Perfect the Art of Psychometric Tests

You’ve made it through the resume shortlist—now comes the next step in the hiring process: psychometric testing. These assessments are increasingly used by Australian employers to evaluate candidates’ cognitive ability, behavioural traits, and cultural fit. In fact, many large organisations and government roles now use psychometric tools to complement interviews and reference checks.

But don’t worry—this isn’t a psychological interrogation. These tests aren’t designed to trick you or expose hidden flaws. They’re simply a tool to help employers identify the best match for a role based on skills, aptitude, and personality.

Understanding how they work (and how to approach them calmly and confidently) is your best strategy for success.

What Are Psychometric Tests?

Psychometric tests are standardised assessments designed to measure two main areas:

1. Aptitude and Cognitive Ability

These tests assess skills such as:

• Numerical reasoning
• Verbal reasoning
• Abstract or logical reasoning
• Information checking and accuracy

They help determine whether you have the intellectual ability to perform the tasks required in the role.

2. Personality and Behavioural Traits

Personality assessments measure attributes like:

• Motivation and emotional resilience
• Teamwork and sociability
• Integrity and reliability
• Problem-solving and decision-making

The goal is to understand how you may behave in the workplace, how you respond to pressure, and how well you align with a company’s culture or values.

Psychometric results are rarely used in isolation—they’re typically combined with interview performance and qualifications to form a holistic view of your suitability.

When Are They Used in the Hiring Process?

Employers may use psychometric testing at different stages of recruitment:

• Early screening – to narrow down a large pool of applicants
• Pre-interview – to gather insights before a face-to-face or video interview
• Post-interview – to compare final candidates more objectively

Some roles, particularly in government and graduate programs, may require psychometric testing as a mandatory step. Check the job ad or recruitment emails carefully for timing and instructions.

How to Prepare for Psychometric Tests

While you can’t memorise answers, you can sharpen your test-taking skills and mindset. Here’s how to prepare:

✔ Understand the Format

Ask your recruiter what types of tests will be included. Will it be timed? Can you use a calculator? Will it be done online or supervised in person? Many testing providers (e.g. SHL, Saville, Revelian) offer practice questions—look them up ahead of time to reduce anxiety.

Some sample platforms include:

• Psychometric Institute (AUS)
• Practice Aptitude Tests

✔ Practise Under Timed Conditions

Take mock tests using real time limits. This will improve your ability to think clearly under pressure and manage pacing. Focus on logic puzzles, crosswords, Sudoku, and word games to improve mental agility and attention to detail.

If numeracy is a weakness, brush up on basic maths—fractions, percentages, and interpreting data from graphs. It could make a noticeable difference in your score.

Getting Ready on Test Day

✔ Fuel Your Brain

Have a balanced meal beforehand—avoid sugary snacks or caffeine overloads that could spike and crash your energy. Stay hydrated and aim for a good night’s sleep.

✔ Create a Calm Environment

If you’re taking the test online, find a quiet space with no distractions. Turn off notifications, close other browser tabs, and use a reliable internet connection.

Take a few deep breaths before you begin—light nerves can sharpen your focus, but excessive anxiety can affect performance.

How to Approach the Personality Test

Unlike aptitude tests, there’s no “right” answer here. Personality assessments measure consistency and authenticity. Many questions are repeated or reworded to check if your answers align.

Our top tip: Be honest. Don’t try to game the system or say what you think the employer wants to hear. If you fake it, you may end up in a role that doesn’t suit you—and that’s not good for anyone.

Answer thoughtfully but instinctively. Personality tests often include built-in validity scales, and inconsistencies can flag your results as unreliable.

Key Takeaways for Psychometric Test Success

• Understand what kind of tests you’ll be taking
• Practise sample questions to boost your confidence
• Stay calm, rested, and focused on test day
• Be honest and consistent in your responses
• Use your results as a learning tool—even if you don’t get the job

Psychometric testing is just one part of your job application journey. If you’re looking to sharpen your skills or boost your qualifications, check out our range of short online courses to stay competitive in your field.

Need more interview help? Head over to our full guide on how to answer interview questions.