If you’re applying for internships, graduate programs, or early career roles, there’s a good chance you’ll encounter psychometric tests during the recruitment process. These assessments are used worldwide to help employers understand how candidates think, solve problems, and behave in workplace settings. 

 Psychometric tests are delivered by a range of providers, with SHL (originally Saville and Holdsworth Limited) being one of the most common. SHL has been developing workplace assessments since 1977, and its psychometric tests often include online numerical reasoning, verbal reasoning, and workplace judgement assessments. 

 If psychometric tests feel intimidating or unfamiliar, you’re not alone. With the right preparation, they can become far more manageable. This guide breaks down what psychometric tests, including SHL assessments, involve and how you can prepare effectively. 

What are psychometric tests? 

Psychometric tests are online assessments used to measure your cognitive abilities, behavioural preferences, and workplace judgement. Rather than testing specific technical knowledge, these assessments focus on how you think, how you make decisions, and how you behave in workplace scenarios.  

Common assessment types include: 

Numerical reasoning 

• Interpret charts, graphs, tables, or percentages and answer questions under time pressure.  

• • These check how well you understand numbers and compare information. 

Verbal reasoning 

• Read a short passage and decide if statements are true, false, or “cannot say”.  

• • These assess your reading comprehension, logic, and ability to work with written information. 

Logical or inductive reasoning 

• Identify patterns, sequences, or rules.  

• • These are about spotting connections and applying abstract problem-solving skills. 

Situational Judgement Tests (SJTs):  

• Review provided workplace scenarios and choose or rank the most effective responses.  

• • These explore how you communicate, work in a team, and handle everyday challenges on the job. 

Personality or behavioural assessments:  

• Explore your work preferences and natural tendencies.  

• • There are no ‘right’ answers – instead, your responses help employers determine how you might fit within a role or team culture. 

Why do employers use psychometric tests? 

 Employers use psychometric tests because they offer a fair and consistent way to compare candidates, especially during competitive internship and graduate recruitment. These assessments help organisations look beyond your resume by highlighting strengths like problem-solving, teamwork, and adaptability. They also reduce bias by focusing on how you think and behave rather than your background, and ensure every applicant is assessed under the same conditions. 

What to expect in a psychometric assessment?  

 Most assessments are completed online at home and are strictly timed. You’ll often work through a mix of test types, for example, numerical, verbal, and situational judgement questions. Clear instructions are provided before you begin, but the time limits can be tight, so it’s normal not to finish every question. Depending on the employer, the full assessment usually takes around 15 to 45 minutes. 

How to prepare effectively 

 Preparation isn’t about memorising content – it’s about feeling comfortable with the format and knowing what to expect. 

1. Try a few practise tests 

Even completing one or two sample tests can make the real assessment feel much less daunting. You’ll get a sense of the timing, question style, and difficulty level, so nothing feels completely new on test day. 

2. Refresh your numerical skills  

Numerical reasoning often involves quick, everyday maths such as percentages, ratios, averages, growth or change, and interpreting charts or tables. A quick refresher on these basics, along with some timed practise, helps you build accuracy and confidence under pressure. 

3. Strengthen your reading and comprehension 

Verbal reasoning and SJTs rely on clear, efficient reading. Practise summarising short articles, identifying the main idea, and distinguishing fact from opinion. These habits help you read faster without missing important details and improve your ability to interpret written information logically. 

4. Think about workplace behaviour 

Situational and behavioural questions focus on how you’d respond to real-world scenarios such as juggling competing priorities, communicating clearly or making ethical decisions. Reflect on what good professional behaviour looks like, and aim for balanced, thoughtful responses. For personality-based assessments, answer honestly and stay consistent with how you naturally work. 

Why does practising matter? 

Practising helps reduce anxiety, which in turn improves your performance. When you know what to expect and how fast you need to work, you’re more likely to make clearer, more informed decisions under pressure. Practising also helps you recognise question patterns, avoid common mistakes, and understand how to manage your time effectively across longer assessments. 

Remember that these assessments are only one part of the recruitment process. Employers will also consider your resume, application responses, interviews, values, and motivation.  

Final tips for test day 

• Set yourself up for success by choosing a quiet space and completing the assessment at a time when you feel alert and focused.  

• Test your internet connection and device beforehand and keep water and working out paper nearby.  

• Read each set of instructions carefully and try not to spend too long on any single question.  

• Staying steady and relaxed will help you think more clearly and move through the questions with confidence. 

Featured image courtesy of Unsplash