For experienced professionals preparing for online assessments as part of mid-level hiring processes in supply chain, logistics, and commercial roles
Psychometric testing is becoming more common in mid-career recruitment. Here’s what it involves, why it’s used, and how to prepare with clarity and confidence.
Psychometric testing isn’t just for graduates anymore. More and more employers now use online assessments when hiring for mid-level roles – especially in competitive markets, regulated sectors, or leadership pipelines.
Whether you’re applying for a planning, procurement, ops or commercial role, it’s likely that testing could form part of the process. But this doesn’t mean they’re looking to trip you up -they’re looking to understand how you think, work and lead.
This guide will walk you through what to expect, why it matters, and how to approach it like a pro.
At this stage in your career, employers aren’t just hiring you for your past results - they’re assessing your future potential. Testing helps them explore:
In short: these tests help hiring teams look beyond your CV and dig into how you think.
Different roles call for different types of testing. But at mid-career level, you’re most likely to see:
Numerical and Verbal Reasoning
Tests that measure your ability to interpret data, analyse written information, and draw logical conclusions under time pressure.
Logical Reasoning / Abstract Thinking
You may be asked to identify patterns or solve logic problems, especially for analytical, planning or systems roles.
Situational Judgement Tests (SJTs)
These present realistic workplace scenarios – often involving competing priorities, conflict, or leadership challenges – and ask how you’d respond.
Personality Profiling or Work Style Questionnaires
Designed to understand how you behave in a team, make decisions, handle stress, or communicate – not to test your character, but to assess fit.
Some employers may also ask for leadership style assessments or emotional intelligence indicators, especially when hiring into roles with people or stakeholder accountability.
Mid-level hiring is about readiness and fit. Psychometric assessments help employers understand:
They’re not looking for perfect answers - they’re looking for insight.
You don’t need weeks of prep, but a few focused sessions can make a real difference to how confident and comfortable you feel.
1. Familiarise Yourself With the Format
Start with free sample tests - SHL, Saville, AssessmentDay, and other platforms all offer practice materials. Understanding the flow and question types will immediately reduce stress.
2. Sharpen Your Reasoning Muscles
You may not have tackled these kinds of timed tests since school - and that’s normal. Brush up on interpreting charts, percentages, word problems, and logic puzzles. Even 20 minutes a day for a few days helps.
3. Think About “Fit” - Not “Faking It”
With behavioural or personality questionnaires, there are no “correct” answers. Trying to second-guess what the employer wants often leads to inconsistency. Answer honestly, and trust that the right fit goes both ways.
4. Time It Right
Choose a quiet, interruption-free window to take the test - ideally in the morning when your focus is sharpest. Avoid rushing it between meetings or at the end of a long day.
5. Pay Attention to Instructions
Even experienced candidates sometimes skim this. Each test has its own format - so slow down at the start, read carefully, and make sure you understand how your answers will be scored.
Some tests are adaptive (they adjust in difficulty based on your performance), so don’t assume it’s going badly just because it feels hard.
It happens - and one test rarely defines the outcome. Employers typically consider psychometric results alongside interviews, experience, references, and culture fit.
If you found a particular area difficult, reflect on why. Was it speed? Focus? Format? That insight helps for next time - or even for future development areas in your current role.
Psychometric testing at mid-career level isn’t about proving you’re “good enough.” It’s about showing how you approach problems, people, and pressure – and whether the role is genuinely right for you.
Treat the process as a chance to learn about yourself – and to demonstrate what makes you an effective, thoughtful, adaptable professional.
A little preparation goes a long way. The rest? That’s experience – and you’ve got that already.
