Originally published April 2024, updated April 2026

Psychometric testing may feel like a black box in the hiring process. It's likely different to anything you've experienced before as a recent graduate, and the word "testing" brings back memories of formal exams and make-or-break test results. The good news is that it's not that kind of test!

In this article we'll discuss the top five misconceptions recent graduates have about psychometric testing. From thinking you can lie on the test to not feeling like you're able to prepare, we'll help you take psychometric testing from daunting to understandable.

What is psychometric testing?

Psychometric tests are designed to assess things like cognitive ability, problem solving, personality traits, and general knowledge using a scientifically reasoned method. Typically, you can expect to do these tests online.

Their goal is to assess how well a graduate would suit a role or the company's values at an early stage of the interview process, helping the hiring manager narrow down applicants.

You might be thinking that psychometric testing seems to cover a lot of categories for one test, and that's because there isn't just one type. We've previously discussed the types of psychometric testing and how to prepare, but here's the broad strokes:

Aptitude Assessment (Verbal/Numerical/Abstract Reasoning)

Tests your ability by asking a series of questions in a limited time frame. The idea is that graduates who are better at problem solving, decision making, and interpreting information under time pressure would be able to solve more questions correctly. The types of tests in this category include abstract (shapes and patterns), verbal (processing written information), and numerical (processing numerical information to inform a decision).

Personality Assessment

There are many types of personality assessments designed to measure different sets of personality traits. These tests do not use a timer, so you can answer them at your own pace, and they aren't the sort of test you can get right or wrong. Instead, they compare how you're assessed to the position and company's requirements.

Misconception 1: You can lie on the test

It's a tempting and completely understandable response to want to tailor your answers on a personality assessment to better match what you think the employer wants. The experts behind the creation of psychometric tests know this and will ask multiple questions assessing the same personality trait. Because they ask the same question in different ways, consistency is key – and consistency comes through honesty.

The Institute of Psychometric Coaching also points out that some psychometric tests use questions to check how honest you're being. One of those scales is called social desirability, where you'll be asked about undesirable behaviours most people will have done in the past – for example, "I have never told a white lie, even to save someone's feelings." Ranking highly in this means the graduate has denied a very common undesirable behaviour, which implies they're being dishonest. The short version: just be yourself.

Misconception 2: They're intelligence tests

Another common misconception is that psychometric testing is the same as intelligence testing. While aptitude assessments do have right and wrong answers, they aren't strictly assessing your intelligence. Instead, it's skills such as decision making, critical thinking, and problem solving they're focusing on.

As for personality assessments, there's no intelligence angle at all. Their focus is simply to see if your personality is a good fit for the business or role.

Misconception 3: Getting a good score is important

Good scores aren't relevant to personality assessments because they are simply testing your suitability for the role – but they're also not exactly as you'd expect for aptitude assessments either.

Unlike almost every other test you've ever sat, where getting high marks is important, aptitude assessments usually put the most difficult questions toward the end while weighing all questions evenly. So while there are right and wrong answers, you won't get more marks for figuring out the tough ones.

Some tests, such as the numerical aptitude test, you're not even expected to finish. While you should aim to complete it, the Institute of Psychometric Coaching notes that only 1% to 2% of test-takers can correctly answer all questions within the time limit.

It's also worth remembering that the hiring manager may only be using psychometric testing as one part of the recruitment process. While preparing for these tests is important, so is doing well in other aspects of the application such as your interview, whether it be via video or face-to-face!

Misconception 4: They're only used for job applications

Recent graduates may believe that psychometric tests stop when you've got the job. The reality is you're likely to encounter them many times over in your career – not only when applying for new roles, but even when working your way up within a company. For example, the tests may be used to see how your personality fits the new responsibilities of a promotion.

Misconception 5: You can't prepare for a psychometric test

A common misconception among recent graduates is that you can't prepare for a psychometric test because they're testing things like your personality or aptitude. The reality is that practice won't lead to an inauthentic response – it will help you perform at your full potential.

By practising and familiarising yourself with the test, things like stress and uncertainty are far less likely to impact your responses on the day. The goal of a psychometric test is to get a better idea of who you are and what you're capable of, and preparation will help you do just that. Check out our other psychometric testing resources to get started.

Start preparing today!

While psychometric testing might still feel like a black box, hopefully you now feel more equipped to succeed when it comes up in your applications. It's worth knowing that in 2026, many employers are using end-to-end online assessment platforms – such as Sova Assessment – that combine aptitude, personality, and video assessments all in one place. Familiarising yourself with what these platforms look like from a candidate's perspective is a great way to feel more confident going in. Check out our article here on tips from Sova to help you prepare!

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