For graduates, early-career professionals, and team leaders preparing for online assessments in supply chain, logistics, and commercial roles
Psychometric testing can feel intimidating, but it’s not about perfection. Here’s what to expect, why it’s used, and how to show up confidently.
If you’ve been invited to complete a psychometric test as part of a job application, you’re not alone – and you’re not being tested for the sake of it.
These assessments are now a standard part of the hiring process for many roles, especially in supply chain, logistics, and commercial functions where clear thinking, communication, and problem-solving matter.
The good news? You’re not expected to be perfect. These tests are just one part of the picture – and with the right mindset and preparation, you can approach them with confidence.
Psychometric tests are used to assess how you think and behave - not what you already know. They typically focus on two areas:
They’re not pass/fail tests. They’re tools employers use to understand how well a candidate might fit a particular role, team, or environment.
You won’t be expected to complete every type - it depends on the role and employer. But here are the most common ones at early-career level:
Numerical Reasoning
Interpreting charts, percentages, or cost-based problems – often under time pressure.
Verbal Reasoning
Reading short passages and answering questions about what’s stated or implied.
Logical or Diagrammatic Reasoning
Spotting patterns or making deductions based on abstract sequences.
Personality Questionnaires
Answering questions about how you prefer to work, communicate, or solve problems. Situational Judgement Tests (SJTs)
Choosing how you’d respond to work-based scenarios (e.g. handling conflict, prioritising tasks).
Hiring teams don’t expect flawless results. They’re using these tests to:
At this stage, it’s about showing how you think - not having all the answers.
You can’t “cram” for psychometric tests like a school exam - but smart preparation helps you feel calm, focused, and familiar with the format.
1. Practise Sample Tests
Sites like SHL, AssessmentDay or Practice Aptitude Tests offer free or low-cost examples of each type. Aim to do 2–3 practice runs in a quiet space.
2. Think Clearly - Not Quickly
These tests often have tight time limits, but accuracy matters more than speed. Take your time to understand each question before answering.
3. Brush Up on Basics
Numerical reasoning tests often involve percentages, ratios, or interpreting graphs. A quick review of these can make a big difference.
4. Be Honest in Personality Tests
There are no “right” answers. Choose responses that genuinely reflect how you think and work - not how you think they want you to answer. Inconsistency often flags up in the results.
5. Test Your Tech
Most assessments are online. Make sure your device, browser, and internet connection are stable. Use a laptop or desktop - not a phone.
If you’re unsure about timing or instructions, ask the recruiter.
If the test didn’t go as planned - don’t panic. Most employers consider these results alongside your CV, experience, interview, and references. One test alone won’t rule you out.
Let your recruiter know how it went. If we think the results don’t reflect your real strengths, we may be able to advocate on your behalf or request a retake.
Psychometric testing isn’t a hurdle – it’s an opportunity to show how you think, what drives you, and how you approach challenges.
With a little preparation and the right mindset, you can approach any test with confidence – and use it as a chance to stand out.
No tricks. No pressure. Just insight.
