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SHL format. Timed. Scored.
Numerical reasoning, verbal reasoning, and situational judgement tests modelled on the exact formats used by Goldman Sachs, J.P. Morgan, Deloitte, and McKinsey. 10 questions, full explanations, instant results.
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What are psychometric tests — and why do they eliminate so many candidates?
Psychometric tests are standardised assessments used by employers to measure cognitive ability, problem-solving skills, and workplace behaviour. In UK graduate recruitment, they are typically the first major hurdle after your application — used to reduce thousands of applicants to a shortlist of hundreds before interviews begin. At Goldman Sachs alone, over 12,000 graduate applicants sit psychometric tests each year, and roughly 40-60% are eliminated at this stage.
The three most common types are numerical reasoning (interpreting data from tables and charts under time pressure), verbal reasoning (evaluating whether statements about a passage are True, False, or Cannot Say), and situational judgement tests (choosing the most and least effective responses to workplace scenarios). Most top employers use some combination of these — Goldman Sachs, J.P. Morgan, Deloitte, PwC, and McKinsey all include psychometric testing.
The dominant test providers are SHL (owned by CEB/Gartner) and Korn Ferry. SHL tests are used by the majority of investment banks and Big Four firms. Korn Ferry tests appear at several corporates and financial institutions. A few firms — notably McKinsey and BCG — use proprietary assessments. McKinsey's Solve is a game-based evaluation taken by over 500,000 candidates annually worldwide.
Practice is the single most effective way to improve your score. Studies consistently show a 15-20 percentile point improvement for candidates who complete at least five full practice tests before the real assessment. The improvement comes from familiarity with time pressure, question formats, and common calculation patterns — not from memorising answers. This is why psychometric practice is one of the highest-ROI activities in the entire application process.
Three test types
What each test measures — and how to prepare
Each test type assesses a different cognitive ability. Most employers use all three.
Numerical Reasoning
75 sec/question · SHL format
You're presented with a table or chart of data and asked to interpret it — calculate percentages, identify trends, compare values, draw conclusions. Mental arithmetic is required as most employers don't allow calculators.
Tip: Read the question before studying the table. Most data is irrelevant to the specific question — identify the rows and columns you need first.
Verbal Reasoning
60 sec/question · SHL format
You read a passage of 100-200 words on a business topic, then evaluate a statement as True (explicitly supported), False (contradicted), or Cannot Say (not enough information). The most common mistake is using outside knowledge.
Tip: Cannot Say is the most commonly correct answer. If the passage doesn't explicitly state something, it's Cannot Say — even if it seems likely.
Situational Judgement
90 sec/question · SHL format
You're given a workplace scenario and four possible responses. You must identify the most effective and least effective. There's no time pressure per question, but the total test is timed. Partial credit is given.
Tip: The most effective response usually addresses the root cause while maintaining relationships. The least effective is usually passive (doing nothing) or aggressive (confrontation).
Sector-specific
Pass marks and difficulty by sector
The bar is different at every firm. Know what you're aiming for.
Pass mark
75-85%
Difficulty
Very High
- 1Numerical is heavily weighted — banks want fast mental arithmetic
- 2Expect currency conversions, percentage changes, and ratio questions
- 3Time pressure is extreme: ~45-60 seconds per question
- 4SJT scenarios focus on client confidentiality and ethical judgement
- 5Practice without a calculator — most banks don't allow one
Avoid these
The 6 mistakes that cost the most marks
Spending too long on one question
If you can't solve it in 60 seconds, flag it and move on. Come back if time allows. One missed question costs less than three rushed ones.
Reading the whole table before the question
Read the question first, then find the relevant data. Most table data is irrelevant to the specific question being asked.
Using outside knowledge in verbal reasoning
Only use information in the passage. If the passage says "some companies" and the statement says "all companies," it's False — even if you know it's true in real life.
Overthinking SJT scenarios
Go with your professional instinct. The most effective response usually addresses the root cause while maintaining relationships. The least effective is usually passive (doing nothing) or aggressive.
Not practising under timed conditions
Untimed practice builds knowledge but not speed. Always practise with a timer from your third attempt onwards. Speed improves dramatically with practice.
Attempting the real test cold
5+ practice tests = 15-20 percentile point improvement. The improvement comes from format familiarity, not intelligence. Not practising is a strategic mistake.
Know your format
Which firms use which test provider
SHL format
- Goldman Sachs
- J.P. Morgan
- Barclays
- HSBC
- Deloitte
- PwC
- EY
- KPMG
Korn Ferry
- Citi
- Morgan Stanley
- Unilever
- Shell
- BP
Custom / Proprietary
- McKinsey (Solve)
- BCG (Casey)
- Bain
- Amazon
Compare options
Psychometric practice options compared
| Feature | Intervyo | SHL Direct | Free sites | Books |
|---|---|---|---|---|
| SHL-format questions | Partial | — | ||
| Timed conditions | Sometimes | — | ||
| Full explanations | — | Rarely | ||
| Randomised question bank | — | — | — | |
| Numerical + Verbal + SJT | Usually 1 | Usually 1 | ||
| Charts + tables (not just tables) | Rarely | — | ||
| Progress tracking | — | — | — | |
| Instant scoring | Sometimes | — | ||
| Free tier available | — | — |
FAQ
Psychometric test questions
5 practice tests = 15-20 percentile points higher.
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