Psychometric assessment tests: tips for job seekers

 
Psychometric assessments have become a standard feature of the modern recruitment process in New Zealand. While frequently used, these tests can feel like a mystery, and many job seekers are unsure how to prepare. Rather than a barrier, these assessments are a valuable chance for many employers to gain insight into your skills, personality, and capabilities.
 
Companies use these tools to inform decisions not just about hiring, but also about promotions and professional development. The data helps build a complete profile of your strengths, motivations, and potential fit within the company culture. A psychometric test for a job interview is simply another way for a potential employer to understand you better.
 

What is a psychometric test?

Organisations in NZ use a variety of tests to evaluate different abilities. This can include a mix of standardised and custom-designed questionnaires that explore:
 
The ultimate goal is to predict future job performance and ensure a strong match for both you and the organisation.
 

Types of psychometric assessments

During the hiring process, you will likely face one of three main types of psychometric tests. Understanding them is the first step toward success
 

Aptitude tests

An aptitude test for an interview is designed to measure your cognitive abilities. These online tests often include verbal, numerical, and logical reasoning questions. They assess your skill in working with numerical data, your ability to identify patterns, and how well you can draw logical conclusions based on given information. Core abilities like verbal reasoning and numerical reasoning are frequently evaluated to gauge critical thinking skills required for many roles.
 

Situational judgement tests

Situational judgement tests present you with realistic workplace scenarios and ask you to choose the most effective course of action from a list of options. These tests are designed to assess your problem-solving skills, decision-making, and how your approach aligns with the company’s values. They offer a glimpse into how you might handle real-world challenges on the job.
 

Personality tests

Personality tests explore your character, behavioural style, and underlying motivations. There are no right or wrong answers in these assessments. The objective of psychometric testing of this kind is to gain insight into a candidate's personality, how you interact with others, handle stress, and approach your work. It helps employers understand your personal drivers and personality traits.
 

10 tips to succeed in your psychometric test

Preparing for psychometric testing can significantly improve your confidence and test performance. Here are ten tips to help you succeed.
 
  • View it as an opportunity: Instead of seeing the assessment as a hurdle, view it as a chance to showcase strengths that might not be obvious in a traditional interview. Your self-awareness and honesty can shine through just as much here as they do in person.
     
  • Take practice tests: The best way to prepare is to familiarise yourself with the format. Ask your recruiter for a sample or look for practice psychometric tests online. While the questions on your actual online test will be different, practice helps you get comfortable with the style, time constraints, and types of questions.
     
  • Understand what tests measure: Research the company and the specific role. Is it a highly analytical position common in graduate recruitment? Expect more numerical and logical reasoning tests. Is it a management role focused on team leadership? Expect more personality and situational judgement questions.
     
  • Refresh basic skills: If you know you’ll face a numerical reasoning test, spend some time refreshing your basic mathematics. For verbal reasoning tests that involve written passages, practise reading comprehension exercises to improve your speed and accuracy when processing written information.
     
  • Create a calm environment: If you are taking the test from home, choose a quiet space where you won’t be interrupted. Ensure you have a stable internet connection and turn off all notifications and other distractions. A focused environment helps improve interview performance.
     
  • Read the instructions carefully: Before starting, take a moment to fully read and understand the instructions. Pay close attention to the time limit and how to select the correct answer. Misunderstanding directions can lead to simple but costly mistakes.
     
  • Manage your time wisely: Effective time management is essential. Note the total time allowed and the number of questions. If you get stuck on a difficult question, like finding the next shape in a sequence, it's often better to make an educated guess and move on rather than lose too much time.
     
  • Answer honestly: When answering questions about your personality, be authentic. These tests often have built-in consistency checks. Trying to guess what employers use psychometric results for can lead to a confusing profile. The goal is to find a role where you genuinely fit.
     
  • Get a good night's sleep: Your cognitive abilities are sharpest when you are well-rested. Avoid cramming the night before. Make sure you are relaxed and mentally prepared on the day of the test to help you solve problems effectively.
     
  • Request feedback: After the process is complete, regardless of the outcome, ask the recruiter for feedback on your test scores. This test advice can provide valuable insights for your personal development and help you prepare for future opportunities.

Example psychometric questions

It’s difficult to predict the exact questions you’ll be asked in the different psychometric tests, but here are some examples.
 

Verbal reasoning question:

For verbal reasoning, you could be given a statement and then be asked a True, False or can’t answer question about it, or be given a list of statements and be asked to make a deduction from them.
 
Example: All of these words are similar to each other. Excited, Thrilled, Enthusiastic, Eager, Passionate
 
Find another word that matches the above words: Ecstatic, Doubtful, Uncertain, Hesitant, Unlikely
 
Answer: Ecstatic
 

Numerical reasoning question:

Usually, in numerical reasoning questions, you’ll be given a list of data, which the questions will be based upon. For example, you might have different population rates for each year, and questions stemming from that could ask you to work out the difference in the rates, or to work out percentage differences. It can even be a sequence question, such as:
 
Example: What is the missing number in this sequence: ? 2 4 8 ? 32
 
Answer: 16. Each number gets added by the same number. 4 + 4 = 8.
 
While you can’t predict the exact questions you’ll face, completing a few practice tests is one of the best ways to prepare. Remember, it’s just another step in the overall interview process—so stay calm and approach it confidently.
 
For more advice on navigating every stage of the interview process, download our interview guide. Good luck!
 

FAQs

How do you pass a psychometric assessment?

Success involves preparation and understanding the test's purpose. Use practice questions to become familiar with the format and time limits. During aptitude tests, focus on accuracy and time management. For personality assessments, answer honestly to ensure a good fit.
 

What's the difference between an aptitude test and a psychometric test?

An aptitude test is one of the types of psychometric assessments. The term "psychometric test" is broader and covers aptitude tests (which assess abilities like numerical and logical reasoning), personality tests, and situational judgement tests.
 

What is the purpose of psychometric tests?

The purpose of these assessments is to provide employers with an objective measure of a candidate’s abilities, personality, and suitability for a role. This helps make the hiring process fair and ensures that a candidate’s potential for high job performance aligns with the organisation’s needs.

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