Graduate Psychometric Tests: Numerical, Verbal, Logical and SJT Preparation
Identify the graduate psychometric test in your invitation, practise responsibly and use a seven-day plan to improve technique without relying on pass-mark myths.
The test invitation arrives just after you submit an application. It says “online assessment”, gives you a deadline and offers a practice link. You search the employer name, find five different test formats and start practising all of them.
That is usually the wrong first move.
A graduate psychometric test is an assessment used to explore a particular ability, judgement pattern or work preference. It may appear after an application, before an interview or as one part of a wider selection process. But “psychometric test” is an umbrella term, not a format. Numerical reasoning, verbal reasoning, logical tasks, situational judgement and work-style questionnaires ask different things of you.
Your first job is not to beat the test. It is to identify the test you have actually been invited to take.
Write down the provider, test name, deadline, format, permitted equipment, official practice link and adjustment contact. If any field is unclear, use the support route in the invitation instead of guessing from an old forum post.
This guide gives you a responsible preparation system. It does not provide leaked questions, employer pass marks or a promise that practice will make you pass. Those claims are rarely transferable because providers, roles, comparison groups and employer decisions vary.
If your invitation includes a later assessment day, use the graduate assessment-centre overview for the wider process. The assessment-centre exercises guide covers group, case, presentation, written and inbox tasks. This page stays with online and psychometric tests.
Identify the test family
University careers services describe a broad range of psychometric and aptitude assessments. The University of St Andrews separates ability tests from personality questionnaires, while UCL lists numerical, verbal, logical, critical-thinking, situational-judgement, game-based and work-style formats among the material graduates may encounter.
Use the matrix as a translator, not a prediction of what your employer will use.
| Test family | What the task may involve | What it may be designed to explore | What practice can improve | Do not assume |
|---|---|---|---|---|
| Numerical reasoning | Tables, charts, percentages, ratios or short calculations | How you interpret quantitative information and choose a supported answer | Reading data accurately, calculation method, calculator discipline and pacing | That it is an advanced maths exam, or that calculators are always allowed |
| Verbal reasoning | A passage followed by statements or conclusions | Whether you distinguish what the text supports, contradicts or does not establish | Careful reading, evidence location and resisting outside knowledge | That general knowledge should fill gaps in the passage |
| Logical, abstract or diagrammatic reasoning | Patterns, sequences, changing shapes or rule-based relationships | How you identify and apply a rule to unfamiliar information | Rule testing, elimination and disciplined checking | That every visual game measures the same thing |
| Critical reasoning | Arguments, assumptions, evidence or conclusions | How you evaluate the strength and limits of a claim | Separating fact from inference and testing whether a conclusion follows | That verbal and critical reasoning are interchangeable labels |
| Situational judgement test (SJT) | Workplace scenarios with possible responses to rate, rank or choose | Judgement in the role context, including priorities, stakeholders and escalation | Reading the role context and comparing consequences | That an SJT is simply a personality quiz or has one universal answer key |
| Work-style or personality questionnaire | Statements about preferences, behaviour or likely responses | Patterns in how you prefer to work, depending on the instrument | Reading carefully and answering consistently and honestly | That you can reverse-engineer an ideal personality |
| Game-based assessment | Short interactive tasks involving attention, memory, planning or reasoning | A provider-defined set of abilities or behavioural signals | Familiarity with controls, instructions and the testing environment | That the appearance of a game reveals exactly how it is scored |
The employer’s label may not match the broad labels above. A provider can combine task types or use its own product name. Read the introduction and sample items before deciding what you are looking at.
Build a test passport from the invitation
Before any timed practice, make a one-page test passport. It takes ten minutes and prevents hours of irrelevant preparation.
| Field | What to record |
|---|---|
| Employer and role | The exact scheme, function and location |
| Test or provider name | Copy the wording from the invitation or candidate portal |
| Deadline | Include time zone and whether the deadline means start or completion |
| Format | Test families named, number of sections and whether breaks are allowed |
| Equipment | Device, browser, calculator, paper or other permitted items |
| Official practice | Link supplied by the employer or provider |
| Accessibility | Adjustment route, contact and any response deadline |
| Support | Technical-help email, portal or phone number |
Do not assume an employer uses the same provider as last year, the same test across every scheme or the same rules in every country. The Civil Service, for example, publishes its own current list of online tests and candidate practice material. That guidance is useful for a Civil Service invitation; it is not a universal map of private-sector recruitment.
Take one baseline, then diagnose it
Use the official practice link first when one is supplied. If it is only a short familiarisation exercise, choose one reputable representative set for the same test family. Do not buy a large bundle before you know what you need.
Treat your first attempt as a diagnostic. Record four things:
- Accuracy: which answers were right, wrong or uncertain?
- Timing: where did you slow down or rush?
- Method: did you know how to solve the task, or did you improvise?
- Environment: did the device, browser, connection, display or room affect you?
One practice score is not a verdict. A percentage from an unofficial platform may use different questions, timing and scoring from the real assessment. It is useful as a local comparison only when you repeat similar material under similar conditions.
Sort every mistake into an error type
| Error type | What it sounds like | Better next action |
|---|---|---|
| Instruction error | ”I answered the opposite of what the question asked” | Restate the rule in your own words before starting the next set |
| Knowledge or calculation gap | ”I could not set up the percentage or ratio” | Review that method, then complete a small untimed set |
| Slow method | ”I reached the answer but used too many steps” | Compare methods and practise the shorter reliable one |
| Data extraction error | ”I used the wrong row, unit or time period” | Mark units and filters before calculating |
| Unsupported inference | ”The passage sounded positive, so I assumed the statement was true” | Point to the exact sentence that supports the answer; if none exists, reconsider |
| Time-management error | ”I spent too long protecting one answer” | Set a decision point for moving on, if the platform allows it |
| Situational-priority error | ”I fixed the visible task but ignored the customer or risk” | Name the stakeholders, risk, authority and escalation route |
| Technical or environment problem | ”The page froze or the display was hard to use” | Test the supported setup and use the official help route early |
The error label matters more than doing another random set. Ten tests with no review can repeat the same mistake ten times.
Open the preparation lab
The sections below are deliberately separated by test family. Open only the ones named in your invitation.
Numerical reasoning
Refresh percentages, percentage change, ratios, averages and unit conversion only to the level the sample material requires. Practise finding the correct row, period and unit before touching the calculator. Write down intermediate numbers when permitted so a mistyped key does not destroy the whole method.
Calculator rules vary. Check the invitation instead of assuming that a calculator is banned or allowed.
Verbal and critical reasoning
Use only the information you are given. Separate what the passage states from what seems plausible. For critical-reasoning tasks, identify the claim, evidence and missing assumption before judging whether a conclusion follows.
Do not reward an answer because you agree with it in real life. The task is usually about the evidence in front of you.
Logical or diagrammatic reasoning
Check one feature at a time: number, position, rotation, colour, size or sequence. Form a candidate rule, test it against every step, then eliminate options that break it. Randomly staring at the whole pattern is slower than testing features in order.
Situational judgement
Read the role and scenario before evaluating responses. Consider safety, ethics, customer or public impact, evidence, urgency, authority and whether escalation is proportionate. Avoid both extremes: doing nothing and escalating every minor issue immediately.
An employer or provider may define effectiveness differently for a role. Official instructions and role context come before generic online rankings.
Work-style and personality questionnaires
Read each statement carefully and answer honestly. St Andrews advises candidates not to guess the "best" answer. Trying to manufacture an ideal profile can make responses inconsistent and may leave you pursuing work that does not fit you.
Game-based assessments
Use provider familiarisation material to learn the controls and accessibility options. Aon explains that online assessments can combine tests or questionnaires and that task types vary. Do not infer the scoring model from the graphics, and do not use automation or outside help.
Three original practice examples
These are GradSharp-created learning examples. They are not copied from an employer, Civil Service test or commercial provider, and they do not imitate a proprietary interface.
A careers event received 240 registrations. Ninety registrants attended. What percentage attended?
Answer: 37.5%. Divide 90 by 240, then multiply by 100. The discipline is to identify the part (90) and whole (240) before calculating.
Passage: A retailer introduced online booking in 12 stores. Waiting times fell in eight stores during the first month.
Statement: Online booking increased sales in the first month.
Answer: Cannot say. The passage reports waiting times, not sales. A possible business benefit is not evidence for this statement.
You are preparing a client update due in one hour and notice that two source files disagree. A colleague suggests using the newer figure without checking so the update goes out on time.
A stronger first move: flag the discrepancy to the responsible colleague or manager, explain the deadline and ask which source is authoritative while checking the audit trail. This protects accuracy without silently missing the deadline. The exact response still depends on your role, authority and the scenario instructions.
A seven-day preparation plan
Use this when the deadline allows a week. If you have less time, keep the order and reduce the volume rather than skipping the diagnostic.
| Day | Focus | Useful output |
|---|---|---|
| 1 | Decode the invitation and complete official familiarisation material | Test passport plus one baseline attempt |
| 2 | Review errors without a timer | Top two error types and one improved method for each |
| 3 | Work on the weakest relevant test family | Two short technique sets with written explanations |
| 4 | Complete a timed representative set | Timing notes and a rule for when to move on |
| 5 | Repeat under realistic conditions | Updated accuracy, timing and environment notes |
| 6 | Run one full simulation if suitable material exists | Final error review and technical checklist |
| 7 | Light review only | Calm setup, confirmed deadline and support details |
Do not spend the final evening doing test after test until you are tired. A rested candidate who reads accurately is in a better position than an exhausted candidate chasing one more practice percentage.
Keep a practice log that changes your method
Copy this structure into a notebook or spreadsheet. The final column is the reason the log exists.
| Date and family | Source | Accuracy or feedback | Timing observation | Error type | One change next time |
|---|---|---|---|---|---|
| Example: Tuesday, numerical | Official familiarisation set | 8 of 12 correct | Rushed final four items | Data extraction | Circle units and reporting period before calculating |
| Your attempt |
If the platform does not provide item-level feedback, record what you can: instructions that felt unclear, where time pressure appeared, technical problems and question types that created uncertainty. Do not invent certainty from a single headline score.
Reasonable adjustments and accessibility
Processes differ between employers and providers. Use the route stated in the application or invitation and make contact early enough for the organisation to respond before the deadline.
In the UK, Acas says job applicants can ask for reasonable adjustments during recruitment, including more time for an interview test where appropriate. The Civil Service publishes a separate candidate guide and recommends using its practice tests to identify access difficulties. In Ireland, IHREC states that a person with a disability can request reasonable accommodation from an employer or potential employer at recruitment stage, subject to the applicable process and legal limits.
This is general preparation guidance, not legal advice. Explain the barrier you experience and the adjustment that may help. Keep a written record of the request and response. Do not wait until after completing the assessment to raise a problem you could identify from the official practice material.
Test-day checklist
- Reopen the invitation and confirm the deadline and time zone.
- Use the supported device and browser.
- Close unnecessary tabs, notifications and background downloads.
- Check power, connection, display and audio if relevant.
- Prepare paper, calculator or other equipment only if permitted.
- Keep the technical-support contact available.
- Read the instructions and examples before starting the scored section.
- Complete the assessment yourself without outside help.
If the platform fails, take a screenshot that does not expose test content where possible, note the time and error message, and contact the named support route promptly. Do not repeatedly relaunch or start a second attempt unless the instructions tell you to do so.
Common mistakes that waste preparation time
Practising the wrong test. Employer names are not formats. Start with the invitation.
Memorising leaked answers. They may be false, outdated or proprietary, and using them can breach assessment rules. They also teach nothing transferable.
Doing endless sets without reviewing errors. Volume only helps when it changes your method.
Ignoring the exact instructions. A familiar-looking task can use a different response rule.
Treating unofficial scores as guaranteed cut-offs. The employer may use another provider, comparison group or decision process.
Trying to game work-style questions. There is no universal ideal profile, and forced answers can become inconsistent.
Leaving adjustment requests too late. Use the employer or provider route as soon as you identify a barrier.
If online tests are one part of a busy application season, the final-year graduate job-search timeline helps you plan them alongside applications and interviews. The graduate interview evidence-bank guide takes over when you need spoken examples rather than test practice.
Questions applicants ask before starting
Are psychometric tests used for every graduate job?
No. Some employers use one or more online assessments; others use applications, work samples, interviews or assessment centres without a psychometric test. Follow the live process for your role.
Can practice improve performance?
Relevant practice can improve familiarity, method, pacing and your ability to spot recurring errors. It cannot guarantee progression, and practising an unrelated format may have little value.
What is a good psychometric test score?
There is no reliable universal number. Scoring, comparison groups and employer decisions vary. Use practice results to track your own technique, not as a promised pass mark.
Can I use a calculator?
Only if the instructions permit it. Check the invitation, provider guidance and on-screen rules before the assessment.
Are SJTs personality tests?
Not usually. An SJT asks you to evaluate responses to work scenarios. A personality or work-style questionnaire asks about preferences or typical behaviour. Providers may use different labels, so check the description.
Can I request extra time?
You can ask about reasonable adjustments through the stated route. Whether extra time or another adjustment is suitable depends on the test, your needs and the applicable process. Contact the employer or provider early.
What should I do if the platform fails?
Record the time and error, preserve appropriate evidence without copying secure content, and contact the named support route promptly. Follow its instructions before relaunching or making another attempt.
Sources checked
This guide was reviewed against current Civil Service online-test and candidate-adjustment guidance, UCL and University of St Andrews careers guidance, Aon candidate preparation material, Acas recruitment guidance and IHREC information for Irish recruitment. These sources support the distinctions and preparation principles above; they do not establish one test format or pass mark for every employer.
Your next 20 minutes
Open your real invitation and fill in the eight fields in the test passport. Then complete only the official familiarisation material linked there. Record one error type and one change for your next attempt.
If you have not yet reached the testing stage, use the UK graduate job-board and employer-site guide to build a focused search routine. Applicants concerned about degree filters should use the 2:2 graduate-scheme strategy guide rather than treating a test invitation as proof that every eligibility check is complete.