Ace Your Upcoming Test with Accurate Free Psychometric Test Questions

Psychometric Tests are used in the recruitment process of many companies and organisatios, from banks and finance firms such as RBS to the Civil Service.

In many cases, applicants will receive an email with specific instructions as to what test they must complete when applying online. For example, you could receive an email from a potential employer stating that you must take the SHL exam or the Watson Glaser within three days.

With this information in hand, you can find professional practice resources to prepare you to ace the test.  

Read and watch our beginner's guide to psychometric tests. Learn the basics directly from our experts to get a sure footing on the challenge ahead.

Get the advantage with example questions and answers with pro tips and solving techniques.

 Test your skills by taking one of our sample tests, complete with solutions and explanations.

With six primary test providers and numerous variations of the numerical reasoning test, properly preparing can be a challenge. JobTestPrep has put together a free sample test, taking into account the styles and formats of all test providers.

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Not all Verbal reasoning tests are alike, and knowing how to start prepping can be confusing. JobTestPrep makes it simple by laying out several test variations in one free test.

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JobTestPrep helps you prepare for this test by giving you all the common logical rules to answer each type of test question on a silver platter.

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Speed and accuracy are essential when taking a mechanical reasoning test, but also preparing for the right level of difficulty in regard to the questions can also be a challenge.

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From images to a whole range of items, our spatial reasoning practice test give you ample practise in assembling and disassembling and showing you how to draw quick conclusions even from the limited information presented to you.

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JobTestPrep fully readies you for this test by covering the four primary competencies involved, including; social intelligence (teamwork, support, motivation) and cognitive abilities (prioritising, planning, and problem-solving) and job performance (creativity, resilience, learning and development.) Questions will be formatted like the real test with scenarios, responses, and instructions. So, let's try the free test.

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Our free practice test provides you with both an in-depth preparation with a personalised touch. All questions mirror the real live exam, giving you an advantage over the competition.

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The most common Critical Thinking Test is the Watson Glaser test.

Take a free Watson Glaser practice test, and learn all about the Watson Glaser Critical Thinking Appraisal on this page.

Some job seekers believe that a strong resume speaks louder than test results, and while that may be true for jobs with low competition (under ten applicants), it becomes less true as competition rises, especially above 50 applicants. The greater the number of applicants, the heavier consideration is given to tests in the recruitment process.

Practically, this means that in many cases, only the top 5-10% of test-takers are even considered for an interview, as the aim is to narrow the pool of applicants down to 10-20 candidates. In short, when applying for companies running wide-scale recruitment, scoring very high on the test is critical.

A high psychometric test score has the potential to transform your career in the following three ways:

• Successful Job Interview - Your chances of getting hired will rise significantly since high scorers are given top priority during the selection process. 
• Potential for Higher Salary - Companies typically offer higher salaries to candidates who stand out from the pack with excellent test scores.
• Future Promotional Opportunities - Psychometric test results will be stored in your personal portfolio. Once an opportunity arises for promotion, your test scores will be considered by the company when evaluating your potential to take on more responsibility.

In cases where the recruitment process includes both aptitude and personality tests, the personality tests are often more influential in the final hiring decision. This is because personality tests provide an in-depth report of candidates’ character traits, which can help recruiters determine which applicants are the best fit for the job. These attributes include assertiveness, dominance, motivation, responsibility, reliability, communication skills, organisational ability and much more.

Your chance of getting hired for the desired position is improved when the traits that the personality exam shows you possess match the ones required for the job you are seeking. So, preparing for personality tests can boost your chances of landing the job.

Many pre-employment exams include both cognitive and personality tests, like the Suited Assessment. In cases where the recruitment process includes aptitude tests without a personality test, the sections of the aptitude test that are most relevant to the position are the most crucial. For example, spatial and mechanical reasoning might be weighted more heavily for an engineer, while verbal reasoning might be weighted more heavily for a communications specialist. Many recruiters utilise brief aptitude tests during the hiring process, as explained in the following section about online exams.

Since most job recruitment now takes place online, many psychometric tests are also conducted on the internet. In some cases, candidates may even receive an email while applying with a link to a test they will be required to complete online.

Additionally, some companies administer tests as part of the application process itself.

When applicants choose a position from available job boards, they may be automatically transferred to the application tracking system (ATS).

An ATS is a third-party platform used by employers to manage their hiring process. Switching to the ATS system may occur as soon as one clicks on the button to apply, after which candidates can fill in their details, attach their CV, answer personal background questions and possibly take a brief screening test (about 12 minutes).

Candidates who pass the initial screening test may be asked to take a short personality test, followed by an online interview.

These brief assessments are used to reduce the likelihood that candidates will get discouraged and drop out during the process.

Candidates may be asked to perform aptitude tests at the company’s location, in which case the test process may take about 3 hours.

Click here for our page about the UCAT- The main psychometric exam for medical students in the UK or see the free UCAT practice test.

If you do not score in the top 20% of applicants in psychometric screening, it is highly unlikely that you will be invited for an interview, let alone offered a position. 

And remember, you must pass both aptitude and psychometric screening in order to continue in the hiring process. 

Increase your score on your fast-arriving psychometric test with access to our complete library of test prep resources organised by the employer and test type. We stand behind all of our products with a money-back guarantee.

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