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Psychometric tests

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Many graduate recruiters use psychometric tests and recent surveys show that this is a growing trend across large and small employers.

Testing is 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.

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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. 

Your results are usually compared with how others have done in previous tests. 

FREE practice tests


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

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.

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

Games-based assessments

A candidates aptitude and/or personality traits are assessed whilst playing online games designed with the role and organisation in mind.

Used by employers as an alternative to standard psychometric tests, they are easy to access and do not require any experience in playing games.

Careers Blog: What You Need to Know About Games-Based Assessment

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