Psychometric & Aptitude Tests Online
Welcome to PsychometricTests.uk, your online partner to prepare you for psychometric tests of all kinds!
Our goal as assessment professionals is to help candidates obtain any position they are applying for, in all fields. That is why we offer here a complete guide to the various types of tests, whether they be aptitude, personality, languages, or many others.
Offering hundreds of examples, PsychometricTests.uk is THE online solution to launching your career, accessing the job of your dreams, or achieving promotions and climbing your career ladder.
Typically, after applying for a job, you will receive a message from the employer, acknowledging that your application succeeded in engaging them. Accompanying the good news, however, you will also receive seemingly “bad” news - you must take a series of psychometric tests, aimed at evaluating your different strengths and weaknesses. Among these you may find technical tests, aptitude tests, personality questionnaires, professional simulations and more. As if searching for work is not stressful enough, these exams do nothing to ease anxiety, quite the opposite... which is why we created PsychometricTests.uk!
Our aim is to help get you acquainted with the various exams, distinguish true facts from the endless false information out there, and ensure you have the best possible starting point on the long and winding road of your new career.
What Are the Different Types of Psychometric Tests?
The main types of tests you may encounter during recruitment processes are aptitude or reasoning tests, logic tests, personality questionnaires and professional simulations. These tests can be divided into dozens of groups and sub-groups; methods and test publishers may differ between different countries, employers, or recruitment centres.
PsychometricTests.uk provides overviews of each test type, as well as a complete preparation pack, including many examples and free exercises with full answers and concise explanations.
Aptitude tests, as indicated by their name, assess a candidate's abilities in a specific type of reasoning.
Numerical Reasoning Test
Numerical tests range from simple arithmetic tests (or numeracy tests) to numerical reasoning tests that require the interpretation of various types of data, typically in the form of tables and graphs.
Verbal Reasoning Test
Verbal tests range all the way through simple spelling tests, grammar, and language comprehension tests to verbal reasoning tests, which require the examinee to deduce texts which may at times be quite complex.
Logical Reasoning Test
Logical tests include a wide type range of reasoning tests, including spatial, abstract, abductive, or inductive reasoning. This type of test examines your ability to draw logical conclusions from different situations presented.
Diagrammatic Reasoning Test
Diagrammatic tests evaluate your perceptual reasoning. Since they are not based on language comprehension (as are many numerical reasoning tests and not just verbal assessments), these diagrammatic or schematic tests provide a good measure of general intelligence.
Spatial Reasoning Test
Spatial reasoning tests measure your ability to visualize solid objects in two-dimensional form and to manipulate two-dimensional geometric shapes. They are different from diagrammatic (or schematic) reasoning tests, which are based on the interpretation of information or the search for models via visual representations.
Abstract Reasoning Test
Abstract reasoning tests measure your ability to interpret and detect relationships between various elements. An abstract logic test generally includes sequences of diagrams and geometric shapes that are repeated or modified according to a logical sequence.
Test of Reasoning and Mechanical and Technical Understanding
These mechanical psychometric tests are designed to evaluate your grasp of mechanical processes, pendulums, electricity, gear wheels, etc. Tests are generally designed in such a way that, in theory, those without a scientific background can also obtain a high score.
A distinction must be made between aptitude tests and personality questionnaires; in personality questionnaires there are no right or wrong answers. Instead, the exam evaluates the main aspects of your personality, aiming to see if they are consistent with those required by the job.
Professional Situation Test
This type of exam involves evaluation of the candidate during simulations of situations they will encounter as part of the job routine's requirements. These scenarios are also known as assessment centres or assessment days. The situations are suited to each profession or job opening, including management tasks of all kinds and commercial negotiations, and enable the examiner to observe the candidate's behaviour and reflexes throughout each situation. These exercises can take different either individually or in collective forms.
Situational Judgment Tests
Situational judgment tests aim to assess your judgment, character, and skills in different professional situations, such as conflict management, customer service and ethical issues. It can be presented in different forms.
In-Basket or Tray Exercises
The in-tray/in-basket/e-tray/prioritisation test is a type of professional situation test widely used by employers and during assessment days. It assesses your ability to manage different tools and situations that you may encounter in your future job.
The series of tests you may have to take generally include language fluency exams. Whilst in many cases this test takes the form of a simple interview with a consultant fluent in the required language, in other cases the assessment is much more complete: some companies, and in particular multinationals, use tests such as the TOEIC (Test of English for International Communication) or TOEFL to accurately assess the candidate's level of English.
Tests and Assessment Publishers
The main psychometric tests used around the world, classified by recognised test publishers are:
- Thomas International
- cut-e & Aon
- Saville Assessments
- IE University Global Admission Test (ieGAT)
- IBM Kenexa
- Talent Q
- The Predictive Index
- Korn Ferry
- Harrison Assessments
- Electric Institute (EEI)
- Birkman International