psychometric problem solving exercise

• Aptitude Tests Preparation
• Psychometric Tests Preparation

Ace Your Upcoming Test with Accurate Free Psychometric Test Questions

Have you been asked to take a psychometric test as a prerequisite to being hired? JobTestPrep offers sophisticated practice materials that can increase your chances of excelling on any Psychometric pre-employment assessment . Here you will find free practice for every assessment:

• Verbal Reasoning - Improve your Reading Comprehension, Vocabulary, Verbal Analysis, and Critical Thinking skills. Prominent examples include the SHL verbal reasoning test ,  Korn Ferry Test ,  Cubiks Verbal Reasoning , Thomas GIA ,  McQuaig Mental Agility ,  AON Verbal Reasoning , and Watson Glaser .
• Numerical Reasoning - Increase your solution speed and understanding of numerical exercises such as Numerical Critical Reasoning, Number series, and Word Problems. Common numerical reasoning tests are the SHL numerical reasoning test , Korn Ferry numerical test, cut-e Scales numerical, Saville Assessment , and Cubiks Logiks advanced.
• Logical Reasoning - Practice Syllogisms, Deductive Reasoning Assumptions, and Deductions and Conclusions. Examples include the Talent-Q Elements, cut-e logical, and SHL Inductive Reasoning and SHL Deductive Reasoning .
• Spatial Reasoning - Go over topics such as: Adding shapes, Mirror Images, Rotated Shapes, Folding, Shadow Projection, and Perspectives.
• Mechanical Reasoning - Mechanics Force and Movement, Cogwheels, Fluids, Velocity, Electricity, and other Advanced Mechanics exercises. Examples are the Ramsay and the Bennet Mechanical Comprehension Test (BMCT) .
• Personality - Practice Personality, SJT, Group exercises, and In Tray drills. Commonly used personality tests include the Hogan assessment , SHL OPQ32 , Thomas PPA , and PI Behavioural Assessment , and  Korn Ferry Leadership Assessment , and the Talent-Q Dimensions test
• Cognitive Ability Tests - Some psychometric exams feature questions that cover a host of cognitive disciplines, rather than a specific capability. The most common cognitive aptitude tests are the CCAT , PI Cognitive Assessment , Wonderlic test ,  McQuaig Mental Agility Test (MMAT) , Watson Glaser Test , and  Thomas GIA .
• Game-based Assessments - Psychometric testing is becoming more and more gamified over recent years. They may feel like games, but they still assess the same abilities by closely monitoring your behavior when "playing". The most common tests are Pymetrics , Arctic Shores , Cognify , HireVue Games, and SmartPredict .

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How To Prepare For A Psychometric Test

Psychometric Tests are used in the recruitment process of many companies and organisatios, from banks and finance firms such as RBS to the Civil Service .

In many cases, applicants will receive an email with specific instructions as to what test they must complete when applying online. For example, you could receive an email from a potential employer stating that you must take the SHL exam  or the Watson Glaser within three days.

With this information in hand, you can find professional practice resources to prepare you to ace the test.   

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Psychometric Tests Beginner's Guide

Read and watch our beginner's guide to psychometric tests. Learn the basics directly from our experts to get a sure footing on the challenge ahead.

Advanced Psychometric Prep Guide

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Practice Free Psychometric Tests

 Test your skills by taking one of our sample tests, complete with solutions and explanations.

Numerical Reasoning Test

With six primary test providers and numerous variations of the numerical reasoning test, properly preparing can be a challenge. JobTestPrep has put together a free sample test, taking into account the styles and formats of all test providers.

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Verbal Reasoning Test

Not all Verbal reasoning tests are alike, and knowing how to start prepping can be confusing. JobTestPrep makes it simple by laying out several test variations in one free test.

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Logical Reasoning Test

JobTestPrep helps you prepare for this test by giving you all the common logical rules to answer each type of test question on a silver platter.

Take a free inductive reasoning test now.

Mechanical Reasoning Test

Speed and accuracy are essential when taking a mechanical reasoning test, but also preparing for the right level of difficulty in regard to the questions can also be a challenge.

Take a free mechanical test now.

Spatial Reasoning Test

From images to a whole range of items, our spatial reasoning practice test give you ample practise in assembling and disassembling and showing you how to draw quick conclusions even from the limited information presented to you.

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Situational Judgement Test

JobTestPrep fully readies you for this test by covering the four primary competencies involved, including; social intelligence (teamwork, support, motivation) and cognitive abilities (prioritising, planning, and problem-solving) and job performance (creativity, resilience, learning and development.) Questions will be formatted like the real test with scenarios, responses, and instructions. So, let's try the free test.

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Our free practice test provides you with both an in-depth preparation with a personalised touch. All questions mirror the real live exam, giving you an advantage over the competition.

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Critical Thinking Test

The most common Critical Thinking Test is the Watson Glaser test.

Take a free Watson Glaser practice test, and learn all about the Watson Glaser Critical Thinking Appraisal on this page .

How are Psychometric Tests Used for Recruitment?

Some job seekers believe that a strong resume speaks louder than test results, and while that may be true for jobs with low competition (under ten applicants), it becomes less true as competition rises, especially above 50 applicants. The greater the number of applicants, the heavier consideration is given to tests in the recruitment process.

Practically, this means that in many cases, only the top 5-10% of test-takers are even considered for an interview, as the aim is to narrow the pool of applicants down to 10-20 candidates. In short, when applying for companies running wide-scale recruitment, scoring very high on the test is critical.

Why is a High Psychometric Test Score Important?

A high psychometric test score has the potential to transform your career in the following three ways:

• Successful Job Interview - Your chances of getting hired will rise significantly since high scorers are given top priority during the selection process. 
• Potential for Higher Salary - Companies typically offer higher salaries to candidates who stand out from the pack with excellent test scores.
• Future Promotional Opportunities - Psychometric test results will be stored in your personal portfolio. Once an opportunity arises for promotion, your test scores will be considered by the company when evaluating your potential to take on more responsibility.

Which Psychometric Test Matters More: Aptitude or Personality? 

In cases where the recruitment process includes both aptitude and personality tests, the personality tests are often more influential in the final hiring decision . This is because personality tests provide an in-depth report of candidates’ character traits, which can help recruiters determine which applicants are the best fit for the job. These attributes include assertiveness, dominance, motivation, responsibility, reliability, communication skills, organisational ability and much more.

Your chance of getting hired for the desired position is improved when the traits that the personality exam shows you possess match the ones required for the job you are seeking. So, preparing for personality tests can boost your chances of landing the job.

Many pre-employment exams include bot cognitive and personality tests, like the Suited Assessment . In cases where the recruitment process includes aptitude tests without a personality test, the sections of the aptitude test that are most relevant to the position are the most crucial. For example, spatial and mechanical reasoning might be weighted more heavily for an engineer, while verbal reasoning might be weighted more heavily for a communications specialist. Many recruiters utilise brief aptitude tests during the hiring process, as explained in the following section about online exams.

How Can I Prepare for a Psychometric Test Online?

Increase your score on your fast-approaching test with full access to our test prep resources. If you are not fully satisfied, we offer a money-back guarantee.

Online Psychometric Testing and ATS Recruitment Systems

Since most job recruitment now takes place online, many psychometric tests are also conducted on the internet. In some cases, candidates may even receive an email while applying with a link to a test they will be required to complete online.

Additionally, some companies administer tests as part of the application process itself.

When applicants choose a position from available job boards, they may be automatically transferred to the application tracking system (ATS).

An ATS is a third-party platform used by employers to manage their hiring process. Switching to the ATS system may occur as soon as one clicks on the button to apply, after which candidates can fill in their details, attach their CV, answer personal background questions and possibly take a brief screening test (about 12 minutes).

Candidates who pass the initial screening test may be asked to take a short personality test, followed by an online interview.

These brief assessments are used to reduce the likelihood that candidates will get discouraged and drop out during the process.

Candidates may be asked to perform aptitude tests at the company’s location, in which case the test process may take about 3 hours.

Click here for our page about the UCAT - The main psychometric exam for medical students in the UK.

Can You Fail a Psychometric Test?

If you do not score in the top 20% of applicants in psychometric screening, it is highly unlikely that you will be invited for an interview, let alone offered a position. 

And remember, you must pass both aptitude and psychometric screening in order to continue in the hiring process. 

Increase your score on your fast-arriving psychometric test with access to our complete library of test prep resources organised by the employer and test type. We stand behind all of our products with a money-back guarantee.

Increase your score on your fast-approaching psychometric test with full access to our test prep resources. If you are not fully satisfied, we offer a money-back guarantee.

Most major banking and consulting employers use psychometric tests to evaluate their applicants. These tests can include classic assessments such as numerical reasoning but can also be gamified. Visit our finance pages to better understand your upcoming psychometric tests and access the complete practice courses.

HSBC | UBS | Bain & Co | Macquarie | Morgan Stanley | Barclays |   EIB |   Deloitte |   Deutsche Bank   |  KPMG   | PWC | Lazard   | EY | Nomura | BCG | BNP Paribas |  Jefferies |   Moelis & Co

JobTestPrep is a leading test prep company that offers accurate practice simulations for hundreds of pre-employment tests. Since 1992, it has helped 1M+ candidates. If you have any additional questions about the Test, feel free to send us an email , we usually reply within 24 hours.

• Psychometric Test Types
• Verbal Reasoning
• Numerical Reasoning
• Logical Reasoning
• Spatial Reasoning
• Mechanical Reasoning
• Personality Tests

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Free Psychometric Tests

• 4593 questions

Get ready for any upcoming psychometric tests by practicing some of our free psychometric tests. Our free psychometric test catalogue covers numerical, verbal, logical, diagrammatic and a number of other tests. Each of these psychometric tests are written by accredited industry professionals and simulate tests used by leading employers. All our questions come with answers and tips to ensure you improve. Start by choosing a free psychometric test from the options listed below.

Common aptitude test types

Aptitude tests come in many different forms, each measuring a different skill or ability. The most commonly used are numerical reasoning tests, verbal reasoning tests, situational judgement tests, logical reasoning tests, and personality tests.

Numerical reasoning tests

Numerical tests assess your ability to interpret and analyse sets of numerical data and use your numerical aptitude to draw accurate conclusions. They are designed to indicate your capacity to work with numerical data within a workplace context.

Verbal reasoning tests

Designed to assess your comprehension skills, a verbal reasoning test presents you with a passage of text followed by a multiple-choice question, to determine how well you have understood and made factual deductions from the information.

Situational judgement tests

A situational judgement test evaluates your ability to identify the most appropriate response in workplace situations. The tests are built around hypothetical scenarios, from which you must select how you would respond.

Logical reasoning tests

Logical reasoning tests are a type of non-verbal aptitude test, designed to assess your ability to solve problems using abstract information. You will need to use your inductive reasoning to determine rules, analogies, and structures, and apply these to find the correct answer.

Personality tests

Personality tests assess your behaviours, motivations, and approaches to interpersonal relationships. These tests are used to determine if a candidate fits the position and the company as a whole.

How to prepare for an aptitude test

Typically, no prior knowledge is needed to complete an aptitude test, though it is still important to prepare for them. The most effective way to prepare for an aptitude test is to practice.

Research by the Educational Training Service (ETS) shows that those who practice aptitude tests in advance tend to score 35% higher than those who do not prepare thoroughly. That could be the difference between making it to the next round or not.

Practicing your tests will help you sharpen your skills and identify areas of weakness you need to focus on. It will also familiarise you with the test format and question style, giving you more confidence going into the real assessment.

How to take a free test

A good place to start is with our free practice tests, which you can access instantly with an email address or Google account. Once you’ve signed up, you can browse our extensive range of free practice tests (see below).

We also offer practice packages for leading test publishers such as Watson Glaser, SHL, and Korn Ferry. Practice anytime, anywhere with tests that work equally well on mobile devices.

Written by accredited industry experts, our practice questions are designed to simulate what you will find in the real tests. Take the tests as a practice or challenge yourself under timed conditions.

Each question comes with a worked solution, so you can review your answers to help you progress and improve your scores.

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10 Best Problem-Solving Therapy Worksheets & Activities

Cognitive science tells us that we regularly face not only well-defined problems but, importantly, many that are ill defined (Eysenck & Keane, 2015).

Sometimes, we find ourselves unable to overcome our daily problems or the inevitable (though hopefully infrequent) life traumas we face.

Problem-Solving Therapy aims to reduce the incidence and impact of mental health disorders and improve wellbeing by helping clients face life’s difficulties (Dobson, 2011).

This article introduces Problem-Solving Therapy and offers techniques, activities, and worksheets that mental health professionals can use with clients.

Before you continue, we thought you might like to download our three Positive Psychology Exercises for free . These science-based exercises explore fundamental aspects of positive psychology, including strengths, values, and self-compassion, and will give you the tools to enhance the wellbeing of your clients, students, or employees.

This Article Contains:

What is problem-solving therapy, 14 steps for problem-solving therapy, 3 best interventions and techniques, 7 activities and worksheets for your session, fascinating books on the topic, resources from positivepsychology.com, a take-home message.

Problem-Solving Therapy assumes that mental disorders arise in response to ineffective or maladaptive coping. By adopting a more realistic and optimistic view of coping, individuals can understand the role of emotions and develop actions to reduce distress and maintain mental wellbeing (Nezu & Nezu, 2009).

“Problem-solving therapy (PST) is a psychosocial intervention, generally considered to be under a cognitive-behavioral umbrella” (Nezu, Nezu, & D’Zurilla, 2013, p. ix). It aims to encourage the client to cope better with day-to-day problems and traumatic events and reduce their impact on mental and physical wellbeing.

Clinical research, counseling, and health psychology have shown PST to be highly effective in clients of all ages, ranging from children to the elderly, across multiple clinical settings, including schizophrenia, stress, and anxiety disorders (Dobson, 2011).

Can it help with depression?

PST appears particularly helpful in treating clients with depression. A recent analysis of 30 studies found that PST was an effective treatment with a similar degree of success as other successful therapies targeting depression (Cuijpers, Wit, Kleiboer, Karyotaki, & Ebert, 2020).

Other studies confirm the value of PST and its effectiveness at treating depression in multiple age groups and its capacity to combine with other therapies, including drug treatments (Dobson, 2011).

The major concepts

Effective coping varies depending on the situation, and treatment typically focuses on improving the environment and reducing emotional distress (Dobson, 2011).

PST is based on two overlapping models:

Social problem-solving model

This model focuses on solving the problem “as it occurs in the natural social environment,” combined with a general coping strategy and a method of self-control (Dobson, 2011, p. 198).

The model includes three central concepts:

• Social problem-solving
• The problem
• The solution

The model is a “self-directed cognitive-behavioral process by which an individual, couple, or group attempts to identify or discover effective solutions for specific problems encountered in everyday living” (Dobson, 2011, p. 199).

Relational problem-solving model

The theory of PST is underpinned by a relational problem-solving model, whereby stress is viewed in terms of the relationships between three factors:

• Stressful life events
• Emotional distress and wellbeing
• Problem-solving coping

Therefore, when a significant adverse life event occurs, it may require “sweeping readjustments in a person’s life” (Dobson, 2011, p. 202).

• Enhance positive problem orientation
• Decrease negative orientation
• Foster ability to apply rational problem-solving skills
• Reduce the tendency to avoid problem-solving
• Minimize the tendency to be careless and impulsive

D’Zurilla’s and Nezu’s model includes (modified from Dobson, 2011):

• Initial structuring Establish a positive therapeutic relationship that encourages optimism and explains the PST approach.
• Assessment Formally and informally assess areas of stress in the client’s life and their problem-solving strengths and weaknesses.
• Obstacles to effective problem-solving Explore typically human challenges to problem-solving, such as multitasking and the negative impact of stress. Introduce tools that can help, such as making lists, visualization, and breaking complex problems down.
• Problem orientation – fostering self-efficacy Introduce the importance of a positive problem orientation, adopting tools, such as visualization, to promote self-efficacy.
• Problem orientation – recognizing problems Help clients recognize issues as they occur and use problem checklists to ‘normalize’ the experience.
• Problem orientation – seeing problems as challenges Encourage clients to break free of harmful and restricted ways of thinking while learning how to argue from another point of view.
• Problem orientation – use and control emotions Help clients understand the role of emotions in problem-solving, including using feelings to inform the process and managing disruptive emotions (such as cognitive reframing and relaxation exercises).
• Problem orientation – stop and think Teach clients how to reduce impulsive and avoidance tendencies (visualizing a stop sign or traffic light).
• Problem definition and formulation Encourage an understanding of the nature of problems and set realistic goals and objectives.
• Generation of alternatives Work with clients to help them recognize the wide range of potential solutions to each problem (for example, brainstorming).
• Decision-making Encourage better decision-making through an improved understanding of the consequences of decisions and the value and likelihood of different outcomes.
• Solution implementation and verification Foster the client’s ability to carry out a solution plan, monitor its outcome, evaluate its effectiveness, and use self-reinforcement to increase the chance of success.
• Guided practice Encourage the application of problem-solving skills across multiple domains and future stressful problems.
• Rapid problem-solving Teach clients how to apply problem-solving questions and guidelines quickly in any given situation.

Success in PST depends on the effectiveness of its implementation; using the right approach is crucial (Dobson, 2011).

Problem-solving therapy – Baycrest

The following interventions and techniques are helpful when implementing more effective problem-solving approaches in client’s lives.

First, it is essential to consider if PST is the best approach for the client, based on the problems they present.

Is PPT appropriate?

It is vital to consider whether PST is appropriate for the client’s situation. Therapists new to the approach may require additional guidance (Nezu et al., 2013).

Therapists should consider the following questions before beginning PST with a client (modified from Nezu et al., 2013):

• Has PST proven effective in the past for the problem? For example, research has shown success with depression, generalized anxiety, back pain, Alzheimer’s disease, cancer, and supporting caregivers (Nezu et al., 2013).
• Is PST acceptable to the client?
• Is the individual experiencing a significant mental or physical health problem?

All affirmative answers suggest that PST would be a helpful technique to apply in this instance.

Five problem-solving steps

The following five steps are valuable when working with clients to help them cope with and manage their environment (modified from Dobson, 2011).

Ask the client to consider the following points (forming the acronym ADAPT) when confronted by a problem:

• Attitude Aim to adopt a positive, optimistic attitude to the problem and problem-solving process.
• Define Obtain all required facts and details of potential obstacles to define the problem.
• Alternatives Identify various alternative solutions and actions to overcome the obstacle and achieve the problem-solving goal.
• Predict Predict each alternative’s positive and negative outcomes and choose the one most likely to achieve the goal and maximize the benefits.
• Try out Once selected, try out the solution and monitor its effectiveness while engaging in self-reinforcement.

If the client is not satisfied with their solution, they can return to step ‘A’ and find a more appropriate solution.

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Positive self-statements

When dealing with clients facing negative self-beliefs, it can be helpful for them to use positive self-statements.

Use the following (or add new) self-statements to replace harmful, negative thinking (modified from Dobson, 2011):

• I can solve this problem; I’ve tackled similar ones before.
• I can cope with this.
• I just need to take a breath and relax.
• Once I start, it will be easier.
• It’s okay to look out for myself.
• I can get help if needed.
• Other people feel the same way I do.
• I’ll take one piece of the problem at a time.
• I can keep my fears in check.
• I don’t need to please everyone.

5 Worksheets and workbooks

Problem-solving self-monitoring form.

Answering the questions in the Problem-Solving Self-Monitoring Form provides the therapist with necessary information regarding the client’s overall and specific problem-solving approaches and reactions (Dobson, 2011).

Ask the client to complete the following:

• Describe the problem you are facing.
• What is your goal?
• What have you tried so far to solve the problem?
• What was the outcome?

Reactions to Stress

It can be helpful for the client to recognize their own experiences of stress. Do they react angrily, withdraw, or give up (Dobson, 2011)?

The Reactions to Stress worksheet can be given to the client as homework to capture stressful events and their reactions. By recording how they felt, behaved, and thought, they can recognize repeating patterns.

What Are Your Unique Triggers?

Helping clients capture triggers for their stressful reactions can encourage emotional regulation.

When clients can identify triggers that may lead to a negative response, they can stop the experience or slow down their emotional reaction (Dobson, 2011).

The What Are Your Unique Triggers ? worksheet helps the client identify their triggers (e.g., conflict, relationships, physical environment, etc.).

Problem-Solving worksheet

Imagining an existing or potential problem and working through how to resolve it can be a powerful exercise for the client.

Use the Problem-Solving worksheet to state a problem and goal and consider the obstacles in the way. Then explore options for achieving the goal, along with their pros and cons, to assess the best action plan.

Getting the Facts

Clients can become better equipped to tackle problems and choose the right course of action by recognizing facts versus assumptions and gathering all the necessary information (Dobson, 2011).

Use the Getting the Facts worksheet to answer the following questions clearly and unambiguously:

• Who is involved?
• What did or did not happen, and how did it bother you?
• Where did it happen?
• When did it happen?
• Why did it happen?
• How did you respond?

2 Helpful Group Activities

While therapists can use the worksheets above in group situations, the following two interventions work particularly well with more than one person.

Generating Alternative Solutions and Better Decision-Making

A group setting can provide an ideal opportunity to share a problem and identify potential solutions arising from multiple perspectives.

Use the Generating Alternative Solutions and Better Decision-Making worksheet and ask the client to explain the situation or problem to the group and the obstacles in the way.

Once the approaches are captured and reviewed, the individual can share their decision-making process with the group if they want further feedback.

Visualization

Visualization can be performed with individuals or in a group setting to help clients solve problems in multiple ways, including (Dobson, 2011):

• Clarifying the problem by looking at it from multiple perspectives
• Rehearsing a solution in the mind to improve and get more practice
• Visualizing a ‘safe place’ for relaxation, slowing down, and stress management

Guided imagery is particularly valuable for encouraging the group to take a ‘mental vacation’ and let go of stress.

Ask the group to begin with slow, deep breathing that fills the entire diaphragm. Then ask them to visualize a favorite scene (real or imagined) that makes them feel relaxed, perhaps beside a gently flowing river, a summer meadow, or at the beach.

The more the senses are engaged, the more real the experience. Ask the group to think about what they can hear, see, touch, smell, and even taste.

Encourage them to experience the situation as fully as possible, immersing themselves and enjoying their place of safety.

Such feelings of relaxation may be able to help clients fall asleep, relieve stress, and become more ready to solve problems.

We have included three of our favorite books on the subject of Problem-Solving Therapy below.

1. Problem-Solving Therapy: A Treatment Manual – Arthur Nezu, Christine Maguth Nezu, and Thomas D’Zurilla

This is an incredibly valuable book for anyone wishing to understand the principles and practice behind PST.

Written by the co-developers of PST, the manual provides powerful toolkits to overcome cognitive overload, emotional dysregulation, and the barriers to practical problem-solving.

Find the book on Amazon .

2. Emotion-Centered Problem-Solving Therapy: Treatment Guidelines – Arthur Nezu and Christine Maguth Nezu

Another, more recent, book from the creators of PST, this text includes important advances in neuroscience underpinning the role of emotion in behavioral treatment.

Along with clinical examples, the book also includes crucial toolkits that form part of a stepped model for the application of PST.

3. Handbook of Cognitive-Behavioral Therapies – Keith Dobson and David Dozois

This is the fourth edition of a hugely popular guide to Cognitive-Behavioral Therapies and includes a valuable and insightful section on Problem-Solving Therapy.

This is an important book for students and more experienced therapists wishing to form a high-level and in-depth understanding of the tools and techniques available to Cognitive-Behavioral Therapists.

For even more tools to help strengthen your clients’ problem-solving skills, check out the following free worksheets from our blog.

• Case Formulation Worksheet This worksheet presents a four-step framework to help therapists and their clients come to a shared understanding of the client’s presenting problem.
• Understanding Your Default Problem-Solving Approach This worksheet poses a series of questions helping clients reflect on their typical cognitive, emotional, and behavioral responses to problems.
• Social Problem Solving: Step by Step This worksheet presents a streamlined template to help clients define a problem, generate possible courses of action, and evaluate the effectiveness of an implemented solution.

If you’re looking for more science-based ways to help others enhance their wellbeing, check out this signature collection of 17 validated positive psychology tools for practitioners. Use them to help others flourish and thrive.

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While we are born problem-solvers, facing an incredibly diverse set of challenges daily, we sometimes need support.

Problem-Solving Therapy aims to reduce stress and associated mental health disorders and improve wellbeing by improving our ability to cope. PST is valuable in diverse clinical settings, ranging from depression to schizophrenia, with research suggesting it as a highly effective treatment for teaching coping strategies and reducing emotional distress.

Many PST techniques are available to help improve clients’ positive outlook on obstacles while reducing avoidance of problem situations and the tendency to be careless and impulsive.

The PST model typically assesses the client’s strengths, weaknesses, and coping strategies when facing problems before encouraging a healthy experience of and relationship with problem-solving.

Why not use this article to explore the theory behind PST and try out some of our powerful tools and interventions with your clients to help them with their decision-making, coping, and problem-solving?

We hope you enjoyed reading this article. Don’t forget to download our three Positive Psychology Exercises for free .

• Cuijpers, P., Wit, L., Kleiboer, A., Karyotaki, E., & Ebert, D. (2020). Problem-solving therapy for adult depression: An updated meta-analysis. European P sychiatry ,  48 (1), 27–37.
• Dobson, K. S. (2011). Handbook of cognitive-behavioral therapies (3rd ed.). Guilford Press.
• Dobson, K. S., & Dozois, D. J. A. (2021). Handbook of cognitive-behavioral therapies  (4th ed.). Guilford Press.
• Eysenck, M. W., & Keane, M. T. (2015). Cognitive psychology: A student’s handbook . Psychology Press.
• Nezu, A. M., & Nezu, C. M. (2009). Problem-solving therapy DVD . Retrieved September 13, 2021, from https://www.apa.org/pubs/videos/4310852
• Nezu, A. M., & Nezu, C. M. (2018). Emotion-centered problem-solving therapy: Treatment guidelines. Springer.
• Nezu, A. M., Nezu, C. M., & D’Zurilla, T. J. (2013). Problem-solving therapy: A treatment manual . Springer.

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mock psychometric test

Thank you for participating in this mock psychometric test. This exercise is designed to give you a taste of what real psychometric testing can be like. It’s an opportunity to familiarize yourself with the types of questions and formats you might encounter in actual assessments used by employers, educational institutions, or other organizations.

Test Structure

This mock test consists of several sections, each focusing on a different skill set or personal attribute:

• Cognitive Abilities: Questions designed to assess your numerical, verbal, and abstract reasoning skills.
• Personality Traits: A series of statements where you will rate your agreement or preference, aimed at understanding your work style and interpersonal behaviors.
• Situational Judgement: Scenarios that you might encounter in the workplace or everyday life, testing your decision-making and problem-solving abilities.
• Logical Reasoning: Questions that assess your ability to think logically and analytically.
• Emotional Intelligence: Questions designed to understand how well you perceive and manage emotions in yourself and others.
• Spatial Ability: Tasks that require you to visualize and manipulate shapes and spaces.
• Critical Thinking: Questions that evaluate your ability to reason through arguments and assumptions.

These tests often assess cognitive abilities, personality traits, and other skills. For this mock version, I’ll provide a few sample questions that cover different aspects typically found in such tests.

Cognitive Abilities

• Verbal Reasoning: Choose the word that best completes the sentence. “Despite the clear evidence, the defendant’s plea remained _______.” a) adamant b) inconclusive c) irrelevant d) implausible
• Numerical Reasoning: Solve the following problem. “If a train travels 60 miles in 1.5 hours, how fast is it going?” a) 30 mph b) 40 mph c) 50 mph d) 60 mph
• Abstract Reasoning: Which figure comes next in the series?

Personality Traits

• Agreeableness: Do you find it easy to empathize with someone else’s point of view? a) Always b) Often c) Sometimes d) Rarely
• Conscientiousness: How often do you double-check your work for errors? a) Always b) Often c) Sometimes d) Rarely
• Openness to Experience: Are you interested in learning about abstract concepts like philosophy or theoretical science? a) Very Interested b) Somewhat Interested c) Not Very Interested d) Not Interested at All

Situational Judgement

• Problem-Solving: If you find an error in a report that has already been distributed to clients, what would you do? a) Ignore it since it’s already sent out. b) Inform your supervisor and offer to send a corrected version. c) Try to fix the error without telling anyone to avoid consequences. d) Blame the error on a colleague.
• Teamwork: When assigned to a team project, how do you typically contribute? a) Take charge of the project and delegate tasks. b) Work on whatever task is assigned to me. c) Offer ideas and collaborate with others. d) Prefer to work alone, even in a team setting

Logical Reasoning

• Sequence Identification: Identify the next number in the sequence: 2, 4, 8, 16, … a) 24 b) 32 c) 48 d) 64
• Pattern Recognition: Which shape is the odd one out?

Emotional Intelligence

• Self-awareness: How do you usually react when you receive criticism? a) I feel upset but try to learn from it. b) I often disagree with the criticism. c) I consider it calmly and objectively. d) It doesn’t affect me much.
• Empathy: If a colleague is upset about a personal issue, how do you respond? a) Offer advice on how to solve the problem. b) Listen and show understanding without giving advice. c) Change the subject to lighten the mood. d) Avoid discussing personal matters at work.

Spatial Ability

• 3D Manipulation: Which 3D shape would be made from the following 2D pattern?
• Map Reading: If you are facing north and turn 90 degrees to your right, what direction are you now facing? a) North b) South c) East d) West

Critical Thinking

• Assumption Identification: Is the following statement based on an assumption? “If people read more books, society would be more knowledgeable.” a) Yes b) No
• Argument Evaluation: Does the conclusion follow from the premises? “All apples are fruits. All fruits grow on trees. Therefore, all apples grow on trees.” a) Yes b) No

Test by Company

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Psychometric Testing Examples

What is a psychometric test.

• Psychometric tests are technical ability exercises used by employers to assess your aptitude ability for example if you can read write and calculate simple day to day tasks in a job
• If we break down Psychometric tests further we will see a number of different specific tests, these are Numerical reasoning tests, verbal reasoning tests and logical reasoning tests
• Each test type assess for a certain cognitive ability and can be provided by third party test publishers such as SHL, Cappfinity and Korn Ferry
• Online psychometric tests are a common challenge in the graduate scheme applications.
• The tests are often used in tandem with each other, the chosen test selection dictated by the career sector to which the applicant is applying.
• The candidate is assessed as a whole for the role therefore Psychometric test scores alone do not dictate the outcome of the recruitment process however failing to pass the tests will automatically reject you for the role, other factors are considered such as candidate CVs, cover letters and other assessment rounds

The different types of psychometric tests

• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Diagrammatic Reasoning
• Logical Reasoning
• Critical Thinking
• Situational Judgement
• Mechanical Reasoning
• Deductive Reasoning

Free Practice Psychometric Test

• There are over 100 free practice test questions on the aptitudeprep website for you to practice on
• These are real example tests found across the web and delivered to you in an organised neat fashion so you can practice on for free
• As a candidate, the best way to prepare for your psychometric test is to practise and find out what the test is like. Our 1000s of psychometric test questions are sure to improve your testing ability.

What to expect when taking a psychometric test

• Most psychometric tests will assess you against a period of time usually short amount of time per question so practising will improve your speed and accuracy, Personality tests and situational judgement tests are usually not timed and can be done at your own pace
• As psychometric tests are an assessment of mental agility, you will need to be prepared to answer the questions rapidly without compromising accuracy.
• some employers such as Deloitte or EON energy offer multiple psychometric tests in one setting which is often delivered by Cappfinity. In this scenario you may be required to sit a verbal reasoning test, followed by a numerical reasoning and a situational judgement assessment.
• Knowing as much as possible about the test structure beforehand will help you pin down the specifics of what to expect.
• some assessments can be adaptive meaning they differ for each candidate depending on Performance during the test.  Do not be too surprised, therefore, if your questions increase in difficulty as you progress through the test.

Test Publishers

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Master Psychometric Test: Guide and Free Practice

Psychometric tests are commonly used by employers and educational institutions as a way to evaluate the cognitive abilities, personalities, and attitudes of candidates. These tests can be challenging, as they assess a wide range of skills and traits in a limited amount of time.

In this article, we will provide a comprehensive guide to psychometric tests, including an overview of the test types, how to approach them, and free practice materials to help you prepare. This guide will provide you with the knowledge and tools to master these tests and improve your chances of success. 

Overview of psychometric test

What is a psychometric test.

Psychometric tests are assessments that measure various cognitive abilities, personality traits, and emotional intelligence. The tests typically consist of a series of standardized questions and tasks designed to measure cognitive abilities, personality traits, and other factors that may be relevant to the purpose of the assessment.

These tests are becoming increasingly popular among employers in various industries. Over half of the employers—56 percent—use pre-employment examinations to evaluate job candidates' knowledge, skills, and talents, according to the SHRM study of 1,688 participants . Some popular psychometric tests used by employers include the Hogan Personality Inventory , Watson Glaser Critical Thinking Appraisal , and Caliper Profile for personality, critical thinking, and job-fit assessments. 

When do you have to take psychometric tests?

Psychometric tests are commonly used in a variety of contexts, including for job assessments, career orientation, and diagnostic and therapeutic purposes in the psychology field.

For pre-employment assessment , psychometric tests are frequently used as part of the recruitment process to give insights into the candidates' cognitive abilities, personality traits, and other factors relevant to job performance and how well they suit the position and companies.

For career development , psychometric tests can also be used to help individuals explore the career paths that may be a good fit for their personality, interests, strengths and weakness. The Strong Interest Inventory and the Holland Occupational Themes assessment are commonly-used tests for this purpose.

For clinical purposes , psychometric tests are also used by psychologists as part of the diagnostic and therapeutic process for mental health conditions.

What does the psychometric test assess?

Psychometric test is a powerful tool designed to measure a variety of psychological qualities. These traits include cognitive ability, personality traits, aptitude, skills, personal attitudes, behaviors, and core values.

• Cognitive ability : a person's mental processing capabilities and reasoning skills, including verbal, numerical, spatial, and logical reasoning.
• Personality traits tests : a person's characteristics, behaviors, motivations, and attitudes that make up their personality.
• Aptitude : a person's potential to learn and succeed in specific areas, such as abstract thinking, and problem-solving skills. 
• Skills : a person's knowledge, abilities, and experience in specific areas, such as software proficiency, language skills, and general knowledge. 
• Personal attitudes, behaviors, and core values : a person's personal beliefs, values, and moral compass, as well as their decision-making processes and overall outlook on life.

Graphic: What qualities does a psychometric test assess?

• Cognitive ability : verbal, numerical, spatial, and logical reasoning.
• Personality traits tests : characteristics, behaviors, motivations, and attitudes.
• Aptitude : the potential to learn and succeed in specific areas
• Skills : knowledge and experience in specific areas
• Personal attitudes, behaviors, and core values : a person's personal beliefs, values, and moral compass.

Overall, psychometric tests provide employers, educators, and counselors with a more accurate and comprehensive understanding of a person's strengths and limitations, helping them make better-informed decisions and recommendations regarding candidate selection, counseling, or psychological diagnosis.

Understand different formats of psychometric test

Psychometric tests come in various formats, each with its own unique style of assessment. Here are some of the most common formats:

• Multiple-choice questions : a set of questions with several answer options, of which only one is correct.
• True or false questions : a series of statements, where test-takers need to choose whether the statement is true or false.
• Game-based assessments : a series of games or puzzles designed to measure specific cognitive abilities.
• Performance-based assessment : requires test-takers to do a specific task, such as typing, error-checking, programming, or completing a set of math problems.
• In-basket exercises : a simulation of a real-life work situation where the test-taker is given a set of tasks to complete within a specific time frame.

In the pre-employment process, these psychometric tests are mostly standardized - which means that the employers expect certain behaviors and qualities from the test-takers. In addition, regardless of the format, the end goal of the psychometric tests is to determine whether the candidates possess the necessary qualities for the job. Therefore, if you are preparing for the psychometric, you should focus on developing the skills (cognitive and job skills) that can be applied to any test format.

Types of psychometric assessments

Generally, psychometric tests can be categorized into three types: aptitude tests, personality profiling tests , and EQ & IQ tests . Let’s have a closer look at each type.

Aptitude Test

Read more: Aptitude Tests: Test Types & Free Practice Materials

Aptitude tests are the assessment used to evaluate an individual's potential to succeed in a particular field or job. Aptitude tests can consist of:

• Cognitive skills test , which measures an individual's thinking, reasoning, and problem-solving abilities. The common test types for cognitive skills include numerical reasoning , verbal reasoning , deductive reasoning , and inductive reasoning test.
• Job skills test , which assesses a candidate's ability to perform job-specific tasks and duties. The skills to be assessed are varied based on the nature of the job description. Some of the tests are mechanical reasoning or error-checking test .

Personality and Behavior Profiling Test

Personality profiling tests measure an individual's personality traits and help examiners understand how a test-taker might approach their work and life decisions. Some common personality profiling test includes:

• Personality test , such as Myers-Briggs Type Indicator (MBTI), categorizes individuals into personality types based on how they perceive the world and make decisions. 
• Situational Judgment Test ( SJT ) evaluates an individual's judgment, strengths, and weaknesses in a decision-making work scenario.

EQ and IQ Test

EQ and IQ tests are assessments used to measure emotional intelligence and intellectual abilities, respectively.

• Emotional intelligence (EQ) test measures an individual's emotional intelligence and ability to understand and manage their emotions.
• Intelligence quotient (IQ) test measures cognitive ability, including problem-solving, critical thinking, and learning potential.

Key takeaway : Each type of psychometric assessment has its own unique purpose and set of benefits. By understanding the different types of psychometric assessments available, individuals can better prepare for the specific test they will be taking and have a better understanding of what the results may mean.

Prep tips and strategies to pass psychometric tests

Since each test type has different formats, purposes, and requirements, it is vital to have suitable approaches for each type of test. We will give you a brief guide to prepare for each type of psychometric test.

Prepare for the aptitude test

Aptitude tests can be challenging, but with the right preparation, you can increase your chances of success. Here are some tips you can take to prepare for your aptitude test:

• Research the test formats and types you will take : Understanding the format and types of tests can help you develop a study plan that is tailored to your needs. Take practice tests to familiarize yourself with the types of questions you may face.
• Understand the strategies to approach each test type : Knowing the different strategies and techniques to approach each type of test can help you improve your accuracy and speed. For example, for numerical reasoning tests, learn how to use ratios and percentages to quickly solve problems.
• Practice and learn from mistakes : Practicing with sample tests can help you identify your weaknesses and improve your performance. Review your mistakes and understand why you got them wrong. This will help you avoid making similar mistakes in the future.
• Improve time management skills : Practice with time limits and work on increasing your reading speed to answer questions quickly and accurately. With these strategies, you can boost your confidence and perform your best on your aptitude test.

MConsultingPrep can help you with your preparation with our All-inclusive Aptitude Test package . 

• With over 1000 questions covering numerical, verbal, deductive, and inductive reasoning , you'll have plenty of opportunities to practice and perfect your skills.
• Our detailed study guide with expert strategies and tips will help you approach each type of question with confidence.
• Our practice tests feature time limits and step-by-step explanations . Hence, you can identify your strengths and areas of improvement, ensuring that you're fully prepared to ace your aptitude test.

Prepare for the personality profiling test

Personality profiling test can be not as mentally demanding as aptitude tests, but there are preparation needed to show how your qualities align with the company's culture and the job description. Here are some tips to help you prepare for the personality profiling test.

• Examine your job description and company culture : You should have a clear understanding of the job role and the company's culture. This knowledge will help you to answer the questions based on how your personality aligns with the job and company culture.
• Align the answers between your personality and company culture : It is essential to answer the questions based on how your personality aligns with the company's culture and the job description. Reflect on your own qualities and which ones you demonstrate for the specific roles and company culture.
• Don’t make up your personality : It is essential to be honest when answering the questions. Trying to manipulate the test by making up your personality to suit the job or the company's culture may backfire. Most personality profiling tests have a built-in lie detector, and any attempt to manipulate the test will be evident in the results.
• Practice with mock test : Familiarizing yourself with the test format can help you focus on reflecting on your own personality and know what to demonstrate during the real test. There are online tests available to you to use such as 16Personalities MBTI test or Big Five Personality Test .

Prepare for EQ and IQ test

Preparing for the EQ and IQ test can seem daunting, but there are ways to improve your chances of success. Here are some tips to help you prepare for both types of tests.

• Take practice tests: You should practice with mock tests to get used to the format of the EQ and IQ.
• Improve your reading and comprehension skills: Both the EQ and IQ tests require strong reading and comprehension skills, so it's important to practice these skills as much as possible. Read a variety of materials, including academic and technical texts, to build up your vocabulary and work on summarizing what you've read.
• Work on your math skills: The IQ test often includes math questions, so it's important to brush up on your math skills. Practice basic arithmetic, algebra, and geometry to improve your chances of success.
• Practice mindfulness: The EQ test assesses emotional intelligence, so it's important to work on mindfulness and self-awareness. Practice meditation or other mindfulness exercises to help you become more aware of your own emotions and better understand the emotions of others.

Can I prepare the psychometric test in one day?

It’s not unlikely, but in reality, learning psychometric tests in one day is extremely difficult. The psychometric tests cover a wide range of test types, measuring various skills and abilities. In particular, the aptitude tests often the most challenging part to prepare since the skills takes more effort to acquire. MConsultingPrep recommend you to start with preparing for aptitude test and skill test first. We have a full article on learning aptitude test in one day .

Common psychometric test providers

Currently, there are various popular psychometric test publishers in the industry (both aptitude tests and personality tests), including:

• Test Partnership

Knowing the test providers that administrate the psychometric test for the company will help you be aware of what you will face in your actual test. You can check out the details of question types, approaches, and how to pass each test in the above article.

Free prep materials from MConsultingPrep

MConsultingPrep has a lot of free resources to help you with your preparation for the psychometric test. Take a look at our list here.

Free aptitude test

Check out our  free trial Aptitude Test here . This free test covers numerical, verbal, deductive, and inductive reasoning tests. Each practice test comes with a time limit, scoring, and a full answer guide for each question for your review and learning.

Free guide for aptitude test

• Guide to Numerical Reasoning Test
• Guide to Verbal Reasoning Test
• Guide to Deductive Reasoning Test
• Guide to Inductive Reasoning Test / Abstract Reasoning Test
• Guide to Spatial Reasoning Test

Free guide for personality test

• How to pass Personality test?
• Guide to Situational Judgement Test

Companies’ online assessment:  You can research on the online assessment formats and question types from each company

Is a psychometric test an IQ test

Not necessarily. A psychometric test is a broader category of tests that assesses cognitive abilities, personality traits, and other characteristics that may impact job performance. IQ tests are specific type of psychometric test that measures intelligence.

Is the psychometric assessment hard?

The level of difficulty of psychometric tests can vary depending on the type of test and the purpose for which it's used. However, from the insider’s perspective, psychometric tests can pose quite a challenge to those who take them due to the pressing time limit and various skills to be tested. It's important to prepare for the test, and at the same time, approach it with a clear objective and a positive mindset.

What is the passing score for aptitude tests?

There's no fixed passing score for aptitude tests, as the scores are usually interpreted in the context of the specific job or program you're applying for. The hiring manager or recruiter will typically consider your test results alongside other factors, such as your resume, work experience, and interview performance, to make an overall hiring decision.

Can you fail a psychometric test?

It's not a matter of passing or failing a psychometric test. The test measures your abilities, skills, personality traits, and values, which are neither good nor bad. However, you can receive a low score in a particular area or skill, which may affect your job prospects. It's important to remember that the psychometric test is just one part of the overall recruitment or selection process, and it's always worth following up with the recruiter or hiring manager if you have concerns about your scores.

What Is Critical Thinking?

Who uses critical thinking tests and why, how to prepare for a critical thinking test in 2024, final thoughts, critical thinking tests (2024 guide).

Updated November 18, 2023

Critical thinking is the ability to scrutinize evidence using intellectual skills. Reflective skills are employed to reach clear, coherent and logical conclusions – rather than just accepting information as it is provided.

Critical thinking tests measure the candidate’s understanding of logical connections between ideas, the strength of an argument, alternate interpretations and the significance of a particular claim.

A major facet of critical thinking is the ability to separate facts from opinions and work against any subconscious bias.

In critical thinking tests, employers are looking for people who can think critically about information, showing they are open-minded, good problem-solvers and excellent decision-makers.

Critical thinking tests assess how well a candidate can analyze and reason when presented with specific information.

They are used as part of the application process in several industries, most commonly for professions where employees would need to use advanced judgment and analysis skills in decision-making.

For example:

Academic applications – In some instances, critical thinking tests are used to assess whether prospective students have the skills required to be successful in higher education.

Law – Critical thinking assessments are often used in the legal sector as part of the application process. In many law positions, facts are more important than opinion, subconscious bias or pre-existing ideas so an applicant needs to be skilled in critical thinking.

Finance – In financial institutions, decisions often need to be made based on facts rather than emotion or opinion. Judgments made in banking need to be skilled decisions based on logic and the strength of data and information – so to be successful, candidates need to demonstrate that they will not accept arguments and conclusions at face value.

Graduate roles – In some sectors, critical thinking tests are used in graduate recruitment because they are considered to be predictors of ability.

With several different tests available, suited to different industries, many top-level jobs are likely to include critical thinking assessments as part of the application process.

Critical Thinking Tests Explained

Critical thinking tests are usually presented in a similar format no matter who the publisher is. A paragraph of information and data is given, with a statement that is under scrutiny.

Multiple-choice answers are presented for each statement, and there may be more than one question about the same paragraph.

While each question is presented in the same way, different aspects of critical thinking are assessed throughout the test.

Assessing Assumptions

For this type of question, there may be something ‘taken for granted’ in the information provided – and it might not be explicitly stated.

The candidate needs to evaluate the scenario and conclude whether any assumptions are present. The statement below the scenario may or may not support the statement and the answer selection will be about whether the stated assumption is made or not made in the scenario.

Example Question for Assessing Assumptions

Practice Critical Thinking Test with JobTestPrep

The mainstream media presents information that is supported by the political party in power.

Assumption: The information that the mainstream media presents is always correct.

a) Assumption made b) Assumption not made

Determining Inferences

Following a paragraph of information containing evidence, you will be presented with an inference and need to assess whether the inference is absolutely true, possibly true, possibly false, absolutely false, or it is not possible to reach a decision.

An inference is a conclusion that can be reached based on logical reasoning from the information. Although all the evidence to support (or not support) the inference is included in the passage, it will not be obvious or explicitly stated, which makes the inference harder to conclude.

Example Question for Determining Inferences

It has been snowing all night and there is thick snow on the ground. Today’s weather is sunny and bright.

Inference: The snow will melt today.

a) Possibly true b) Absolutely true c) Possibly false d) Absolutely false e) Not possible to reach a decision

Making Deductions

For this type of question, the information presented will be a set of factual statements and the candidate will need to decide if the deduction applies or does not apply.

This logical thinking is a top-down exercise where all the information is provided and needs to be read in the order it is presented.

If statement A = B, does B = C? There should be no grey areas – it either does or does not follow.

Example Question for Making Deductions

All plants have leaves. All leaves are green.

Proposed deduction: All plants are green.

a) Deduction follows b) Deduction does not follow

If you need to prepare for a number of different employment tests and want to outsmart the competition, choose a Premium Membership from JobTestPrep . You will get access to three PrepPacks of your choice, from a database that covers all the major test providers and employers and tailored profession packs.

Get a Premium Package Now

Interpretation of Conclusions

Presented with information, the candidate needs to assess whether a given conclusion is correct based on the evidence provided.

For the purposes of the test, we need to believe that all the information provided in the paragraph is true, even if we have opinions about the correctness of the statement.

Example Question for Interpretation of Conclusions

When cooking a meal, one of the most important things to get right is the balance between major food groups. Satisfaction from a good meal comes from getting the most nutrition and can therefore be attributed to a wide variety of flavors, including vegetables, a good source of protein and carbohydrates. A balanced diet is about more than just everything in moderation and should be considered a scientific process with measuring of ingredients and efficient cooking methods.

Proposed conclusion: The best meals are those that are scientifically prepared.

a) Conclusion follows b) Conclusion does not follow

Evaluation of Arguments (Analysis of Arguments)

In this analysis section, the candidate is presented with a scenario and an argument that might be in favor of the scenario or against it.

The candidate needs to evaluate whether the argument itself is weak or strong. This needs to be based on the relevance to the scenario and whether it accurately addresses the question.

Example Question for Evaluation of Arguments

Should all drugs be made legal?

Proposed argument: No, all drugs are dangerous to everyone.

a) Argument is strong b) Argument is weak

Most Common Critical Thinking Tests in 2024

Watson glaser test.

Watson Glaser is the most commonly used test publisher for critical thinking assessments and is used by many industries.

When sitting a Watson Glaser test, your results will be compared against a sample group of over 1,500 test-takers who are considered representative of graduate-level candidates.

The test is usually 40 questions long, with 30 minutes to answer, but there is a longer version that asks 80 questions with a time limit of an hour.

Who Uses This Test?

The Watson Glaser Test is used in a wide variety of industries for different roles, especially in the legal and banking sectors. Some employers that use the Watson Glaser Test are:

• Bank of England
• Irwin Mitchell
• Simmons & Simmons

What Is the RED model?

The Watson Glaser Test is based on something called the ‘RED model’. The questions in the test are based on:

• Recognizing assumptions
• Evaluating arguments
• Drawing conclusions

The science behind the Watson Glaser Test shows that candidates who show strong critical thinking skills in these areas are more likely to perform well in roles where logical decisions and judgments have to be made.

Where to Take a Free Practice Test

Watson Glaser Tests have a specific layout and format. If you are going to be completing one of the assessments as part of your application, it’s best to practice questions that match the test format.

You can find Watson Glaser practice tests at JobTestPrep as well as a prep pack to give you all the tips, tricks and information you need to make the most of your practice time.

Take a Practice Watson Glaser Test

SHL Critical Reasoning Battery Test

The SHL Critical Reasoning Battery Test includes questions based on numerical, verbal and inductive reasoning. This test is usually used for managerial and supervisory roles, and can include mechanical comprehension if needed for the job role (usually in engineering or mechanical roles).

You can find out more on JobTestPrep’s SHL Critical Reasoning Battery pages .

Take a Practice SHL Test

The Graduate Management Admissions Test (GMAT) is an online adaptive test – using sophisticated algorithms to adjust the difficulty of the questions according to the answers already provided.

Questions include integrated, quantitative and verbal reasoning as well as an analytical writing assessment. The GMAT is widely used to predict performance in business or management programs in more than 1,700 universities and organizations.

Take a Practice GMAT

Preparation is key to success in any pre-employment assessment. While some people think critical reasoning is not a skill you can practice, there are some steps you can take to perform at your best.

Critical thinking tests are straightforward but not necessarily easy.

Step 1 . Consider Buying a Preparation Pack

If you can determine who the publisher is for the test you will take, it may be worthwhile investing in a prep pack from that particular publisher.

JobTestPrep offers prep packs for many major test publishers. These packs include realistic practice tests as well as study guides, tips and tricks to help you build your own question-solving strategies.

Step 2 . Use Practice Tests

Even if you decide not to purchase a prep pack, taking practice tests will help you focus on the areas where you need to improve to be successful.

It is important to find out the publisher of the test you will take because not all critical thinking tests are at the same level and they may not follow the same structure. Timings, answering methodologies and the number of questions will vary between publishers.

You can usually find out the test publisher before you take the assessment by asking the recruiter or searching online.

Step 3 . Practice Under Test Conditions

Critical thinking tests are timed. To give yourself the best chance of achieving a high score, you need to answer the questions quickly and efficiently.

Practicing under test conditions – including the time limit – will help you to understand how much time you need to spend on each question and will help you to develop efficient time management skills for the assessment.

Practicing under test conditions will also help you focus so you can make the most of the session.

Step 4 . Practice Abstract Reasoning

Abstract reasoning is a form of critical thinking that uses logic to form a conclusion. Some abstract reasoning tests are presented as word problems.

Practicing these is a good way to flex critical thinking muscles. You can find practice questions on the Psychometric Success website .

Step 5 . Practice Critical Thinking in Everyday Life

Reading widely, especially non-fiction, is a good way to practice your critical thinking skills in everyday life.

Newspaper articles, scientific or technical journals, and other sources of information present an opportunity to think about:

• The strength of arguments
• The perspective of the author
• Whether there are enough facts presented to draw the conclusion given
• Whether other conclusions could be drawn from the same information

Step 6 . Revise Logical Fallacies

Knowledge of logical fallacies will help you to judge the effectiveness of an argument. Fallacy describes ‘faulty reasoning’ in an argument and is often seen in hyperbole or opinion pieces in newspapers and magazines.

There are many types of fallacy that you might come across, such as:

• Strawman – An argument that doesn’t address the statement.
• False cause – An argument based on a connection that doesn’t exist.
• Ambiguity – An argument using a phrase that is unclear or that may have different meanings.
• Appeal to popularity – An argument that states it must be true because many people believe it.

There are many others, including red herrings, appeal to authority and false dichotomy. Learning these will help you to identify a weak argument.

Step 7 . Focus on Long-Term Practice

Cramming and panicking about a critical thinking assessment is rarely conducive to great performance.

If you are looking for a career in a sector where critical thinking skills are necessary, then long-term practice will have better results when you come to be assessed. Make critical thinking a part of life – so that every day can be a chance to practice recognizing assumptions.

Key Tips for Critical Thinking Test Success

Understand the format of the test and each question type.

Familiarity is important for any assessment, and in critical thinking tests, it is essential that you can recognize what the question is looking for. As mentioned above, this is usually one of the following:

• Assessing assumptions
• Determining inferences
• Making deductions
• Interpreting conclusions

Practice tests will help you become comfortable with the structure and format of the test, including ways to answer, and will also demonstrate what the question types look like.

Read Test Content Carefully

Taking time to read and understand the content provided in the question is important to ensure that you can answer correctly.

The information you need to determine the correct answer will be provided although it might not be explicitly stated. Careful reading is an important part of critical thinking.

Only Use the Information Provided

While some of the information provided in the critical thinking test might be related to the role you are applying for, or about something that you have existing knowledge of, you mustn't use this knowledge during the test.

A facet of critical thinking is avoiding subconscious bias and opinion, so only use the information that is provided to answer the question.

Look Out for Facts and Fallacies

Throughout the critical thinking test, look out for facts and fallacies in the information and arguments provided.

Identifying fallacies will help you decide if an argument is strong and will help you answer questions correctly.

Critical thinking tests are used as pre-employment assessments for jobs that require effective communication, good problem-solving and great decision-making, such as those in the legal sector and banking.

These tests assess the ability of candidates to question and scrutinize evidence, make logical connections between ideas, find alternative interpretations and decide on the strength of an argument.

All critical thinking tests are not the same, but they do have similar question types. Learning what these are and how to answer them will help you perform better. Practicing tests based on the specific publisher of your test will give you the best results.

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

What Are Psychometric Tests?

Who uses psychometric tests, why are psychometric tests used, types of psychometric tests – psychometric personality tests, how to prepare for the psychometric test, frequently asked questions, final thoughts, 15 free psychometric test questions and answers.

Updated November 18, 2023

Psychometric tests are often used by organizations as part of the recruitment process. Different types of psychometric tests are designed to measure various aspects of cognitive ability, reasoning capabilities and personality traits. Potential employers use the results to assess a candidate’s suitability for a role. A psychometric test is generally administered online; this helps hiring managers filter applicants quickly and easily. 

Get practice tests from JobTestPrep

Psychometric tests are also known as aptitude tests . They are an increasingly common part of the recruitment process. 

They are used by companies across a range of industries to identify candidates' unique skills and abilities. This process is normally before the job interview stage of the hiring process. If you pass the assessment with a good score, you are more likely to be invited to interview.

This article is designed as a complete guide to the different types of psychometric tests. Find out what to expect, how to prepare and pick up some helpful tips to improve your score.

Generally speaking, psychometric tests consist of a series of timed questions. These most often assess numerical, verbal or logical reasoning skills . 

Psychometrics are now primarily delivered online but you might also be invited to an assessment centre. You will be sent an email including a link that will enable you to access the test. You should research the test published before clicking on this link, so that you know what the test will look and feel like.

When psychometric tests have been used as an online screening tool, organizations tend to retest candidates at the official interview. This is to confirm that candidates answered honestly in their original test.

For this reason, it is not really worth cheating by trying to get someone else to help you pass online tests, as you will probably get caught out later.

Some newer psychometrics are ‘responsive’. This means they can react to a candidate’s performance on previous questions and present different questions depending on their achievement so far. This allows for an even greater level of discrimination between candidates.

The specific test you are asked to sit depends on what the company is looking for.

Although there are many different types of psychometric test, they fall into two main categories:

• Ability tests  – To identify what an individual can do
• Personality tests  – To identify personality traits and behaviors

Psychometric tests are used often and are becoming increasingly common.

Between 75% to 80% of US Fortune 500 and UK Times 100 companies use them.

The rate of test use is also growing by 10% to 15% per year in the US across companies of all sizes.

Some of the companies that use psychometric tests include:

• Ernst and Young 
• Hewlett Packard

They can be used effectively for candidates across job levels from entry-level to CEO roles.

Assessments are often tailored to the hiring organization. This means they relate directly to the industry and focus on specific skills employees need to succeed. 

Psychometric tests are widely used because they are a cheap and effective way of distinguishing between candidates. 

They can be administered to candidates early on in the process and don’t require a face-to-face meeting. This reduces the time and costs associated with selection.

Hiring managers use the results to determine which candidates are likely to be successful and be the best fit for the role .

Psychometric testing is particularly useful for ‘volume recruitment’. This is when a job attracts a large number of applicants.

In this case, psychometric tests are used to sift out candidates who don’t achieve a specified result on the test.

Psychometric tests are an objective way of comparing candidates without bias. Strengths and weaknesses can be evaluated without reference to academic or educational background.

Most importantly, they are one of the best predictors of job performance . Research has shown them to be 14 times more predictive of job performance than the average interview (Hunter, J.E. & Hunter, R.F. [1984] Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, 96, 72–98).

Let’s take a look at the two categories of psychometric tests in more detail.

Types of Psychometric Tests – Ability Tests

Ability tests are often known as cognitive ability tests . They are designed to assess different reasoning abilities.

The different tests are outlined below.

Numerical Reasoning Tests

Numerical reasoning  tests assess a candidate's ability to understand and manipulate numerical data .

Numerical information is typically presented in the form of graphs, tables and charts. 

They are often used for jobs where good numeracy is important. For example, analysts or accountancy roles.

Here are some common types of numerical reasoning tests:

• Data Interpretation: Data interpretation tests present numerical information in the form of graphs, tables, or charts. The test-taker must analyze the data and answer questions based on the information presented. This may involve calculating percentages, ratios, trends, or making comparisons.
• Arithmetic: Arithmetic tests assess a person's basic mathematical skills and ability to perform calculations. These tests may involve addition, subtraction, multiplication, division, percentages, ratios, and fractions.
• Financial and Business Calculations: Financial and business calculations tests focus on numerical concepts and calculations related to finance, accounting, and business scenarios. This may include topics such as profit and loss, interest rates, investments, currency conversions, and financial ratios.
• Numerical Sequences: Numerical sequence tests involve identifying patterns, relationships, or rules within a sequence of numbers. The test-taker must analyze the sequence and determine the missing number or the next number in the sequence.
• Quantitative Reasoning: Quantitative reasoning tests assess a person's ability to solve mathematical problems, often involving multiple steps or complex calculations. These tests may include algebra, geometry, numerical equations, and word problems.
• Currency and Unit Conversions: Currency and unit conversion tests evaluate a person's ability to convert between different currencies, units of measurement, or numerical systems.

Take a Practice Numerical Reasoning Test

Verbal Reasoning Tests

Verbal reasoning  tests are designed to assess a candidate’s ability to understand and manipulate written material .

They are often used when the job requires a candidate to accurately read and interpret written information. For example, roles in marketing or customer services.

Here are some common types of verbal reasoning tests:

• Comprehension: Comprehension tests involve reading a passage of text and answering questions that assess understanding of the material. The questions may ask about specific details, main ideas, or the author's purpose.
• Vocabulary: Vocabulary tests assess a person's understanding of word meanings and their ability to use words in context. These tests may ask for definitions of words, synonyms or antonyms, or require completion of sentences with appropriate vocabulary.
• Sentence Completion: Sentence completion tests present a sentence with a blank or missing word, and the test-taker must choose the word that best completes the sentence in a grammatically correct and meaningful way.
• Analogies: Analogies involve establishing relationships between pairs of words and applying the same relationship to a new pair. The test-taker must identify the analogous relationship and select the option that best matches the given analogy.
• Critical Reasoning: Critical reasoning tests measure a person's ability to evaluate arguments and draw conclusions based on the information presented. These tests often involve identifying assumptions, identifying strengths and weaknesses in arguments, and evaluating the validity of claims.
• Deductive Reasoning: Deductive reasoning tests present a set of rules or premises and require the test-taker to draw logical conclusions based on those rules or premises.

Different tests may combine multiple types or use variations in presentation and complexity. It's important to familiarize yourself with the specific type of verbal reasoning test you will be taking and practice similar examples to improve your performance.

Take a Practice Verbal Reasoning Test

Abstract/Logical Reasoning Tests

Abstract/logical reasoning tests , also known as inductive reasoning tests or diagrammatic reasoning tests, assess a candidate’s ability to understand new information, identify patterns and spot trends . 

Here are some common types of abstract reasoning tests:

• Pattern Recognition: These tests present a series of visual patterns or sequences, and the test-taker is required to identify the underlying pattern or rule and select the option that completes the series correctly. This can include patterns of shapes, colors, numbers, or other visual elements.
• Matrices: Matrices tests involve a grid or matrix with a pattern of shapes or symbols. The test-taker must identify the missing shape or symbol that completes the logical sequence or pattern within the grid.
• Odd One Out: In these tests, a series of shapes, symbols, or patterns is presented, and the test-taker must identify the item that does not fit the pattern or is different from the others. The task is to find the "odd one out" among the given options.
• Series Completion: This type of abstract reasoning test presents a series of shapes, symbols, or patterns with one or more missing elements. The test-taker must identify the logical rule or pattern and choose the correct option that completes the series accurately.
• Analogies: Analogies involve establishing relationships between pairs of shapes, symbols, or patterns and applying the same relationship to a new pair. The test-taker must identify the analogous relationship and select the option that best matches the given analogy.
• Figural Classification: Figural classification tests require the test-taker to categorize or group a set of shapes, symbols, or patterns based on their shared characteristics. The task is to identify the rule or common feature and select the group that follows the same pattern.

As they require no specific learned skills to complete, they are often seen as the ‘purest’ test of ability. They are less affected by education level or previously learned information.

Abstract reasoning tests tend to be used for jobs where the candidate will need to problem solve effectively, manage new situations and understand how different elements can interrelate. 

They are often used to assess cognitive ability  for leadership and managerial roles.

Practice Logical Reasoning with JobTestPrep

Mechanical Reasoning Tests 

Mechanical reasoning tests evaluate competence in mechanical or technical ability .

They tend to be used for jobs where there is a need to understand how things work technically, such as engineering roles.

Some of the common topics tested are:

• Gears and levers
• Gravity and pressure
• Acceleration
• Weights and volumes

Other questions might require an understanding of simple electrical circuits or applied math.

Practice Mechanical Reasoning with JobTestPrep

Critical Thinking Tests

Critical thinking tests aim to assess candidates’ ability to think critically about information.

This includes analyzing, conceptualizing and reasoning.

To be successful, candidates must be able to structure and appraise arguments, identify assumptions and inferences, and understand and synthesize information.

These psychometric tests are primarily used for lawyers, but they are also used by other organizations where a high level of analysis is required.

Practice Critical Thinking with JobTestPrep

Personality tests  aim to understand a person’s character and how they are likely to behave . They are used to analyze your emotions, values and motivations. 

There are many different psychometrics character tests available. 

Some are based around the ‘Big Five’ personality traits:

• Openness to Experience
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism

For example, the Predictive Index (PI) behavioral assessment.

Other personality tests are particularly relevant to the workplace, such as the Occupational Personality Questionnaire  (OPQ) or to assess how an individual is likely to respond to authority.

Some assess how individuals are likely to behave under pressure, such as the Hogan Dark Side assessment .

Another popular assessment is the 16 personalities test or the MBTI. These identify which profile matches your character based on psychological preferences.

Personality tests often present statements that you must agree or disagree with.

Tests of personality don’t have right or wrong answers . They are designed to assess your unique character traits and preferences.

There are usually no time limits but take around 15 to 30 minutes on average to complete.

They can consist of between 50 to 200 questions and assessment tests are generally taken online.

Practice Personality Tests with JobTestPrep

Situational Judgment Test

A Situational Judgment Test  (SJT) is a popular way of assessing an individual’s character traits in relation to a specific industry. 

These tests relate directly to the situations an applicant is likely to encounter in the workplace. 

The questions are designed to reveal your decision-making skills and thought processes. 

While there may be no right or wrong answers, certain options will align more closely with the type of person the hiring manager is looking for.

It is advisable to research the likely behaviors and responses required for the job. This can help guide your choices.

However, it is recommended to select answers that don’t reflect your individual natural behaviors. 

Practice Situational Judgment Tests with JobTestPrep

If you need to prepare for a number of different employment tests and want to outsmart the competition, choose a Premium Membership from JobTestPrep . You will get access to three PrepPacks of your choice, from a database that covers all the major test providers and employers and tailored profession packs.

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Psychometric Testing Examples

Some examples of test questions you are likely to encounter are included below. 

Examples of Psychometric Tests - Numerical Reasoning Test

Look at the table below and answer the questions that follow:

1. What was the most popular flavor of preserve in 2016?

a) Strawberry Jam b) Raspberry Jam c) Apricot Jam d) Plum Jam e) Marmalade

2. Which country had the greatest percentage increase in preserve consumption from 2015 to 2016?

a) UK b) Ireland c) France d) Argentina e) India

3. In 2015, people in the UK ate an average of 20% more preserve in 2014.

What was the average preserve consumption per capita in 2014?

a) 7.24 kg b) 8.16 kg c) 8.50 kg d) 8.72 kg e) 9.27 kg

Examples of Psychometric Tests - Verbal Reasoning Test 

1. You will be presented with a passage to read and a statement about that passage. You must select one of the following answers:

True: The statement follows logically from the information contained in the passage False: The statement is logically false from the information contained in the passage Cannot say: It is not possible to determine whether the statement is true or false without further information

‘Working in a holiday resort is a popular option for graduates wishing to see the world. It gives them the opportunity to experience foreign cultures, make friends and build lifelong memories. As the skills required for securing a job tend to be low, most graduates choose not to turn their experience into a career, but enjoy the time they spend abroad. But there is a dark side to this kind of casual work: often workers’ rights are ignored and they may find themselves working long hours for very little money, as holiday resorts often do not adhere to the standards we might expect in the UK.’

Statement 1: Many graduates enjoy working in holiday resorts so much they choose to develop a career in hospitality.

Statement 2: All graduates who spend time working in holiday resorts make friends.

Statement 3: Graduates working in holiday resorts often find that the pay and working conditions are lower than they might expect in the UK.

2. Correct the spelling and grammatical errors in the text below.

‘Many cat owners’ love there animals very much. It can be dificult four them to understand why other’s don’t also enjoy they’re company. Living with someone who cat’s effect differently can be hard particularly if their allergic, but with practice gets easier’

3. You have invited a number of colleagues to a meeting.

Please rank their responses from the most to least positive:

• Ok, sounds good, please can you send me the agenda?
• I’m sorry, I can’t make it, but thanks for inviting me.
• No. That’s not convenient for me, and I don’t think I need to be there anyway.
• Great – I’ll look forward to seeing you there.
• Is it important that I’m there? Is there any chance I could grab the minutes from someone instead?

Examples of Psychometric Tests – Abstract/Logical Reasoning Test

1. Look at the items in the top row and decide which of the items in the bottom row comes next in the sequence:

2. Look at the items in the top row and decide which of the items in the bottom row comes next in the sequence:

Psychometric Testing Examples – Mechanical Reasoning Test

1. A vehicle is traveling at a velocity of 65 m/s.

What is the velocity of the vehicle in mph?

a) 130 mph b) 140 mph c) 145 mph d) 150 mph

2. A person weighs 61 kg on Earth. What would they weigh if they were on the moon?

a) 10 kg b) 6.1 kg c) 23 kg d) 16 kg

How much force is required to lift the weight?

a) 45 lbs b) 50 lbs c) 60 lbs d) 70 lbs

Psychometric Testing Examples – Critical Thinking Test

• Read the passage below and say whether each statement is ‘true’, ‘probably true’, ‘insufficient data’, ‘probably false’ or ‘false.’

Ethan runs a publishing company. For the past five years, profits have been rising every year. 2022 was the most successful year to date. To celebrate this, Ethan decided to take his staff for a meal at a five-star restaurant in the city.

Statement 1: Ethan is very wealthy.

Statement 2: Ethan’s company performed well in 2021.

Statement 3: The staff are happy to work at Ethan’s company.

2. Read the statement below and deduce whether the conclusions presented follow or do not follow. 

Statement: ‘Some Saturdays are sunny. All sunny days are fun. Therefore:’

• No cloudy days are fun.
• Some Saturdays are fun.
• Some Saturdays are not fun.

Personality Test Sample Questions

1. Read the statements and decide whether you agree, strongly agree, disagree, strongly disagree or neither.

• ‘I prefer to work as part of a team.’
• ‘I often take charge before other people do.’
• ‘I push myself to succeed in all I do.'
• ‘I don’t understand those who get emotional.’
• ‘I work well under pressure.’

2. Read the following situation and decide which is your most likely and least likely response.

‘It is 9 a.m., and you have received an email from your line manager. They have moved the deadline for your current project to the end of the day at 5 p.m. You estimate the work will take approximately 10 hours to complete by yourself but could be reduced if you work with a colleague. However, you also have two other less important tasks to complete by lunchtime.’

a) Immediately inform your line manager that you can’t possibly complete the task by 5 p.m. and they will have to change the deadline. b) Discuss the situation with a colleague and request some support with delegating the less important tasks to other team members. c) Start work immediately on the project and hope it can be completed by 5 p.m. if you leave out the less important aspects and rush. d) Reply to your line manager and politely explain your current workload. Ask if there is any way they can assist you with this.

Preparing in advance is essential for the best chance of success. Knowing what to expect on test day gives you a competitive edge over other candidates.

Some specific ways to help you do your best are provided below. 

Step 1 . Use Practice Tests

Take at least one practice psychometric test online – and do more if you can. Example questions can help you understand more about the format and question styles you should expect.

Most online sample questions, such as the ones found on JobTestPrep , include answers and explanations. 

Read these carefully and practice the methods. Then you can apply similar techniques to the questions you encounter in your real test. 

Completing lots of practice questions will allow you to identify areas where you need to revise or learn new techniques. 

They also equip you with strategies to solve the questions and decode them more effectively. 

For example, the more you practice abstract reasoning tests, the more familiar you become with the ways the questions are constructed.

It is also worth revising for numerical and mechanical reasoning tests to ensure the tools, techniques and formulas are at the forefront of your mind.

Step 2 . Consider Timings

Most psychometric tests are timed. This adds pressure and increases stress levels, which reduces your focus.

Complete practice tests under timed conditions. You will learn how you cope under time pressure and develop strategies to cope.

Monitoring your time also helps you understand how long you spend on each question.  

If you do struggle with a question, move on and make a note to revise similar questions during your next study session.

Don’t panic if you don’t complete all the questions in the allocated time. Some tests are designed to increase in difficulty and not all candidates will reach the end.

Remember that organizations are looking for a combination of speed and accuracy. Don’t rush through your test without checking your answers before submitting them. 

Step 3 . Focus on Your Well-Being

To get the best score in your psychometric assessment, you need to be functioning at your best mentally and physically.

Boost your chances of success by making sure you are on top form for the test. Tiredness and hunger can negatively impact your performance. 

Get adequate sleep the night before, and eat a healthy meal to set you up for the day.

This tip applies to your study preparation time and test day. Arrange your study time for when you feel most alert and able to concentrate. 

Practice some mindfulness techniques before your assessment. Some deep breathing can help center you and help you remain calm throughout.

Take your test at a time of day when you feel most alert. 

Step 4 . Check Your Equipment

Before you sit your test, make sure all your necessary equipment is working correctly. 

Plug in your device and check your internet connection is strong. Disable notifications on your mobile to limit interruptions.  

Have a pen and paper to hand in case you need to jot down any notes during the assessment.

Don’t forget to have a glass of water nearby. Remember you may not be able to take a break during your test.

Step 5 . Find a Quiet Environment

A quiet environment is essential for studying and sitting your test. 

Find a good location that feels secure and peaceful. Try to sit at a desk or table in a room with good lighting. 

Don’t forget to inform others that you need some space to work. It is difficult to concentrate if you are disturbed.

Place a sign on the door if you need to, and turn off notifications on your phone and/or computer.

Step 6 . Check Role Requirements

Check the role requirements and job specification. If you are applying for a position that needs excellent math skills, focus your study on numerical reasoning.

For personality assessments, it is not recommended you select answers that do not match your true response. 

However, it is worth bearing an organization's needs in mind. Think about what they are looking for in a candidate and reflect this in your answers.

Step 7 . Be Honest and Consistent

While matching the role requirements is important, it isn’t a good idea to be dishonest in your answers. 

Being truthful is important to make sure you are the right candidate for the role. 

If you provide answers that don’t reflect your true character, you could end up in a job you don’t enjoy.

Read all instructions carefully before you start so you don’t miss any crucial information.

What is a psychometric test?

A psychometric test is a non-biased way of assessing the suitability of candidates for a role. Psychometric tests are a common part of the recruitment process and preparation beforehand will improve your chances of success.

What are the different types of psychometric test?

There are two main types – ability tests and personality tests. These are designed to identify reasoning abilities and personality traits.

Are psychometric tests hard to pass?

Psychometric tests can be difficult to pass. This is why practicing beforehand is vital. It gives you an understanding of the types and styles of questions you are likely to encounter. 

It also helps you identify your strengths and weaknesses so you can focus your study on these areas.

Where can I prepare for a psychometric test?

You can prepare by taking at least one practice psychometric test online. There are various free and premium psychometrics examples available. 

JobTestPrep has sample questions with explanations to help you learn about the question styles.

Can you fail a psychometric test?

Yes, you can fail a psychometric assessment. This means you haven’t met the standards required by the employer. 

If you fail a personality test, this may mean you aren’t the right fit for the company and you wouldn’t have been happy in the role. 

If you do fail your test, keep practicing and try to improve your skills for next time.

Can I retake a psychometric test?

Generally, you are unable to retake a psychometric test if it is taken during the initial stages of the recruitment process. You will be able to take similar tests if you apply for another role that requires you to sit a psychometric test. 

What is the purpose of a psychometric test?

A psychometric assessment is used to identify suitable candidates for a role. The results guide hiring managers in matching the job specifications with the skills, abilities and personalities of the applicants.

Where can I find more sample questions for the psychometric test?

More sample questions can be found at JobTestPrep . Other sample questions are available free online. Practicing psychometric tests is the best way to help improve your confidence and your chance of success.

How do I prepare for a psychometric test?

The best way to prepare for a psychometric test is by practicing in advance of your test. Find out which test, or tests, you have been asked to sit. Then use sample questions and tests online to familiarize yourself with the questions. You can find a paid-for or free psychometric test online.

How many questions are on the psychometric test?

The number of questions depends on which particular test you are taking. Some types of psychometric tests, such as personality tests, can contain hundreds of questions. Most psychometric questions are multiple-choice.

Are the psychometric tests timed?

Most psychometric tests are timed. They may take on average 20 to 30 minutes to complete. Check with the test provider if you are unsure so you know what to expect on test day.

Where can I find a complete guide for a psychometric test?

A complete guide to psychometric tests can be found on JobTestPrep . It includes practice tips and sample questions to help prepare you for your assessment. 

What companies require taking a psychometric test?

A range of different companies require taking a psychometric test. You may be asked to sit more than one or a test that is a combination of different ones. Some companies include MacDonald’s, Ernst & Young, JP Morgan and Deloitte. 

If you need to sit a test, you will be informed as part of the recruitment process. 

Psychometric tests are a common tool used as part of the recruitment process. 

Tests are used because they indicate who is likely to be able to successfully complete a job. If you don’t pass the test, there’s a strong chance you wouldn’t enjoy the job anyway.

Practice a range of different psychometric tests to prepare you for test day. Familiarization with the format and style of questions helps you feel more confident.

Remember that psychometric tests are only one part of the selection procedure. 

They are used alongside your application and other exercises, which means there are other ways to impress your potential employer.

Aim to achieve the highest score possible to increase your chances of securing an interview.

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You might also be interested in these other PRT articles:

• Numerical Reasoning
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• What To Expect
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• Presentations
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• How To Behave During An Interview
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• BDO Assessment Centre & Online Ability Tests Guide
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• MI5 Assessment Centre
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• Numerical Reasoning Test
• Verbal Reasoning Test
• Logical Reasoning Test
• Abstract Reasoning Test
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Aptitude Tests – Popular Guides & Tools

Welcome to the aptitude and psychometric test section of Assessment Centre HQ. You’ll find an index of our most popular guides and practice tests on different assessments such as situational judgement tests,  personality assessments, and numerical reasoning assessments below.

Remember: All aptitude tests are not created equally! The key to preparing for your test or assessment is to practise tests from the correct test publishers.

Download our Ultimate Assessment Day & Interview Guide 2022 here . (It's packed with tips, tricks and insider-secrets to help you succeed.)

Find out who created the tests you will take by asking the employer or agency. Is it SHL, Kenexa, Saville, or Talent Q?

Take Aptitude Practice Test Now

This is very important in your preparation and journey to getting a particular job, so do not hesitate to ask for this information. Many employers may even find your asking as a sign of your dedication and meticulousness. Check out some of our articles on different psychometric tests.

• You can practise SHL tests here
• You can practise Kenexa tests here
• You can practise Saville tests here
• You can practise Talent Q tests here
• You can practise Cubiks tests here
• You can practise Cut-e tests here

Taking a Psychometric Test

Employers nowadays use modern techniques to get a glimpse of your future job performance in their organisation. As such, their selection process can be tough. Often to get a job role, you need to do well in many assessments, some of which are online tests with a time limit. This means that some companies may also use psychometric tests or other forms of assessment to pick the best candidate.  

It is then very important for you to be used to taking psychometric tests and aptitude tests because they have become standard practice at assessment centres and recruitment events. You might also want to prepare for  a psymetric test for good measure.

As we explain in the  assessment centre exercises section, recruitment processes have become significantly more rigorous in recent years; competition for jobs is fierce at the moment due to the challenges in the global economy. (It’s tough out there right now –  particularly for graduates ).

So, read on to get expert advice and tips to boost your chances of success.

A Handy Resource for Numerical Reasoning Tests

An important starting point….

Before we begin, please read our assessment centre introduction  if you haven’t already done so. It will give you important background information and further context for the exercises and tests we’ll cover in this section. You can also check out ‘ How To Prepare For Your Interview Or Assessment Centre’, which can help you succeed beyond tests. It will ensure that you not only get good test performance but also impress during the interview.

Ok, let’s get started…

Assessment centre exercises broadly fall into two areas.

• Firstly performance-based activities, which we cover in the  assessment centre exercises  section (e.g.,  roleplays  and  presentations ).
• Secondly psychometric tests & aptitude testing (e.g.,  verbal reasoning tests, and personality test questionnaires ).

In this section we’ll focus on the second group of these activities.

Psychometric Tests & Aptitude Testing

Psychometric testing has become commonplace in job applications because companies want to see not only a candidate’s cognitive ability but also their personality traits and behavioral tendencies. Employers use the test results as reliable indicators of the test takers are a good fit for the company’s culture.   Therefore, knowing how to answer a psychometric assessment is now crucial if you want to get your dream job.

Verbal Reasoning Test: How To Succeed (+ practice tests)

Since communication is one of the most important skills in the modern working environment, verbal reasoning tests have become a crucial part of any job application. The tests evaluate the candidate’s communication skills, critical thinking abilities, and cognitive aptitude. A verbal reasoning test also measures the candidate’s ability to comprehend written information, make informed decisions, and solve problems effectively.  

 Read this article and give your chances of success a huge boost.

Numerical Reasoning Test: How To Succeed (+ practice tests)

Many employers also use numerical reasoning tests to assess a candidate’s ability to work with numbers quickly, analyse them, and make informed decisions. These tests are designed for the test takes to showcase their cognitive ability, problem-solving ability, and logical reasoning. Candidates who do well in a numerical reasoning test will be a good fit in jobs that require them to plan budgets, perform data analysis, and make decisions based on numerical data.  

Logical Reasoning Test: Your Success Guide

Sometimes known as abstract reasoning tests, these tests are also usually part of an employer’s set of assessments to pick the best from a candidate pool. These tests measure one’s ability to think critically, analyse information, and solve complex problems. This means individuals who do well in an abstract reasoning test show good skills in inductive reasoning and deductive reasoning. They are able to draw conclusions from given information. Those who do particularly well in these tests usually thrive in aerospace and engineering departments.

Personality Tests: Ultimate Guide

As mentioned above, beyond cognitive abilities, one’s personality traits and behavioural tendencies are crucial in the selection process of many companies. This is why psychometric testing involves aptitude tests (cognitive ability tests) and personality tests. Hired individuals are not only capable but they also have core values, beliefs, and goals that match the company.

Reminders for Preparing for a Psychometric Test

If you are taking a psychometric test, you need to find reliable practice psychometric tests. While it is tempting to use free practice tests, consider the importance of doing well in them. Paying a premium to pay for psychometric test packages is a worthy investment. After all, your performance in these psychometric tests will influence the trajectory of your career.

These practice tests provide the correct answer for all practice questions and offer detailed information about each answer. If you review these thoroughly, you will your common mistakes and be able to avoid these in real tests.

Links to Other Psychometric Tests and Aptitude Testing Guides:

Abstract reasoning tests, inductive reasoning tests, mechanical comprehension tests, diagrammatic reasoning tests, qts numeracy skills test, qts literacy skills test, shl numerical test, arctic shores assessment, renaissance star testing, doing well in a psychometric test.

While it can be daunting to find that there are many different types of psychometric tests, you can always do well in any of them if you do the work and dedicate sufficient time to prepare and review. Create a realistic schedule for your study sessions and make sure to answer as many reliable practice tests as you can. Doing this will guarantee ideal psychometric test scores. We have provided you with enough resources, it is up to you to make the most out of them.

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7.3 Problem-Solving

Learning objectives.

By the end of this section, you will be able to:

• Describe problem solving strategies
• Define algorithm and heuristic
• Explain some common roadblocks to effective problem solving

   People face problems every day—usually, multiple problems throughout the day. Sometimes these problems are straightforward: To double a recipe for pizza dough, for example, all that is required is that each ingredient in the recipe be doubled. Sometimes, however, the problems we encounter are more complex. For example, say you have a work deadline, and you must mail a printed copy of a report to your supervisor by the end of the business day. The report is time-sensitive and must be sent overnight. You finished the report last night, but your printer will not work today. What should you do? First, you need to identify the problem and then apply a strategy for solving the problem.

The study of human and animal problem solving processes has provided much insight toward the understanding of our conscious experience and led to advancements in computer science and artificial intelligence. Essentially much of cognitive science today represents studies of how we consciously and unconsciously make decisions and solve problems. For instance, when encountered with a large amount of information, how do we go about making decisions about the most efficient way of sorting and analyzing all the information in order to find what you are looking for as in visual search paradigms in cognitive psychology. Or in a situation where a piece of machinery is not working properly, how do we go about organizing how to address the issue and understand what the cause of the problem might be. How do we sort the procedures that will be needed and focus attention on what is important in order to solve problems efficiently. Within this section we will discuss some of these issues and examine processes related to human, animal and computer problem solving.

PROBLEM-SOLVING STRATEGIES

   When people are presented with a problem—whether it is a complex mathematical problem or a broken printer, how do you solve it? Before finding a solution to the problem, the problem must first be clearly identified. After that, one of many problem solving strategies can be applied, hopefully resulting in a solution.

Problems themselves can be classified into two different categories known as ill-defined and well-defined problems (Schacter, 2009). Ill-defined problems represent issues that do not have clear goals, solution paths, or expected solutions whereas well-defined problems have specific goals, clearly defined solutions, and clear expected solutions. Problem solving often incorporates pragmatics (logical reasoning) and semantics (interpretation of meanings behind the problem), and also in many cases require abstract thinking and creativity in order to find novel solutions. Within psychology, problem solving refers to a motivational drive for reading a definite “goal” from a present situation or condition that is either not moving toward that goal, is distant from it, or requires more complex logical analysis for finding a missing description of conditions or steps toward that goal. Processes relating to problem solving include problem finding also known as problem analysis, problem shaping where the organization of the problem occurs, generating alternative strategies, implementation of attempted solutions, and verification of the selected solution. Various methods of studying problem solving exist within the field of psychology including introspection, behavior analysis and behaviorism, simulation, computer modeling, and experimentation.

A problem-solving strategy is a plan of action used to find a solution. Different strategies have different action plans associated with them (table below). For example, a well-known strategy is trial and error. The old adage, “If at first you don’t succeed, try, try again” describes trial and error. In terms of your broken printer, you could try checking the ink levels, and if that doesn’t work, you could check to make sure the paper tray isn’t jammed. Or maybe the printer isn’t actually connected to your laptop. When using trial and error, you would continue to try different solutions until you solved your problem. Although trial and error is not typically one of the most time-efficient strategies, it is a commonly used one.

   Another type of strategy is an algorithm. An algorithm is a problem-solving formula that provides you with step-by-step instructions used to achieve a desired outcome (Kahneman, 2011). You can think of an algorithm as a recipe with highly detailed instructions that produce the same result every time they are performed. Algorithms are used frequently in our everyday lives, especially in computer science. When you run a search on the Internet, search engines like Google use algorithms to decide which entries will appear first in your list of results. Facebook also uses algorithms to decide which posts to display on your newsfeed. Can you identify other situations in which algorithms are used?

A heuristic is another type of problem solving strategy. While an algorithm must be followed exactly to produce a correct result, a heuristic is a general problem-solving framework (Tversky & Kahneman, 1974). You can think of these as mental shortcuts that are used to solve problems. A “rule of thumb” is an example of a heuristic. Such a rule saves the person time and energy when making a decision, but despite its time-saving characteristics, it is not always the best method for making a rational decision. Different types of heuristics are used in different types of situations, but the impulse to use a heuristic occurs when one of five conditions is met (Pratkanis, 1989):

• When one is faced with too much information
• When the time to make a decision is limited
• When the decision to be made is unimportant
• When there is access to very little information to use in making the decision
• When an appropriate heuristic happens to come to mind in the same moment

Working backwards is a useful heuristic in which you begin solving the problem by focusing on the end result. Consider this example: You live in Washington, D.C. and have been invited to a wedding at 4 PM on Saturday in Philadelphia. Knowing that Interstate 95 tends to back up any day of the week, you need to plan your route and time your departure accordingly. If you want to be at the wedding service by 3:30 PM, and it takes 2.5 hours to get to Philadelphia without traffic, what time should you leave your house? You use the working backwards heuristic to plan the events of your day on a regular basis, probably without even thinking about it.

Another useful heuristic is the practice of accomplishing a large goal or task by breaking it into a series of smaller steps. Students often use this common method to complete a large research project or long essay for school. For example, students typically brainstorm, develop a thesis or main topic, research the chosen topic, organize their information into an outline, write a rough draft, revise and edit the rough draft, develop a final draft, organize the references list, and proofread their work before turning in the project. The large task becomes less overwhelming when it is broken down into a series of small steps.

Further problem solving strategies have been identified (listed below) that incorporate flexible and creative thinking in order to reach solutions efficiently.

Additional Problem Solving Strategies :

• Abstraction – refers to solving the problem within a model of the situation before applying it to reality.
• Analogy – is using a solution that solves a similar problem.
• Brainstorming – refers to collecting an analyzing a large amount of solutions, especially within a group of people, to combine the solutions and developing them until an optimal solution is reached.
• Divide and conquer – breaking down large complex problems into smaller more manageable problems.
• Hypothesis testing – method used in experimentation where an assumption about what would happen in response to manipulating an independent variable is made, and analysis of the affects of the manipulation are made and compared to the original hypothesis.
• Lateral thinking – approaching problems indirectly and creatively by viewing the problem in a new and unusual light.
• Means-ends analysis – choosing and analyzing an action at a series of smaller steps to move closer to the goal.
• Method of focal objects – putting seemingly non-matching characteristics of different procedures together to make something new that will get you closer to the goal.
• Morphological analysis – analyzing the outputs of and interactions of many pieces that together make up a whole system.
• Proof – trying to prove that a problem cannot be solved. Where the proof fails becomes the starting point or solving the problem.
• Reduction – adapting the problem to be as similar problems where a solution exists.
• Research – using existing knowledge or solutions to similar problems to solve the problem.
• Root cause analysis – trying to identify the cause of the problem.

The strategies listed above outline a short summary of methods we use in working toward solutions and also demonstrate how the mind works when being faced with barriers preventing goals to be reached.

One example of means-end analysis can be found by using the Tower of Hanoi paradigm . This paradigm can be modeled as a word problems as demonstrated by the Missionary-Cannibal Problem :

Missionary-Cannibal Problem

Three missionaries and three cannibals are on one side of a river and need to cross to the other side. The only means of crossing is a boat, and the boat can only hold two people at a time. Your goal is to devise a set of moves that will transport all six of the people across the river, being in mind the following constraint: The number of cannibals can never exceed the number of missionaries in any location. Remember that someone will have to also row that boat back across each time.

Hint : At one point in your solution, you will have to send more people back to the original side than you just sent to the destination.

The actual Tower of Hanoi problem consists of three rods sitting vertically on a base with a number of disks of different sizes that can slide onto any rod. The puzzle starts with the disks in a neat stack in ascending order of size on one rod, the smallest at the top making a conical shape. The objective of the puzzle is to move the entire stack to another rod obeying the following rules:

• 1. Only one disk can be moved at a time.
• 2. Each move consists of taking the upper disk from one of the stacks and placing it on top of another stack or on an empty rod.
• 3. No disc may be placed on top of a smaller disk.

  Figure 7.02. Steps for solving the Tower of Hanoi in the minimum number of moves when there are 3 disks.

Figure 7.03. Graphical representation of nodes (circles) and moves (lines) of Tower of Hanoi.

The Tower of Hanoi is a frequently used psychological technique to study problem solving and procedure analysis. A variation of the Tower of Hanoi known as the Tower of London has been developed which has been an important tool in the neuropsychological diagnosis of executive function disorders and their treatment.

GESTALT PSYCHOLOGY AND PROBLEM SOLVING

As you may recall from the sensation and perception chapter, Gestalt psychology describes whole patterns, forms and configurations of perception and cognition such as closure, good continuation, and figure-ground. In addition to patterns of perception, Wolfgang Kohler, a German Gestalt psychologist traveled to the Spanish island of Tenerife in order to study animals behavior and problem solving in the anthropoid ape.

As an interesting side note to Kohler’s studies of chimp problem solving, Dr. Ronald Ley, professor of psychology at State University of New York provides evidence in his book A Whisper of Espionage  (1990) suggesting that while collecting data for what would later be his book  The Mentality of Apes (1925) on Tenerife in the Canary Islands between 1914 and 1920, Kohler was additionally an active spy for the German government alerting Germany to ships that were sailing around the Canary Islands. Ley suggests his investigations in England, Germany and elsewhere in Europe confirm that Kohler had served in the German military by building, maintaining and operating a concealed radio that contributed to Germany’s war effort acting as a strategic outpost in the Canary Islands that could monitor naval military activity approaching the north African coast.

While trapped on the island over the course of World War 1, Kohler applied Gestalt principles to animal perception in order to understand how they solve problems. He recognized that the apes on the islands also perceive relations between stimuli and the environment in Gestalt patterns and understand these patterns as wholes as opposed to pieces that make up a whole. Kohler based his theories of animal intelligence on the ability to understand relations between stimuli, and spent much of his time while trapped on the island investigation what he described as  insight , the sudden perception of useful or proper relations. In order to study insight in animals, Kohler would present problems to chimpanzee’s by hanging some banana’s or some kind of food so it was suspended higher than the apes could reach. Within the room, Kohler would arrange a variety of boxes, sticks or other tools the chimpanzees could use by combining in patterns or organizing in a way that would allow them to obtain the food (Kohler & Winter, 1925).

While viewing the chimpanzee’s, Kohler noticed one chimp that was more efficient at solving problems than some of the others. The chimp, named Sultan, was able to use long poles to reach through bars and organize objects in specific patterns to obtain food or other desirables that were originally out of reach. In order to study insight within these chimps, Kohler would remove objects from the room to systematically make the food more difficult to obtain. As the story goes, after removing many of the objects Sultan was used to using to obtain the food, he sat down ad sulked for a while, and then suddenly got up going over to two poles lying on the ground. Without hesitation Sultan put one pole inside the end of the other creating a longer pole that he could use to obtain the food demonstrating an ideal example of what Kohler described as insight. In another situation, Sultan discovered how to stand on a box to reach a banana that was suspended from the rafters illustrating Sultan’s perception of relations and the importance of insight in problem solving.

Grande (another chimp in the group studied by Kohler) builds a three-box structure to reach the bananas, while Sultan watches from the ground.  Insight , sometimes referred to as an “Ah-ha” experience, was the term Kohler used for the sudden perception of useful relations among objects during problem solving (Kohler, 1927; Radvansky & Ashcraft, 2013).

Solving puzzles.

   Problem-solving abilities can improve with practice. Many people challenge themselves every day with puzzles and other mental exercises to sharpen their problem-solving skills. Sudoku puzzles appear daily in most newspapers. Typically, a sudoku puzzle is a 9×9 grid. The simple sudoku below (see figure) is a 4×4 grid. To solve the puzzle, fill in the empty boxes with a single digit: 1, 2, 3, or 4. Here are the rules: The numbers must total 10 in each bolded box, each row, and each column; however, each digit can only appear once in a bolded box, row, and column. Time yourself as you solve this puzzle and compare your time with a classmate.

How long did it take you to solve this sudoku puzzle? (You can see the answer at the end of this section.)

   Here is another popular type of puzzle (figure below) that challenges your spatial reasoning skills. Connect all nine dots with four connecting straight lines without lifting your pencil from the paper:

Did you figure it out? (The answer is at the end of this section.) Once you understand how to crack this puzzle, you won’t forget.

   Take a look at the “Puzzling Scales” logic puzzle below (figure below). Sam Loyd, a well-known puzzle master, created and refined countless puzzles throughout his lifetime (Cyclopedia of Puzzles, n.d.).

What steps did you take to solve this puzzle? You can read the solution at the end of this section.

Pitfalls to problem solving.

   Not all problems are successfully solved, however. What challenges stop us from successfully solving a problem? Albert Einstein once said, “Insanity is doing the same thing over and over again and expecting a different result.” Imagine a person in a room that has four doorways. One doorway that has always been open in the past is now locked. The person, accustomed to exiting the room by that particular doorway, keeps trying to get out through the same doorway even though the other three doorways are open. The person is stuck—but she just needs to go to another doorway, instead of trying to get out through the locked doorway. A mental set is where you persist in approaching a problem in a way that has worked in the past but is clearly not working now.

Functional fixedness is a type of mental set where you cannot perceive an object being used for something other than what it was designed for. During the Apollo 13 mission to the moon, NASA engineers at Mission Control had to overcome functional fixedness to save the lives of the astronauts aboard the spacecraft. An explosion in a module of the spacecraft damaged multiple systems. The astronauts were in danger of being poisoned by rising levels of carbon dioxide because of problems with the carbon dioxide filters. The engineers found a way for the astronauts to use spare plastic bags, tape, and air hoses to create a makeshift air filter, which saved the lives of the astronauts.

   Researchers have investigated whether functional fixedness is affected by culture. In one experiment, individuals from the Shuar group in Ecuador were asked to use an object for a purpose other than that for which the object was originally intended. For example, the participants were told a story about a bear and a rabbit that were separated by a river and asked to select among various objects, including a spoon, a cup, erasers, and so on, to help the animals. The spoon was the only object long enough to span the imaginary river, but if the spoon was presented in a way that reflected its normal usage, it took participants longer to choose the spoon to solve the problem. (German & Barrett, 2005). The researchers wanted to know if exposure to highly specialized tools, as occurs with individuals in industrialized nations, affects their ability to transcend functional fixedness. It was determined that functional fixedness is experienced in both industrialized and nonindustrialized cultures (German & Barrett, 2005).

In order to make good decisions, we use our knowledge and our reasoning. Often, this knowledge and reasoning is sound and solid. Sometimes, however, we are swayed by biases or by others manipulating a situation. For example, let’s say you and three friends wanted to rent a house and had a combined target budget of $1,600. The realtor shows you only very run-down houses for $1,600 and then shows you a very nice house for $2,000. Might you ask each person to pay more in rent to get the $2,000 home? Why would the realtor show you the run-down houses and the nice house? The realtor may be challenging your anchoring bias. An anchoring bias occurs when you focus on one piece of information when making a decision or solving a problem. In this case, you’re so focused on the amount of money you are willing to spend that you may not recognize what kinds of houses are available at that price point.

The confirmation bias is the tendency to focus on information that confirms your existing beliefs. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Hindsight bias leads you to believe that the event you just experienced was predictable, even though it really wasn’t. In other words, you knew all along that things would turn out the way they did. Representative bias describes a faulty way of thinking, in which you unintentionally stereotype someone or something; for example, you may assume that your professors spend their free time reading books and engaging in intellectual conversation, because the idea of them spending their time playing volleyball or visiting an amusement park does not fit in with your stereotypes of professors.

Finally, the availability heuristic is a heuristic in which you make a decision based on an example, information, or recent experience that is that readily available to you, even though it may not be the best example to inform your decision . Biases tend to “preserve that which is already established—to maintain our preexisting knowledge, beliefs, attitudes, and hypotheses” (Aronson, 1995; Kahneman, 2011). These biases are summarized in the table below.

Were you able to determine how many marbles are needed to balance the scales in the figure below? You need nine. Were you able to solve the problems in the figures above? Here are the answers.

   Many different strategies exist for solving problems. Typical strategies include trial and error, applying algorithms, and using heuristics. To solve a large, complicated problem, it often helps to break the problem into smaller steps that can be accomplished individually, leading to an overall solution. Roadblocks to problem solving include a mental set, functional fixedness, and various biases that can cloud decision making skills.

References:

Openstax Psychology text by Kathryn Dumper, William Jenkins, Arlene Lacombe, Marilyn Lovett and Marion Perlmutter licensed under CC BY v4.0. https://openstax.org/details/books/psychology

Review Questions:

1. A specific formula for solving a problem is called ________.

a. an algorithm

b. a heuristic

c. a mental set

d. trial and error

2. Solving the Tower of Hanoi problem tends to utilize a  ________ strategy of problem solving.

a. divide and conquer

b. means-end analysis

d. experiment

3. A mental shortcut in the form of a general problem-solving framework is called ________.

4. Which type of bias involves becoming fixated on a single trait of a problem?

a. anchoring bias

b. confirmation bias

c. representative bias

d. availability bias

5. Which type of bias involves relying on a false stereotype to make a decision?

6. Wolfgang Kohler analyzed behavior of chimpanzees by applying Gestalt principles to describe ________.

a. social adjustment

b. student load payment options

c. emotional learning

d. insight learning

7. ________ is a type of mental set where you cannot perceive an object being used for something other than what it was designed for.

a. functional fixedness

c. working memory

Critical Thinking Questions:

1. What is functional fixedness and how can overcoming it help you solve problems?

2. How does an algorithm save you time and energy when solving a problem?

Personal Application Question:

1. Which type of bias do you recognize in your own decision making processes? How has this bias affected how you’ve made decisions in the past and how can you use your awareness of it to improve your decisions making skills in the future?

anchoring bias

availability heuristic

confirmation bias

functional fixedness

hindsight bias

problem-solving strategy

representative bias

trial and error

working backwards

Answers to Exercises

algorithm:  problem-solving strategy characterized by a specific set of instructions

anchoring bias:  faulty heuristic in which you fixate on a single aspect of a problem to find a solution

availability heuristic:  faulty heuristic in which you make a decision based on information readily available to you

confirmation bias:  faulty heuristic in which you focus on information that confirms your beliefs

functional fixedness:  inability to see an object as useful for any other use other than the one for which it was intended

heuristic:  mental shortcut that saves time when solving a problem

hindsight bias:  belief that the event just experienced was predictable, even though it really wasn’t

mental set:  continually using an old solution to a problem without results

problem-solving strategy:  method for solving problems

representative bias:  faulty heuristic in which you stereotype someone or something without a valid basis for your judgment

trial and error:  problem-solving strategy in which multiple solutions are attempted until the correct one is found

working backwards:  heuristic in which you begin to solve a problem by focusing on the end result

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Introduction & Theoretical Background

Problem Solving is a helpful intervention whenever clients present with difficulties, dilemmas, and conundrums, or when they experience repetitive thought such as rumination or worry. Effective problem solving is an essential life skill and this Problem Solving worksheet is designed to guide adults through steps which will help them to generate solutions to ‘stuck’ situations in their lives. It follows the qualities of effective problem solving outlined by Nezu, Nezu & D’Zurilla (2013), namely: clearly defining a problem; generation of alternative solutions; deliberative decision making; and the implementation of the chosen solution.

The therapist’s stance during problem solving should be one of collaborative curiosity. It is not for the therapist to pass judgment or to impose their preferred solution. Instead it is the clinician’s role to sit alongside clients and to help them examine the advantages and disadvantages of their options and, if the client is ‘stuck’ in rumination or worry, to help motivate them to take action to become unstuck – constructive rumination asks “How can I…?” questions instead of “Why…?” questions.

In their description of problem solving therapy Nezu, Nezu & D’Zurilla (2013) describe how it is helpful to elicit a positive orientation towards the problem which involves: being willing to appraise problems as challenges; remain optimistic that problems are solvable; remember that successful problem solving involves time and effort.

Therapist Guidance

• What is the nature of the problem?
• What are my goals?
• What is getting the way of me reaching my goals?
• “Can you think of any ways that you could make this problem not be a problem any more?”
• “What’s keeping this problem as a problem? What could you do to target that part of the problem?”
• “If your friend was bothered by a problem like this what might be something that you recommend they try?”
• “What would be some of the worst ways of solving a problem like this? And the best?”
• “How would Batman solve a problem like this?”
• Consider short term and long-term implications of each strategy
• Implications may relate to: emotional well-being, choices & opportunities, relationships, self-growth
• The next step is to consider which of the available options is the best solution. If you do not feel positive about any solutions, the choice becomes “Which is the least-worst?”. Remember that “even not-making-a-choice is a form of choice”.  
• The last step of problem solving is putting a plan into action. Rumination, worry, and being in the horns of a dilemma are ‘stuck’ states which require a behavioral ‘nudge’ to become unstuck. Once you have put your plan into action it is important to monitor the outcome and to evaluate whether the actual outcome was consistent with the anticipated outcome.

References And Further Reading

• Beck, A.T., Rush, A.J., Shaw, B.F., & Emery, G. (1979). Cognitive therapy of depression . New York: Guilford. Nezu, A. M., Nezu, C. M., D’Zurilla, T. J. (2013). Problem-solving therapy: a treatment manual . New York: Springer.
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Psychometrics in Exercises using R and RStudio

Textbook and data resource.

This textbook provides a comprehensive set of exercises for practicing all major Psychometric techniques using R and RStudio. The exercises are based on real data from research studies and operational assessments, and provide step-by-step guides that an instructor can use to teach students, or readers can use to learn independently. Each exercise includes a worked example illustrating data analysis steps and teaching how to interpret results and make analysis decisions, and self-test questions that readers can attempt to check own understanding.

You can read this book online here for free. Copies in printable format may be ordered from the author.

Data and supporting materials for all exercises are available for download from http://annabrown.name/psychometricsR

How to cite this book :

Brown, Anna. (2023). Psychometrics in Exercises using R and RStudio. Textbook and data resource. Available from https://bookdown.org/annabrown/psychometricsR .

Why I wrote this book

This book is an outcome of my experience in teaching psychometrics and statistics in the past 13 years; first at the University of Cambridge in 2010-2012 under the ESRC Researcher Development initiative, and then at the University of Kent in 2012-2023 as part of my normal duties as the statistics lecturer.

This book was born from computing workshop exercises that I created for my students over the years to practice psychometric techniques that they learnt in lectures. When preparing exercises for them, it quickly became apparent that while there are many good textbooks about psychometric theory (my absolute favourite is “Test Theory: A Unified Treatment” by the late Roderick McDonald), there aren’t any comprehensive sources of practical exercises that students can use to internalise and practice these techniques. Various tutorials have good illustrations with data, but they do not provide step-by-step guides that an instructor can use to teach students to interpret results and make analysis decisions, and they do not provide self-test questions that students can answer to test own understanding.

This book is intended to fill this gap.

What is this book for?

This book can be used for teaching by university lecturers and instructors. They may use data examples and analyses provided in this book as illustrations in lectures (acknowledging the source), or simply adopt the book for the practical/computing part of their course. Some of these exercises will be useful as part of the general statistics curriculum, and some will be more suitable for special courses such as “Item Response Theory” or “Structural Equation Modelling” or “Measurement Invariance”.

This book can be used for self-study by anybody who want to acquire practical skills in conducting psychometric analyses. These may be students and researchers in the fields of psychology, or any behavioural or social science, of any age and level – undergraduate and postgraduate, PhD and postdoctoral researchers, and seasoned researchers who want to acquire new skills in psychometrics. These may also be practitioners in various fields of assessment who need to be able to make sense of their data or create new assessments.

This book can also be used for self-study by people with some experience in Psychometrics, but wanting to learn how to do these analyses in R, perhaps moving from another software program like SPSS.

How to use this book

If you are an instructor , you can use this book as you see fit for your course and your students, perhaps prioritising their needs in either software or statistical curriculum depending on their level as described below.

If you are a student using the book for self-study, the way you will use this book will depend on where you begin in psychometrics (and in R/RStudio!).

Beginners in R/RStudio should start from the beginning (including the “Getting started with R and RStudio” section), gradually building skills in data manipulations using R. You will establish your own routine when working with exercises (consider each one as a mini data analysis project), and soon will feel confident to build a portfolio of packages and functions. Intermediate or advanced Psychometricians who only begin in R/RStudio will find the learning process easier, because you will be applying familiar methods in a new software environment. You may even compare outputs from R with other software you used before. You may be pleasantly surprised!

Beginners in Psychometrics should also start from the beginning, gradually building their skills in conducting analyses using specific techniques and methods, for instance computing a test score in the presence of missing data. The exercises are ordered so that later exercises often (but not always!) rely on previous ones. References to previous exercises that are necessary to understand the current exercise is always given, so you can refresh your knowledge if necessary. Intermediate or advanced users of R/RStudio but beginners in Psychometrics can skip my advice on R tips and tricks, but should follow the order of exercises to build their psychometric skills.

How this book is organised

The book is organised into 24 exercises, each showcasing unique psychometric techniques. Although exercises are self-contained, some will refer to related techniques described in previous exercises, so it is recommended to approach the exercises in order, particularly if you are new to Psychometrics. The exercises are grouped into 10 parts:

• Part I. Introduction to psychometric scaling methods

This part contains 4 exercises, which teach techniques for scaling ordinal questionnaire data, nominal questionnaire data, and ranked preferences data.

• Part II. Classical Test Theory and Reliability Theory

This part contains 2 exercises, teaching how to conduct item analysis and reliability analysis of polytomous questionnaire data and dichotomous questionnaire data.

• Part III. Test homogeneity and Single-Factor Model

This part contains 2 exercises, teaching how to fitting a single-factor model to polytomous item scores and to dichotomous item scores.

• Part IV. Exploratory Factor Analysis (EFA)

This part contains 3 exercises, teaching how to conduct EFA of polytomous item scores, and of correlation matrices of subtest scores or multidimensional test scores.

• Part V. Item Response Theory (IRT) analysis

This part contains 2 exercises, teaching how to fit 1PL and 2PL models to dichotomous questionnaire data, and a graded response model to polytomous questionnaire data.

• Part VI. Differential Item Functioning (DIF) analysis

This part contains 2 exercises, teaching how to test for DIF dichotomous questionnaire data using binary logistic regression, and polytomous questionnaire data using ordinal logistic regression.

• Part VII. Confirmatory Factor Analysis (CFA)

This part contains 2 exercises, teaching how to fit CFA models to polytomous item scores, and to a correlation matrix of subtest scores.

• Part VIII. Path analysis

This part contains 2 exercises, teaching how to fit a path model to observed test scores, and an autoregressive model to longitudinal test measurements.

• Part IX. Structural equation modelling

This part contains 3 exercises, teaching how to fit a latent autoregressive model and a growth curve model to longitudinal test measurements, and how to test for longitudinal measurement invariance in repeated test measurements.

• Part X. Multiple-group structural equation modelling

This part contains 2 exercises, teaching how to test for measurement invariance across groups, and how to test for measurement invariance across time and experimental groups using multiple-group analysis settings.

How to work with exercises in this book

Each exercise will begin with objectives and a summary of techniques that will be taught. Then, it will name a data set to be analysed, and any R packages needed to conduct these analyses, for example:

Data sets (and accompanying materials such as questionnaire items) are provided on the dedicated website , http://annabrown.name/psychometricsR , or occasionally data will be part of R packages used for analyses. Packages will need to be installed on your computer from R repositories.

The exercises will comprise several steps, each describing a specific activity or technique, including how to import/load and save the data, how to examine the data, and how to run specified analyses.

The main body of each exercise presents a “Worked Example” , where I showcase a technique, taking a student through analyses step by step. The student needs to reproduce my analyses and outputs by following descriptions in the Worked Example. Moreover, I will encourage students to learn how to apply the presented techniques to new variables, make sense of outputs and interpret results by presenting them with self-test questions . Answering these questions is an important part of learning. Students should attempt to answer the question independently, and then verify their answers with the answers provided at the end of each Exercise.

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Team Building Exercises – Problem Solving and Decision Making

Fun ways to turn problems into opportunities.

By the Mind Tools Content Team

Whether there's a complex project looming or your team members just want to get better at dealing with day-to-day issues, your people can achieve much more when they solve problems and make decisions together.

By developing their problem-solving skills, you can improve their ability to get to the bottom of complex situations. And by refining their decision-making skills, you can help them work together maturely, use different thinking styles, and commit collectively to decisions.

In this article, we'll look at three team-building exercises that you can use to improve problem solving and decision making in a new or established team.

Exercises to Build Decision-Making and Problem-Solving Skills

Use the following exercises to help your team members solve problems and make decisions together more effectively.

Exercise 1: Lost at Sea*

In this activity, participants must pretend that they've been shipwrecked and are stranded in a lifeboat. Each team has a box of matches, and a number of items that they've salvaged from the sinking ship. Members must agree which items are most important for their survival.

Download and print our team-building exercises worksheet to help you with this exercise.

This activity builds problem-solving skills as team members analyze information, negotiate and cooperate with one another. It also encourages them to listen and to think about the way they make decisions.

What You'll Need

• Up to five people in each group.
• A large, private room.
• A "lost at sea" ranking chart for each team member. This should comprise six columns. The first simply lists each item (see below). The second is empty so that each team member can rank the items. The third is for group rankings. The fourth is for the "correct" rankings, which are revealed at the end of the exercise. And the fifth and sixth are for the team to enter the difference between their individual and correct score, and the team and correct rankings, respectively.
• The items to be ranked are: a mosquito net, a can of petrol, a water container, a shaving mirror, a sextant, emergency rations, a sea chart, a floating seat or cushion, a rope, some chocolate bars, a waterproof sheet, a fishing rod, shark repellent, a bottle of rum, and a VHF radio. These can be listed in the ranking chart or displayed on a whiteboard, or both.
• The experience can be made more fun by having some lost-at-sea props in the room.

Flexible, but normally between 25 and 40 minutes.

Instructions

• Divide participants into their teams, and provide everyone with a ranking sheet.
• Ask team members to take 10 minutes on their own to rank the items in order of importance. They should do this in the second column of their sheet.
• Give the teams a further 10 minutes to confer and decide on their group rankings. Once agreed, they should list them in the third column of their sheets.
• Ask each group to compare their individual rankings with their collective ones, and consider why any scores differ. Did anyone change their mind about their own rankings during the team discussions? How much were people influenced by the group conversation?
• Now read out the "correct" order, collated by the experts at the US Coast Guard (from most to least important): - Shaving mirror. (One of your most powerful tools, because you can use it to signal your location by reflecting the sun.) - Can of petrol. (Again, potentially vital for signaling as petrol floats on water and can be lit by your matches.) - Water container. (Essential for collecting water to restore your lost fluids.) -Emergency rations. (Valuable for basic food intake.) - Plastic sheet. (Could be used for shelter, or to collect rainwater.) -Chocolate bars. (A handy food supply.) - Fishing rod. (Potentially useful, but there is no guarantee that you're able to catch fish. Could also feasibly double as a tent pole.) - Rope. (Handy for tying equipment together, but not necessarily vital for survival.) - Floating seat or cushion. (Useful as a life preserver.) - Shark repellent. (Potentially important when in the water.) - Bottle of rum. (Could be useful as an antiseptic for treating injuries, but will only dehydrate you if you drink it.) - Radio. (Chances are that you're out of range of any signal, anyway.) - Sea chart. (Worthless without navigational equipment.) - Mosquito net. (Assuming that you've been shipwrecked in the Atlantic, where there are no mosquitoes, this is pretty much useless.) - Sextant. (Impractical without relevant tables or a chronometer.)

Advice for the Facilitator

The ideal scenario is for teams to arrive at a consensus decision where everyone's opinion is heard. However, that doesn't always happen naturally: assertive people tend to get the most attention. Less forthright team members can often feel intimidated and don't always speak up, particularly when their ideas are different from the popular view. Where discussions are one-sided, draw quieter people in so that everyone is involved, but explain why you're doing this, so that people learn from it.

You can use the Stepladder Technique when team discussion is unbalanced. Here, ask each team member to think about the problem individually and, one at a time, introduce new ideas to an appointed group leader – without knowing what ideas have already been discussed. After the first two people present their ideas, they discuss them together. Then the leader adds a third person, who presents his or her ideas before hearing the previous input. This cycle of presentation and discussion continues until the whole team has had a chance to voice their opinions.

After everyone has finished the exercise, invite your teams to evaluate the process to draw out their experiences. For example, ask them what the main differences between individual, team and official rankings were, and why. This will provoke discussion about how teams arrive at decisions, which will make people think about the skills they must use in future team scenarios, such as listening , negotiating and decision-making skills, as well as creativity skills for thinking "outside the box."

A common issue that arises in team decision making is groupthink . This can happen when a group places a desire for mutual harmony above a desire to reach the right decision, which prevents people from fully exploring alternative solutions.

If there are frequent unanimous decisions in any of your exercises, groupthink may be an issue. Suggest that teams investigate new ways to encourage members to discuss their views, or to share them anonymously.

Exercise 2: The Great Egg Drop*

In this classic (though sometimes messy!) game, teams must work together to build a container to protect an egg, which is dropped from a height. Before the egg drop, groups must deliver presentations on their solutions, how they arrived at them, and why they believe they will succeed.

This fun game develops problem-solving and decision-making skills. Team members have to choose the best course of action through negotiation and creative thinking.

• Ideally at least six people in each team.
• Raw eggs – one for each group, plus some reserves in case of accidents!
• Materials for creating the packaging, such as cardboard, tape, elastic bands, plastic bottles, plastic bags, straws, and scissors.
• Aprons to protect clothes, paper towels for cleaning up, and paper table cloths, if necessary.
• Somewhere – ideally outside – that you can drop the eggs from. (If there is nowhere appropriate, you could use a step ladder or equivalent.)
• Around 15 to 30 minutes to create the packages.
• Approximately 15 minutes to prepare a one-minute presentation.
• Enough time for the presentations and feedback (this will depend on the number of teams).
• Time to demonstrate the egg "flight."
• Put people into teams, and ask each to build a package that can protect an egg dropped from a specified height (say, two-and-a-half meters) with the provided materials.
• Each team must agree on a nominated speaker, or speakers, for their presentation.
• Once all teams have presented, they must drop their eggs, assess whether the eggs have survived intact, and discuss what they have learned.

When teams are making their decisions, the more good options they consider, the more effective their final decision is likely to be. Encourage your groups to look at the situation from different angles, so that they make the best decision possible. If people are struggling, get them to brainstorm – this is probably the most popular method of generating ideas within a team.

Ask the teams to explore how they arrived at their decisions, to get them thinking about how to improve this process in the future. You can ask them questions such as:

• Did the groups take a vote, or were members swayed by one dominant individual?
• How did the teams decide to divide up responsibilities? Was it based on people's expertise or experience?
• Did everyone do the job they volunteered for?
• Was there a person who assumed the role of "leader"?
• How did team members create and deliver the presentation, and was this an individual or group effort?

Exercise 3: Create Your Own*

In this exercise, teams must create their own, brand new, problem-solving activity.

This game encourages participants to think about the problem-solving process. It builds skills such as creativity, negotiation and decision making, as well as communication and time management. After the activity, teams should be better equipped to work together, and to think on their feet.

• Ideally four or five people in each team.
• Paper, pens and flip charts.

Around one hour.

• As the participants arrive, you announce that, rather than spending an hour on a problem-solving team-building activity, they must design an original one of their own.
• Divide participants into teams and tell them that they have to create a new problem-solving team-building activity that will work well in their organization. The activity must not be one that they have already participated in or heard of.
• After an hour, each team must present their new activity to everyone else, and outline its key benefits.

There are four basic steps in problem solving : defining the problem, generating solutions, evaluating and selecting solutions, and implementing solutions. Help your team to think creatively at each stage by getting them to consider a wide range of options. If ideas run dry, introduce an alternative brainstorming technique, such as brainwriting . This allows your people to develop one others' ideas, while everyone has an equal chance to contribute.

After the presentations, encourage teams to discuss the different decision-making processes they followed. You might ask them how they communicated and managed their time . Another question could be about how they kept their discussion focused. And to round up, you might ask them whether they would have changed their approach after hearing the other teams' presentations.

Successful decision making and problem solving are at the heart of all effective teams. While teams are ultimately led by their managers, the most effective ones foster these skills at all levels.

The exercises in this article show how you can encourage teams to develop their creative thinking, leadership , and communication skills , while building group cooperation and consensus.

* Original source unknown. Please let us know if you know the original source.

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Problem Solving Games, Activities & Exercises for Adults

By: Angela Robinson | Updated: February 13, 2024

Here is our list of the best problem solving games, activities and exercises for adults.

Problem solving games are activities that require players to use critical thinking skills to solve puzzles. Example activities include escape rooms, Sudoku, and murder mysteries. The purpose of these exercises is to sharpen reasoning and decision-making skills in group settings and to do team building with employees.

These activities are a subset of remote team games , found in problem solving books , and are similar to team puzzles , team building brain teasers and team riddles .

This article contains:

• team building problem solving activities for employees
• free problem solving games for adults
• virtual problem solving activities for students
• group problem solving activities
• problem solving team builders

Here we go!

List of problem solving games & activities

From word and number puzzles to role-playing games, here is a list of inexpensive and free problem solving team builders that help groups practice the art of critical thinking and compromise.

1. Espionage! (Team Favorite)

For an exciting game of social deduction, check out Espionage! This thrilling experience will put your team’s wits and instincts to the test.

Espionage! offers the following:

• a 90-minute session led by an experienced host
• undercover teams of agents and spies
• challenging puzzles, tasks, and maneuvers
• team conversations to help uncover secret identities

The best part is we will bring all the necessary game materials to your preferred location. If you are interested in boosting communication and critical-thinking skills within your team, then consider Espionage!

Learn more about Espionage!

2. Art Heist: The Vanishing of Van Gogh (Hosted)

You can turn your team into skilled detectives with Art Heist: The Vanishing of Van Gogh! In this captivating mystery, participants will locate the stolen artwork, The Bedroom .

Key features of this experience include:

• a 90-minute adventure led by a world-class host
• detailed puzzles, clues, and mysteries to unravel
• trails of evidence and hidden secrets
• group discussions to find the art

Additionally, you can include a cocktail kit to spice up your event. Through Art Heist, you will enhance your team’s ingenuity and problem-solving skills!

Learn more about Art Heist: The Vanishing of Van Gogh .

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• icebreaker games
• bingo cards

3. War of the Wizards (Popular)

With War of the Wizards, teams roleplay as minions of powerful wizards to vanquish forces of evil. Participants will play thrilling games and go on a quest to restore harmony to the realm!

War of the Wizards offers the following:

• a 90-minute journey guided by a distinguished host
• immersive storytelling that transports players into a magical realm
• engaging activities like world-building, role-playing games, and storytelling
• opportunities for forming alliances, facing challenges, and going on quests

Through the power of imagination and teamwork, your team can overcome tasks and participate in an epic fantasy battle. To improve communication and bonds, include War of the Wizards in your agenda!

Learn more about War of the Wizards .

Sudoku is one of the most popular free problem solving games for adults. The objective of this game is to fill each box of a 9×9 grid so that every row, column, and letter contains each number from one to nine. The puzzle makes a great team challenge. To play Sudoku on Zoom, screen share the game board. Then, turn on the annotation features. Using the add text functions, participants can fill in the numbers on the grid.

We made a starter puzzle you can use in your next meeting or virtual team bonding session:

Here are more online Sudoku puzzles .

5. Crossword puzzles

Crossword puzzles are word games that ask players to fill in words based on clues. Words interconnect, and players must think critically about the surrounding words to select the right phrase for the space.

You can use an online crossword puzzle maker to create a custom puzzle. Here are a few themes you may want to consider:

• teammates’ tastes and interests
• company knowledge and history
• industry terms and trends

Or, create a miscellaneous puzzle just for fun.

We made a sample puzzle you can use for your game:

To complete puzzles during online meetings, you can use the share screen function and add text through annotations.

Or, subscribers can play the New York Times’ daily crossword puzzle virtually . Dictionary.com also offers a free daily online crossword puzzle .

Check out more vocabulary games .

6. Online Escape Rooms

Escape rooms are timed games that get groups working together to solve puzzles. Traditionally, players enter a locked room and must complete all puzzles in an hour or two to unlock the door. However, groups can also play escape rooms online.

Digital escape rooms typically come in one of two forms: in a Zoom room and led by a host, or in a choose-your-own adventure format via Google Forms or websites. To play escape rooms virtually, enter a video meeting and follow the prompts, or screen share the Google Form and work out the puzzles together.

Check out our full list of online escape rooms .

7. Murder Mysteries

Murder Mysteries are story-based games that ask players to take on the roles of suspects or detectives while trying to identify a killer. These games often involve reading lines from a script, searching for clues, and occasionally solving puzzles to get hints.

These games make participants pay attention to conversations, analyze other characters’ behavior, and search for hidden meaning in the script. Players must use their powers of observation and logic to unravel the mystery.

Check out our list of Zoom murder mystery games .

8. Treasure Hunts

Treasure hunts are scavenger hunts with intention. While virtual scavenger hunts often ask players to collect random items, treasure hunts require participants to locate clues that lead to other prompts and hints. The game typically ends with players finding a treasure or solving a mystery, sometimes both.

The treasure hunt can have a specific theme such as secret agent missions or a hunt for pirate treasure, or you can run a more general hunt. Teammates can either compete simultaneously via Zoom call, or can play the hunt on an app individually and compete to beat each other’s scores.

Check out our list of treasure hunt apps .

9. Poem or story challenge

Most team building problem solving activities for employees revolve around science, math, and logic. Poem/story challenges rely on writing skills and are sure to appeal to the language lovers on your team.

Each player receives a limited word bank to use to create a story or poem. Then, players have a few minutes to craft their pieces. Afterward, everyone reads out or screen shares their creations.

Here are a few word challenge activities you can do remotely:

• Found poems or stories : Participants make poems or stories out of words they find by visiting websites, searching emails, glancing out the window, or taking a walk or drive around the neighborhood.
• Random word generators : Teammates use a random word generator to populate a word bank, and must use each word in the poem or story.
• Poetry magnets : Group members make poems using poetry magnets. You can send poetry magnet sets to employees and assemble the verses on a cookie pan during a Zoom call. Or, teammates can play with poetry magnets online .
• Page poems: Participants receive one page of a book or magazine, and must make a poem or story by blocking out other words so only the chosen text remains visible. This activity is part storytelling, part art, since story crafters can illustrate the pages as part of the design.
• Ransom note stories or poems : Players cut out letters from magazines and must form new words to make poems and stories. Or, players can receive a mix of random letters, form words, and run the text through a ransom note generator .

These activities are suitable for teams and individual players.

10. Moral challenge

Some problems are ethical rather than factual. Moral judgment plays just as important a role in the decision-making process as technical prowess. Players can flex their moral problem-solving skills by tackling ethical dilemmas or social puzzles.

Here are some social problem solving games online:

• Moral machine
• Scruples – the game of moral dilemmas
• Morality play

To play these games, either download the apps, or pull up the website and then screen share the prompts. These games are best played when discussed as a group, because the more belief systems and opinions, the harder an issue is to resolve. These exercises provide practice for real-life conflict resolution.

You can find similar challenges on our list of online personality tests .

11. Frostbite

Frostbite is a group game that hones team leaders’ communication skills while sharpening teammates’ listening and cooperation skills. The premise behind the game is that a group of explorers gets caught in a snowstorm and must build a shelter. Frostbite has paralyzed the leaders’ hands and snow-blinded the rest of the team. The leader must give the team instructions to build a tent that can resist arctic winds.

To play Frostbite, each teammate wears a blindfold. Then, the leader gives directions. Once the structures are complete, players turn on a fan to test whether tents can withstand the wind.

Frostbite is usually an in-person game, however you can also play virtually. In the remote version of the game, teammates construct tents out of cards and tape, while the leader surveys the scene on screen.

This exercise demonstrates the challenges of leading remotely, as teams need to operate with minimal oversight or supervisor observation. Therefore, instructions need to be clear and direct to be effective.

Check out more team building games .

12. Virtual Hackathons

Hackathons are events where participants have a set amount of time to design and pitch a new product or solution. This type of event originated in the programming world and is often used to create new apps, however you can apply the game to any industry or school subject.

Virtual hackathons are online versions of the event. Teams enter the competition, then work with each other via virtual meeting software or remote work communication platforms to design the solution. At the end of the competition, teams pitch ideas to a panel of judges and a winner is decided.

To run a virtual hackathon, first announce the theme of the event and collect sign-ups. So that no teams work ahead, hint at the general idea of the issue, and only explain the precise problem when the event begins. Then, give teams anywhere from a few hours to a few days to complete the project.

Discover more virtual hackathon ideas .

13. Improv games

Improv games are excellent problem solving activities. These exercises force participants to think and respond quickly to keep scenes moving in a logical and entertaining way.

Here are some good problem solving improv games:

Banned words : Performers cannot say certain words. Scene partners will conceive of situations that encourage the actors to use those words, and the actors must find alternatives, such as using synonyms or taking the scene in a new direction.

Scenes from a chat : Audience gives a suggestion for a scene, and players act the scene out. Though it’s a fictional and often ridiculous scenario, actors must react to the situation and solve the problem in order for the scene to end.

Miracle cure : Miracle cure is a quick-moving exercise that follows a simple format. One player declares, “I have a problem.” Another player responds, “I have a….[random object.]” The first player then replies, “great! I can use the [random object] to….” and describes how they will solve the problem.

Check out more problem-solving improv games .

14. Spaghetti Tower

The spaghetti tower is a classic team building game. Participants gather uncooked spaghetti and marshmallows, and must construct the tallest freestanding tower.

During the in-person version, players must construct one tall freestanding tower. However, for the virtual version of the game, players construct individual towers. You can send groups to breakout rooms for the build, then reconvene in the main room for judging. Teams are judged on three main factors: number of towers, height, and uniformity.

This version of the game not only tests the structural integrity of the tower, but also consistency and quality control. This exercise teaches teams to align and collaborate remotely, and produce a consistent product even when far apart.

15. What Would You Do?

What Would You Do? is a simple situational game that challenges participants to react to different circumstances. To play this game, read prompts one by one, and then ask participants to respond with gameplans. You can use the polling or raise hand feature to vote for the best option.

Here are some problem solving scenarios for adults or kids to use in the game:

• Zombies attack and you have to find a place to hide.
• You are at the zoo and the animals escape. Which one do you try to corral back into the pen first?
• After waiting in line for hours, someone cuts in front of you last minute. The person appears to be visually and hearing impaired, and doesn’t notice your protests. An official announces that due to diminishing supply, this individual will be the last in line to be served.
• You are eating a meal with important clients and/or your partner’s parents, and you want to impress. The individuals make you a dish that does not fit within your dietary restrictions, but you do not speak the same language and cannot explain why you do not want to eat.
• An imposter has infiltrated the organization, who looks, speaks, and behaves exactly like you. How do you convince your peers that you are the original?

For similar dilemmas, check out this list of Would You Rather? questions.

16. Desert Island Survival

Desert Island Survival is a game that challenges players to prioritize. The premise is that players have been stranded on an island, and must decide what order to perform survival steps.

Here are the possible actions:

• Set up shelter
• Explore the island
• Try to signal for help
• Make weapons for self-defense
• Build a raft to escape the island
• Start a fire
• Choose a group leader
• Search for other survivors

All group members must agree on the order of the steps. Players should explain the reasoning for the order of each step while ranking the actions.

Another version of the game involves players receiving a list of 15 to 20 items, and selecting five or so to bring to the island. You can also vary the location of the game, substituting remote islands for destinations like outer space or the distant past.

17. Choose Your Own Adventure

Choose Your Own Adventure stories enable readers to determine the outcome of the story by making decisions. Each action has a consequence that takes the tale in a different direction. Participants can try to guess how the story may unfold by talking through the different choices. When completing the activity in a group setting, the majority of the team must agree on an action before moving forward in the story.

There are a few ways to facilitate these activities online:

• Play an online role playing video game
• Watch an interactive movie like Black Mirror: Bandersnatch
• Read from a Choose Your Own Adventure book on Zoom
• Click through a Choose Your Own Adventure platform
• Create your own story using a Google Form

Whichever way you choose to do the exercise, you can use the screen share feature in your virtual meeting software so that listeners can more easily follow along.

18. MacGyver

MacGyver is a show where the hero escapes sticky situations by improvising tools out of unlikely materials. For example, in one episode the hero makes a telescope out of a newspaper, magnifying lens, and a watch crystal.

To play MacGyver, you can either list three to five objects participants can use, or challenge players to use items that are within arms reach.

Simply state a desired end result, such as “a way to open a locked door,” or “a getaway vehicle,” and then ask teams to explain what they will build and how they will build it. To make the activity more collaborative, you can give teams five or ten minutes in breakout rooms to strategize and design a prototype.

19. Dungeons & Dragons

Dungeons & Dragons is a roleplaying game where players pretend to be magical figures and creatures. One player serves as the dungeon master, who guides the game, while the other players pick characters and make decisions to move the story forward. Upon choosing a course of action, players roll a twenty-sided die to determine whether or not the plan succeeds. The game is story-based, the possibilities are nearly limitless, and truly creative problem solving options arise. Also, since gameplay is mostly verbal, Dungeons & Dragons is an easy activity to do over Zoom.

Here are the basic rules for Dungeons & Dragons .

20. Pandemic

Pandemic is a game that pits players against the forces of nature in a race to contain and control disease outbreaks. At the beginning of the game, each player receives a role such as containment specialist or operations expert. Participants must carry out the duties of their roles by choosing appropriate actions. Pandemic is a great game for groups because each team member has a clear part to play, and players must collaborate and work together instead of competing against each other.

To play the game online, you can use a Pandemic game app , or talk through the exercise while one attendee moves and displays pieces on the board.

Note: The subject of this game might hit too close to home for some players, considering recent history. You can find games with similar mechanics that deal with different subject matter, such as Forbidden Island.

Check out more team building board games .

21. Model UN

Model UN is one of the best virtual problem solving activities for students. This exercise casts participants in the role of international diplomats who must negotiate to solve realistic problems. Each player assumes the role of a country ambassador and must form alliances and propose solutions to solve crises.

Here are some sample Model UN scenarios:

• Human rights violation by powerful country
• Food shortage
• Disease epidemic
• Technology privacy violations
• Civil war branching into surrounding countries
• Natural disasters

Depending on the size of the group, participants either take on the part of an entire government of a country, or play a certain role within the government. To carry out the activity on Zoom, players can take turns giving speeches, message other countries privately via the chat, meet in breakout rooms to form alliances or have more intimate discussions, and use the polling feature to vote on propositions.

If politics does not resonate with your group, then you can alter the exercise by applying the same activity structure to a different theme, such as the Justice League, movie characters, business board members, or reality TV stars.

The main purpose of the exercise is to research, talk through problems, and compromise. As long as these elements are present, then the specifics of the setup do not matter.

There are many types of problem solving activities for adults. You can do online problem solving games, which require a different skill set than in-person problem solving. For instance, communication must be much clearer and more abundant when group members are far apart and unable to demonstrate or pick up physical cues.

Though many problem solving games include props and in-person elements, there are many games you can play together online. These exercises work well as educational tools as well as team bonding accelerators. Upon completion, participants are likely to feel a sense of accomplishment and increased confidence. These games are also great practice for real life conflict resolution, creative thinking and team building.

Next check out this list of connection games , this collection of crime-solving games , and this post with conflict resolution games .

We also have a list of the best decision making books and a list of team building problems for work .

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FAQ: Problem solving activities

Here are common answers to questions about group problem solving activities.

What are problem solving games?

Problem solving games are challenges that ask players to think critically and use logic to overcome issues or answer riddles. Examples include sudoku, murder mysteries, and spaghetti towers. These games are also known as “problem solving exercises”, “problem and solution games” and “group problem solving activities.”

What are the best problem solving games for groups?

The best problem solving games for groups include online escape rooms, moral challenges, and improv games.

What are some good problem solving team building activities for students?

Some good problem solving activities for students include crossword puzzles, choose your own adventure stories, and model UN.

How do you play problem solving games online?

The best way to play problem solving games online is to join a video call meeting to talk through the issue. Using the screen sharing and digital whiteboard features helps participants visualize the problem more clearly. Breakout rooms give teams the chance to discuss the issue more intimately.

Author: Angela Robinson

Marketing Coordinator at teambuilding.com. Angela has a Master of Fine Arts in Creative Writing and worked as a community manager with Yelp to plan events for businesses.

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Marketing Coordinator at teambuilding.com.

Angela has a Master of Fine Arts in Creative Writing and worked as a community manager with Yelp to plan events for businesses.

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