Free practice psychometric tests download

It is also part of the IQ test. Abstract reasoning test : Asks questions about patterns, images, chains, systems, sequences and interrelated figures that are difficult to understand. Verbal reasoning test : Provides questions and information that may seem complex to identify your verbal comprehension. Non-verbal reasoning test : This evaluation works with a wide variety of images, placed in complicated patterns that the applicant must solve.

It works to determine your perception, vision, and creativity. Critical reasoning test : Aims to identify your decision making skills and how well you can focus on a task. Presents complex problems that are sometimes tough to workout.

Personality test : This evaluation is designed to show if you are suitable for the profile that recruiters are looking for. It is widely used by companies to predict the job behavior of the candidates. Projective test : Very similar to the previous one. It determines how the individual may perform in different work and social environments in order to know the features of his identity within the psychological frameworks.

Without the best materials and access to specialized aptitude tests, you would be at a disadvantage. The following are examples of some more specific tests. They are used to determine capabilities in more specific fields, such as law enforcement, and industrial operations. See them below:. Concentration test : Seeks to see if you can stay focused for prolonged periods of time in sometimes stressful or mentally challenging situations. Spatial reasoning aptitude test : Participants must demonstrate their mastery in perceiving shapes and spaces.

It is used for engineers, drivers and pilots of all kinds. Situational judgment aptitude test : It presents situations and problems that require a quick response, and evaluate you on how well you respond in these high-pressure situations. Preferred by security agencies. Mechanical reasoning test : Employs physics problems to identify your understanding of the fundamental laws of physics. It is an essential assessment in the field of construction, industrial engineering, and other areas.

Manual skills aptitude test: You may be asked to analyze systems, assemble, disassemble and reassemble devices. Administrative aptitude test : It is implemented by companies to know if the applicant falls within their administrative standards.

Error checking test : Uses differentiation problems to determine your ability to judge possible problems, slight changes and alterations in a short period of time.

You can save a lot of money and time by taking our online psychometric test. The best-prepared applicants participants are always the ones that get hired.

Empirical knowledge is not enough if it is not supported by the understanding of the format and design of these evaluations. The questions that you will face on the actual test will be easier to understand given your previous practice. You will also learn a number of tips and tricks to help you manage your time and handle the more complex questions. Do not be too surprised, therefore, if your questions increase in difficulty as you progress through the test.

A high score on your psychometric test means a greater chance of securing a coveted chance to impress at interview, so adequate preparation is key. For all psychometric tests, the best form of preparation is a copious amount of practice. Once you have found out all you can about the type of test being set and the way it is being administered, settle into targeted question practice.

This will reveal your strengths and weaknesses, allowing you to focus more time on improving your weakest areas. Working through sample questions and answers will help you to understand the logic of the test and the method of thinking required to rapidly identify the correct answers. Online practice will help you to become accustomed to the timing of the test. This will enable you to become better at achieving the right pace, ensuring full completion of the test with both speed and accuracy.

An initial number of our online psychometric tests of all types can be accessed for free, so you can start practicing with only a time investment. Our test catalogue can be browsed according to aptitude test type, publisher, employer or industry. If you wish to take your practice to the next level and gain access to over different psychometric tests, publisher and employer packages and full solution explanations, we offer a great value All Tests Package with month access. If you put in the hours, avoid the all too common mistakes made by candidates and take stock of our top tips, you will feel calm, confident and fully prepared on the test day.

I thought the questions were well varied and tested a variety of statistical analysis and graphical interpretation skills. The exercises were very helpful and varied, which made me feel more prepared and confident during the exam day. Practice free tests based on the style of those publishers via any of the links below, and check out all our publisher tests here. Individual employers will use their own combination of aptitude tests as part of their assessment process.

Or check out all of our employer tests. Different test providers and employers choose to convey results in different ways. Scores listed may include the raw score number of correct responses given , attempted score, percentage accuracy or precision score conveyed using three values: number of questions attempted, work rate and hit rate. Comparison scores — used so your result can be placed relative to the mean score of your test cohort — may also be given.

A percentile score is often used to compare and filter candidates. They also provide an overview of how the person might perform in the workplace. This all helps employers streamline the hiring process by finding the right candidates more quickly.

Test feedback can be useful in showing your strengths and weaknesses, helping you to improve your performance the next time you encounter such tests. The most useful type of feedback is test-dependent. This is vital if you intend to reapply to the same company in the future. Psychometric tests measure both cognitive ability and mental agility.

They commonly focus less upon knowledge and more on problem-solving ability and accuracy under pressure. The tests are designed to reveal if prospective candidates have the traits sought for the job role in question. They allow employers to judge how a candidate will handle routine tasks, interact with co-workers and cope in stressful situations. You can practice sitting psychometric tests either using test practice books or online practice tests the latter is recommended.

Familiarising yourself with the test format and content will help to dispel nerves about what to expect on the day, and give you a greater chance of achieving a high score. Practice Aptitude Tests has a comprehensive catalogue of psychometric tests written by accredited professionals. To help you improve, we offer worked solutions for each test and an interactive dashboard to track your progress. Start your preparation today by trying out our free tests.

Unfortunately, if you fail your test, you will not normally be able to resit. It should not, however, prevent you from applying to the same company in the future. This is in part due to their objectivity. Psychometric tests are also popular amongst big apprenticeship employers. See a list of examples below. Companies use different providers to design their psychometric tests. Below is a list of popular test publishers.

Every test is different. Remember to pay close attention to any links or training resources that you receive prior to the assessment. They may point to a specific test publisher. You can then visit their website to learn more about their specific test format. The more you know the better. Ask about the time limit, the number of questions, and whether negative marking is enforced.

Read and re-read the question. Make sure that you fully understand what is being asked before jumping to conclusions. Pay close attention to units and dates in numerical reasoning tests. It is so easy to get caught out. Reading the question properly will help you target the relevant data points. A quick sense check can determine whether your answer is feasible. For example, if you calculate a significant percentage increase from June to July but the data does not reflect this, revisit the question.

You should always focus on accuracy over speed. Psychometric tests are scored on the number of correct answers given. Answering 10 out of 11 questions correctly is better than answering 10 out of 20 questions correctly. Most employers favour candidates that show strong attention to detail. This makes sense! No one wants to receive work that is rushed and full of errors. Remember that your psychometric test scores are used to predict your performance in the workplace.

Think about the impression that you are giving off. Speed is also important, but it should not come at the cost of accuracy. There are occasions where you should pay attention to the clock.

If you are stuck on a challenging question for too long, it is wise to select a best guess and move on. Never spend too long on a single question as you could miss out on an easier question later in the test. Pay close attention to the instructions provided at the start of your psychometric test. These will include the time limit and total number of questions. From this, you can calculate the speed you want to maintain. You should not focus too much on the clock.

Measuring your progress after each question will have a negative impact on your performance. Check your pace at the halfway point and never spend too long on a single question. As mentioned previously, this could prevent you from reaching an easier question later in the test. Most numerical reasoning test publishers allow the use of calculators. This is to reflect the equipment available in the workplace.

Try not to write every step of your calculation on rough paper. This wastes precious time. Unlike typical exams, there are no marks awarded for showing your workings. In times like these, it is good to learn the art of a best guess. This is particularly applicable to numerical and inductive reasoning tests. For example, if the data showed an upward trend in sales between the months of March and April, you could rule out any answers that did not reflect this.