic who is closer, especially ifthey are stuck in traffic. Although customers may not like to be put on hold, it is the mosteffective way to solve the issue at hand.

Further help:

Digital Course:

Access the Digital course to learn more about psychometric tests. The course will help you familiarise yourself with the different types of tests and suggests ways on how to prepare for employers tests. Pass the assessment and gain 5 points towards your Lancaster Award: https://xerte.lancaster.ac.uk/play.php?template_id=467#resume=1

If you need help preparing for psychometric tests you can book an appointments with a Psychometric Tests Tutor via TARGETconnect: https://lancaster.targetconnect.net/

You are advised to use these online tests before you book an appointment to identify the areas that you need to work on with the tutor.

If you need further information, please contact Caroline Lyth (Psychometric Tests Tutor), email: c.lyth2@lancaster.ac.uk

Other Online Resources:

Profiling For Success, Graduates First, PwC E-learn Resource:

https://www.lancaster.ac.uk/careers/students/psychometric-tests/;Prospects: http://www.prospects.ac.uk/careers-advice/interview-tips/psychometric-tests;TARGETjobs: https://targetjobs.co.uk/careers-advice/psychometric-tests;Assessment day (with explanation): http://www.assessmentday.co.uk/;Graduate Wings (with explanation): http://www.graduatewings.co.uk/;https://www.kent.ac.uk/careers/psychotests.htm;https://www.shldirect.com/en/practice-tests example tests from a leading test publisher; https://practicetests.cubiks.com/;http://www.psychometric-success.com/;https://www.jobtestprep.co.uk/free-aptitude-test;https://www.psychometrictest.org.uk/sjt/;Disabled talent: focusing on your ability (CEB/SHL Direct): information about;adjustments in psychometric testing:

https://www.shldirect.com/en/assessment-advice/accessibility-support;http://www.graddiary.com/numerical-reasoning-tests/;Mathcentre Numeracy Refresher Booklet: ideal preparation for graduate level numerical

reasoning tests.http://www.mathcentre.ac.uk/resources/Refresher%20Booklets/numeracy%20refresher/ma thcentreNumeracy1.pdf;Practice Reasoning Tests: a micro-site provided by Wiki-Jobs with information, advice and practice tests: https://practicereasoningtests.com/.

Get in touch:

https://lancaster.targetconnect.net

careers@lancaster.ac.uk

01524592767