Psychometric & situational judgement tests, explained

Most large graduate schemes screen applicants with online tests before a human ever reads your CV. They're designed to be efficient filters — and they're very beatable with the right preparation.

The main types

• Numerical reasoning. Interpreting data in tables and charts under time pressure. Not advanced maths — speed and accuracy with percentages, ratios and trends.
• Verbal reasoning. Reading a passage and judging whether statements are true, false, or cannot be determined. The trap is using outside knowledge instead of *only* the passage.
• Logical / inductive reasoning. Spotting patterns in sequences of shapes. Tests abstract problem-solving.
• Situational judgement tests (SJTs). You're given workplace scenarios and asked to rank or choose responses. These measure whether your instincts match the employer's values.

How to prepare

• Practise under timed conditions. The pressure is the real test. Free and paid practice packs from the major test providers (SHL, Cubiks, Korn Ferry) mirror the real thing closely.
• Learn the format, not the answers. Knowing how a question type works saves precious seconds.
• For numerical: get fast at mental percentages and reading charts. A calculator is usually allowed, but speed still matters.
• For verbal: answer strictly from the passage. "Cannot say" is correct more often than people expect.

SJTs are different

You can't "revise" an SJT the same way — they probe judgement. The best preparation is to research the employer's values and answer in line with them: prioritising the customer, escalating appropriately, collaborating over going solo. Read the question as "what would a good employee here do?"

Treat these tests as a skill to train, not a verdict on your intelligence. A week of focused practice routinely turns a borderline score into a comfortable pass.