Psytech is one of the world's leading developers of psychometric tests, including software for the workplace that includes pre-employment screening and testing for promotion and training needs for employees already in a role.
This UK-based test company was first established in 1984 and quickly became a global company, with more than 5 million people assessed worldwide in 5 continents, and with tests that are translated into more than 20 languages.
What are Psytech Tests?
Psytech tests are short, psychometric assessments and personality tests that are used in several different industries as part of their recruitment processes.
With some bespoke test packages created for certain companies, many of the test batteries are designed to be used when recruiting for certain levels of role - like graduates or managers - or certain types of job, like engineering or clerical roles.
Some assessments can be taken online and remotely, using the proprietary platform GeneSys, while others can be performed using pen and paper in a test centre or in the office.
What are the Different Types of Psytech Tests?
Different Psytech assessments are used in different settings, and knowing what test you will face as part of your application process will help you perform well.
The test batteries are known by acronyms that describe the test contents. Each test battery is designed to assess a number of different competencies, and they are composed of several sub-tests that can also be delivered as standalone assessments if necessary.
General Reasoning Test
The General Reasoning Test (GRT) is a comprehensive and in-depth assessment that is used to measure mental agility in non-graduate level applicants.
Designed to identify candidates who have the right cognitive abilities through abstract, numerical and verbal reasoning, this assessment can be taken by anyone and is suitable for both entry-level and more advanced role applications.
This battery is structured in three different sections, with each one having a different reasoning focus. The whole test takes 28 minutes to complete and usually comprises about 80 questions.
Verbal Reasoning: in this section, you will be presented with a passage of text, usually related to the role you have applied for. You will need to read, understand and analyse this text in order to answer a multiple choice question about it.
Numerical Reasoning: Through this section, you will be presented with information presented as numbers in graphs or tables, and need to be able to use that data along with some basic math operators, to find the correct answer.
Abstract Reasoning: Also known as diagrammatic reasoning, abstract reasoning assesses your ability to reach a logical conclusion based on minimal data - you will need to find the pattern that governs a sequence of images to find the item that is missing.
The assessment has been crafted to allow recruitment teams to gauge how well a candidate can solve problems, how good their work-related vocabulary is, and how well they can understand logical concepts. This is known to be a good predictor of success in a job role.
Graduate Reasoning Test
The Graduate Reasoning Test (GRT1) is a similarly structured assessment to the General Reasoning Test (GRT2), but this is aimed at more management and graduate-level candidates.
It also has three sections, verbal reasoning, numerical reasoning and abstract reasoning as well as a 28 minute time limit.
The main difference is the difficulty level of the questions that are used - as this is crafted for higher-level candidates, you can expect each section to be more challenging.
Critical Reasoning Test
Critical Reasoning has been identified as one of the most important work-related competencies, and that is why the CRTB2 and CRTB are used in the recruitment for high-level positions like managers and executives.
In the CRTB, questions are based around both verbal and numerical critical reasoning, taking the usual reasoning questions and using them to measure your ability to understand complex arguments, solve problems effectively, and identify trends, logically and quickly.
The verbal test consists of 40 questions that need to be answered in 15 minutes, based on information presented in text.
The numerical test consists of 25 word problems that are based on data in tables or charts, which need to be answered in 25 minutes.
Abstract Reasoning Test
The Abstract Reasoning Test (ART) is often used alongside the Critical Reasoning Test Battery as a complementary assessment for graduate or management roles.
The test assesses what is known as 'Fluid Intelligence', which is known to be a great predictor of work and academic achievement.
Through a matrix-based series of questions, this assessment can demonstrate your ability to adapt and learn from new experiences.
Like most Abstract Reasoning assessments, this one is based on a series of images, which are presented in a sequence. To find the missing image, you need to find the pattern that governs the sequence.
You have 20 minutes to complete the ART.
ADAPT-g
The ADDAPT-g is an assessment that uses the principles of Computer Adaptive Testing (CAT) so the questions get harder as you get further into the assessment.
The ADAPT-g asks the same type of questions that are used in the GRT1 and GRT2, but it is suitable for all ability levels, because of the adaptive difficulty, and can be taken remotely and online.
The questions asked are of the familiar numerical, verbal and abstract reasoning type, but there are fewer questions in much less time - just 45 questions instead of 80.
Clerical Test Battery
The Clerical Test Battery (CTB) is one of the few specialised test batteries that are used specifically for clerical role recruitment.
In this assessment, there are four sub-tests that can be standalone and administered individually where necessary.
Verbal Reasoning: In a similar way to other verbal reasoning tests, in the CBT you will be expected to demonstrate your grasp of vocabulary, show fluency in English and be able to reason using words when presented with a passage of text, followed by a question and multiple choice answers.
Numerical Ability: A simple maths test that assesses your ability to use numbers correctly and efficiently in workplace scenarios.
Clerical Checking: A good eye for detail and the ability to spot errors is a necessary skill for clerical roles, and in this assessment you will be expected to check lists that contain data in the form of both words and numbers to find errors.
Spelling: This assessment is a straightforward spelling test that focuses on words used in business (and beyond) that are regularly misspelt.
As this is a test battery that is aimed at clerical positions, it can be completed by anyone who has completed a basic education, but it provides useful insight into certain skills as well as competencies essential for success in this type of role.
Technical Test Battery
Another specialised test type, the Technical Test Battery (TTB) is aimed at engineering and mechanical roles, asking questions that are designed to assess your ability to understand mechanical and physical concepts and principles.
There are four sub-tests in this battery, and together they take the longest out of any of the Psytech assessments at 45 minutes.
Mechanical Reasoning: Questions based on physical principles like gravity, acceleration and force, using diagrams.
Spatial Reasoning: This assessment needs you to be able to visualise 3D images moving in space in order to find the odd one out or complete a pattern.
Visual Acuity: Essentially a sight test, using small and detailed technical material to assess your ability to see tiny changes.
Fault Finding: Essential to roles where fixing problems is part of the job, finding dysfunctional nodes in a series of circuits shows that you can logically detect faults.
Personality, Values & Motives Tests
The Personality, Values and Motives tests are assessments of traits, drivers and motivations that inform the work behaviour of a candidate and suggest their cultural fit into the organisation.
Most assessments in this section of the Psytech battery are in a questionnaire format, and applicants are required to self-test, using reflective thinking to answer the questions presented.
- 15FQ+ - based on the 16 personality factors and backed by recent research, this is an assessment of personality traits.
- Personality and Values Questionnaire (PVQ) - an update to the 15FQ+ that also includes assessment of core values and motives, as well as personal, professional and interpersonal qualities.
- Occupational Personality Profile (OPPro) - designed for customer service roles, this is a focused assessment of personality that demonstrates suitability and culture fit.
- Jung Type Indicator (JTI) - Used as an alternative to the perhaps more well-known MBTI, Jung's framework describes how our preferences shape the way we interact and relate to the world.
- Values and Motives Inventory - Using a self-reporting questionnaire, candidates reveal their energies and what drives them, with questions based on interpersonal, intrinsic and extrinsic scales.
- Work Attitude Inventory - this is an assessment of work behaviour, looking particularly at indicators of counterproductive behaviours as well as a gauge of personal integrity and ethics.
With all these personality assessments, there are less imposed time limits, and more focus on the candidate answering honestly, to see if the role is suited to them in the long run.
What Financial Employers Use Psytech Tests?
Psytech assessments are used throughout the world in a number of industries, from technology to food. There are some well-known financial companies that use Psytech tests as part of their recruitment process, including:
- Bank of New Zealand
- Savings and Loans Credit Union
- Adelaide Bank
- Deloitte
Top 5 Tips to Prepare and Pass Your Psytech Tests
Practice Skills and Improve Competencies
If you are looking at a role in a financial company, you are likely to face a number of different assessments - and while you might not know until closer to the time what assessments you are going to face, practicing certain skills (like error checking) and working on core competencies like numeracy will help.
Practice Specific Tests
Once you have applied to the role and got past the paper sift stage, you will likely hear from the recruiter about moving forward to some pre-employment assessments.
Once you know what tests you are going to face, you can then practice the specific tests online so that you become familiar with the structure and layout, and know what type of questions you are likely to face.
Practice will make you more familiar with the tests, and this will help make you feel more confident when it comes to the real thing.
Make Practice Count
When taking a practice test, make it as realistic as possible. Use a timer, be sure you are somewhere that you won't be disturbed, and turn off notifications.
Getting used to answering these questions under time pressure will help you perform better in the assessment.
Read the Instructions
Most of the Psytech assessments have thorough instructions, and some might even have practice questions. These instructions will tell you what you need to do in order to answer each question.
Take the few extra seconds needed to ensure that you understand exactly what is being asked of you in the question so that you don't end up getting confused or clicking the wrong button.
Take Your Time
Although you will be under time pressure to complete these assessments, rushing through and not answering questions thoroughly can seriously damage your overall score and ultimately hurt your chances of landing that dream job.
Answer quickly, but don't rush - so you can avoid a costly mistake.
