KPMG · Psychometric Tests
KPMG sifts candidates through SHL before any interview. Below: the exact format, what each section tests, and how to practise it in identical conditions until you walk in confident.
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The format
The first major filter, sitting immediately after the Stage 1 application form and strictly before any human review. You must pass it to reach the video interview or Launch Pad.
Most psychometric tests split into 3-5 sections, each with its own clock. Speed and accuracy both count.
Modern formats get harder if you answer correctly, easier if you struggle. Your final score reflects what you can actually do under time pressure.
KPMG sets a pass mark per test type. Below it, you don't progress regardless of how strong the rest of your application is.
Completion window. The link is sent automatically, often within 0 to 2 hours of submitting the application, with exactly 5 calendar days to complete all parts. The link expires at the end of the window; extensions are rare outside documented medical reasons or prior accommodation agreements.
By division. The platform and infrastructure are standardised across Audit, Tax, Advisory and Technology, but the scoring weightings and the operational contexts in the questions vary by division. A Deal Advisory applicant faces the same test as a Tax applicant, calibrated to a higher quantitative benchmark.
Recent changes. KPMG transitioned its core early-careers testing back to an SHL-backed framework, having previously spent several cycles on Cappfinity blended job simulations such as 'Transforming Small Businesses'. The shift favours distinct, psychometrically validated cognitive benchmarks alongside situational tracking for cleaner comparative analytics.
The provider
KPMG configures its own selection of SHL modules. Below: the exact products in the suite, why they were chosen, and what the provider's reputation is across the candidate pool.
History at KPMG. Returned to SHL after several cycles on Cappfinity job simulations, to standardise candidate data pipelines.
Candidate reputation. Regarded as the gold standard for high-security, high-reliability testing. It uses an item-bank model so no two candidates get an identical set of questions, and the interface explicitly blocks backward navigation: once you submit an answer you cannot return to change it.
Section breakdown
Each section has its own format, timer and trap pattern. Worked examples below show exactly what you will see and where candidates drop points.
Typically 20-25 scenarios · Untimed (allow about 20 minutes); the platform tracks active time
What it tests. Alignment with the core values: Integrity (doing right when unsupervised), Courage (challenging anomalies), Together (collaborating and knowing when to escalate) and Excellence.
Worked example. You spot a discrepancy in a retail client's inventory valuation and your manager is unreachable before a 5pm deadline. The strongest response flags the issue clearly in the working papers, continues on the unaffected areas, and sends a structured summary email proposing next steps.
Common traps. Trying to guess what the 'perfect corporate robot' would say (which produces an inconsistent profile), or picking passive options that show no accountability.
How to handle it. Be proactive but respect risk boundaries: gather facts independently, mitigate delays without overstepping your authority, and leave a transparent documentation trail.
18 questions · Part of a combined 36-minute cognitive timer (about 1.5-2 minutes each)
What it tests. Quantitative literacy, ratio analysis, percentage change, data extraction from complex matrices and accuracy under time pressure.
Worked example. Given regional FY24 and FY25 revenue, find the highest percentage increase. East rises from 8.4 to 11.1 (2.7/8.4 = 32.1%), beating North (13.6%) and West (15.5%); South fell. The answer is East.
Common traps. Computing every value before reading the options, and misidentifying the base in percentage-change questions (dividing by the new year instead of the base year).
How to handle it. Keep a standalone scientific calculator beside the keyboard (not your phone), and write intermediate steps on a scratchpad so you can recheck without restarting.
18 questions · The remaining share of the 36-minute cognitive block
What it tests. Non-verbal fluid intelligence, abstract pattern recognition and rapid rule inference under stress.
Worked example. A central square rotates 90 degrees clockwise each step while internal dots increase by one and alternate black and white; the next box is a square pointing left containing four white dots.
Common traps. Looking at the image as a whole and guessing by instinct, or getting stuck on one complex transformation while the timer drains.
How to handle it. Deconstruct with the MOVES checklist (Movement, Orientation, Value/quantity, Element shading, Symmetry) and track one property at a time to eliminate options fast.
Pass mark
SHL does not use a raw percentage. It benchmarks performance against a norm group of successful graduate hires, top university applicants and UK analysts using percentile scoring.
Methodology. A strong numerical score can soften a slightly weaker logical score, provided the weaker section stays above a critical floor (around the 40th percentile). The behavioural assessment is a non-negotiable filter: choices that run counter to KPMG's risk governance or ethics trigger automatic rejection even with a 99th-percentile cognitive score.
Response time. Progression or rejection is issued separately by graduate recruitment, usually within 3 to 7 working days depending on volume.
Score visibility. Exact scores and percentiles are confidential and never disclosed. A qualitative candidate feedback report on your behavioural strengths arrives within 24 to 48 hours but does not say whether you passed.
How to practise
Same provider, same section structure, same time pressure. With a scored report after every test so you can fix the weakest section before the real one.
Free practice section, scored. Full report unlocks with the Pack.
Why candidates fail
Specific failure patterns documented across past applicants. Most are avoidable with structured preparation.
Mismanaging the shared cognitive timer
Getting stuck on one early question leaves too little time to read the rest of the 36-minute block.
Over-relying on mental arithmetic
Computing complex calculations without writing them down causes simple errors under pressure.
Assuming behavioural norms are universal
Prioritising personal competitiveness or hidden data-keeping over team transparency and risk compliance fails the SJT.
Misidentifying base figures
Reading from the wrong column or row, such as confusing operating profit with gross revenue.
Skipping the practice modules
Starting the timed test on an unsupported browser or without learning the interface causes rendering failures or lost time.
Inconsistent SJT responses
The platform uses overlapping control questions; trying to manipulate your true preferences flags high variance or artificial consistency.
What works
Concrete habits drilled by candidates who clear the cut-off, drawn from applicant accounts and practice patterns.
Flawless interface navigation
Complete the mandatory practice modules to learn where the buttons, calculator and data tabs sit before the official timer starts.
Decisive 90-second execution
Cap each cognitive question at about 90 seconds; if it will not solve, make an educated elimination guess and move on (there is no negative marking).
Isolate variables systematically
Break abstract matrices down one property at a time using MOVES rather than digesting the whole image.
Calibration warm-ups
Run a short set of full-length timed practice tests on the morning of the assessment to prime your speed.
From past applicants
Anonymised candidate accounts of how recent applicants approached the KPMG assessment. Each covers the prep, the experience, and the outcome.
Audit graduate, London (passed)
Prep. Set up a quiet workspace and opened SHL on Chrome, reminding themselves KPMG values risk mitigation over individual heroics.
Experience. The behavioural section felt straightforward; the cognitive block was a sprint, with multi-tab numerical data tables needing quick structured calculations on a notepad. Could not finish the final two logical questions but made educated guesses.
Outcome. Skills report three days later, then a video-interview invitation.
Technology Consulting graduate, Manchester (passed)
Prep. Practised abstract matrices for about ten hours over the weekend, worried about the fast-shifting SHL interactive patterns.
Experience. Two numerical questions used deliberately confusing large datasets; isolating the exact columns asked for and ignoring extra data, plus moving quickly through the instantly-clear patterns, built a time cushion for the tougher items.
Outcome. Passed and progressed to Launch Pad.
Practice strategy
Generic aptitude tests will not suffice; preparation must mimic SHL's interactive matrices and multi-tab numerical interpretation.
SHL Verify G+ simulations
Use platforms (JobTestPrep, Graduates First) that replicate the interface, the no-backwards-navigation constraint and item-bank difficulty shifts.
Pattern frameworks
Drill the MOVES system until you can identify rotation and transformation rules within about 20 seconds.
Free practice on Intervyo
Run psychometric practice in the firm's real formats to calibrate before the live attempt.
Time investment. Candidates who pass comfortably typically invest 8 to 15 hours, split between untimed shortcut practice and full-length timed simulations.
Time management
FAQ
No, except where there is a verified system-wide SHL outage. Local failures such as a Wi-Fi drop or a flat battery are the candidate's responsibility and typically mean an automatic rejection.
The other rounds
Psychometric Tests is one of four rounds. The Pack covers all four end to end.
KPMG Pack
Practise the exact SHL format ahead of time, scored against the KPMG pass mark. One Pack covers HireVue, psychometric tests, live interviews and the assessment centre.
Get the KPMG Pack · £69Intervyo is not affiliated with or endorsed by KPMG, SHL, Pymetrics, Cubiks, AON or any other assessment provider. Test details are sourced from past applicants and published guidance; verify on the firm's careers site before applying. Sector: Big 4 / Professional Services.
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