Psychometric tests are now a standard part of recruitment in South Africa—especially for graduate programmes, corporate roles and roles in regulated sectors (banks, telcos, consultancies). Major suppliers such as SHL and Thomas sit alongside South African and regional providers. This guide explains how these tests work, how employers use the results, and practical preparation strategies so you can perform at your best on assessment day.
Why employers use psychometric tests in SA
Employers use psychometric assessments to add objective, standardised evidence to hiring decisions. Benefits include:
- Predicting job performance (cognitive ability + job-specific skills)
- Comparing candidates fairly using standard scoring
- Triaging large applicant pools efficiently
- Supporting competency-based interviews and development planning
Regulatory and fairness considerations apply in SA recruitment—employers must ensure tests are valid, non-discriminatory and aligned to role requirements.
Major providers: SHL, Thomas, and local suppliers — at a glance
| Provider | Common products | Typical test types | Delivery | Reporting |
|---|---|---|---|---|
| SHL | SHL Verify, SHL Talent Central | Numerical, verbal, logical reasoning, situational judgement, personality | Online adaptive & timed | Detailed percentile reports, competency mapping |
| Thomas (Thomas International) | GIA, Personal Profile Analysis | Personality, behavioural styles, aptitude tests | Online fixed/adaptive | Behavioural profiles, development guidance |
| Local SA providers | University-linked tests, boutique psychometric consultancies | Cognitive, SJTs, bespoke industry tests (finance, mining) | Online or proctored in-person | Varies: short dashboards to full psych reports |
Each provider differs in format, level of job matching, and reporting style. Some employers prefer global providers like SHL for benchmarking; others use local vendors for contextualised or language-specific measures.
How psychometric tests work (simple breakdown)
- Invitation: You receive a timed online link (email/mobile). Read instructions carefully.
- Identity & compliance checks: Employers may require ID or webcam proctoring.
- Test battery: Common combinations are a cognitive ability test + personality questionnaire + situational judgement test (SJT).
- Scoring & norming: Cognitive tests usually use percentile ranks against normative samples; personality results map to behavioural traits.
- Interpretation: Recruiters use scores with CV, interviews, and assessments from assessment centres to make decisions.
Common test types explained:
- Numerical Reasoning: Charts, tables, quick calculations under time pressure.
- Verbal Reasoning: Comprehension, inference, and critical reasoning.
- Logical/Abstract Reasoning: Pattern recognition and non-verbal problem solving.
- Personality / Behavioural: Self-report on preferences and tendencies.
- Situational Judgement Tests (SJTs): Choose or rank responses to workplace scenarios.
If you want a deeper breakdown of what to expect at multi-stage selection events, see Interview Preparation South Africa: What to Expect at an Assessment Centre (Banks, Telcos, Big Corporates).
Practical preparation — a step-by-step plan
Preparing effectively is less about “tricks” and more about targeted practice and test hygiene.
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Start with a diagnostic
- Take a timed practice test in each format to identify weaknesses. For reasoning practice, check Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies).
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Structured practice (2–6 weeks depending on role)
- Focused drills: numerical and verbal sets, timed sections.
- For technical roles, combine psychometric preparation with domain practice: see Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments.
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Learn time management strategies
- Prioritise easy/high-value items and flag difficult ones to return to. Read our guide: Time Management Tips for Psychometric Tests Commonly Used in SA Recruitment.
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Practice full, timed test batteries
- Simulate test day conditions (quiet room, same device, timed). Use mock assessment guides such as Mock Assessment Centre Exercises and Scoring Guide for South African Graduate Programmes.
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Work on behavioural and group skills
- Personality scores matter less for “right” answers and more for fit. Practice group tasks and role-plays using the Assessment Centre Day Playbook: Group Tasks, In-Tray Exercises and Role-Plays for South African Candidates.
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Review feedback and iterate
- If you get feedback, use it: see Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
Test-day checklist and tactics
- Device: Use a reliable laptop/desktop (not a phone). Fully charged, wired internet if possible.
- Environment: Quiet, well-lit, ID to hand.
- Timing: Start with easier questions; keep an eye on the clock.
- Personality/SJT: Be consistent and role-focused—don’t try to “game” the profile.
- If technical tasks included: keep coding or calculator tools ready where allowed.
How employers interpret results in SA
- Cognitive scores are usually weighted heavily for graduate and analytical roles. Personality and SJTs supplement to predict cultural fit and likely on-the-job behaviours.
- Employers combine psychometric data with interviews, assessment centre observations and technical tasks. For guidance on how scores map to hiring decisions, read What Top Employers Look for in Assessment Centres: Behavioural Markers and Scoring Criteria in South Africa.
Quick comparison: What to expect from each provider
- SHL: Rigorous, standardised, strong benchmarking; useful for large corporates and banks.
- Thomas: Behavioural emphasis, practical development reports; popular for roles where team fit is key.
- Local providers: Often tailored to South African context, language and industry specifics; may offer in-person proctoring for high-stakes roles.
Common mistakes to avoid
- Cramming last minute on personality questionnaires (be consistent).
- Using unfamiliar devices or unstable internet on test day.
- Ignoring time limits—practice under timed conditions.
- Treating psychometrics in isolation—combine with interview and technical prep (see Case Interview Examples and Frameworks Used by South African Consultancies and Corporates).
Final checklist — 7-day plan before test
- Day 7: Diagnostic practice battery.
- Day 5: Focused drills (numerical/verbal/logical).
- Day 3: Full timed simulation.
- Day 2: Review weak areas and revisit strategy.
- Day 1: Light practice, rest, check tech and ID.
- Test day: Follow the Test-day checklist above.
Resources and next steps
- Practice and read these posts to build a complete preparation strategy:
- Interview Preparation South Africa: What to Expect at an Assessment Centre (Banks, Telcos, Big Corporates)
- Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies)
- Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments
- Assessment Centre Day Playbook: Group Tasks, In-Tray Exercises and Role-Plays for South African Candidates
- Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers
With focused practice, realistic simulations and the right test-day habits, you can significantly improve your psychometric performance. Prepare like an assessor: be methodical, evidence-based and consistent—and use your results to tell a clear story in interviews and assessment centres.