Careers and Employability Service
Services for current students

Psychometric tests


Many graduate recruiters use psychometric tests during the recruitment and selection process, and recent surveys show that this is a growing trend across both large and small employers.

Utilised in both the public and private sector, psychometric tests are not just confined to the industries you might expect, such as finance or banking, but are common across all sectors and career fields. 

Tests are coming earlier in the recruitment process, sometimes right at the start. As technology progresses to develop a wider variety of test, the chances are that now, and in the future, you will face one of these during your career.

Practice tests – free to you!


You can access Graduates First and register using your University email address completely free of charge. Alumni can request access to the system by sending us an email. You can access a wide-range of resources including:

  • numerical, verbal and logical tests
  • progress monitor (how you are performing)
  • expert feedback reports 
  • work personality questionnaires

Register with Graduates First

Request access as an alumni

Why do employers use them?

Employers use tests as they are an objective measure of applicants' abilities. 

They are efficient at being able to deal with large numbers of applicants and are easy to administer.


How do they work?

In virtually all cases, tests are now computerised. They are mostly delivered in multiple choice formats and are timed. 

Tests have been researched and trialed and your results are usually compared with how others have done in previous tests. 


Types of psychometric tests

As technology develops, there is a wide variety of psychometric tests, but most will fall into one of the following categories:

Ability tests

Usually numerical, verbal and sometimes diagrammatical reasoning. These are the most widely used by employers. 

Personality tests

These are often about determining personality style or preference. 

There are no right or wrong answers and typically address behaviour and distinguish between personality traits and types.

Motivational tests

These are about your values, drive, energy and engagement.

Situational judgement and work-style preferences

These are about judgement, practical knowledge and often what is referred to as "common sense".

They assess behaviours, skills and competencies and are based on responses to workplace scenarios.

Blog: What are situational judgement
tests and how can I prepare for them?




Careers and Employability Service

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