How to Prepare for Psychometric Tests in Finance Interviews
Psychometric testing is now a standard part of many finance hiring processes. Yet many candidates still approach these assessments with very little understanding of what to expect. A common assumption is that these are simply personality tests and that there is no real way to prepare. In reality, most psychometric assessments used in finance hiring are designed to test how you think, how quickly you process information and how accurately you can work under pressure. For many roles, particularly in finance, performance in these tests plays a direct role in whether you move forward in the process.
What You Will Actually Be Tested On
Most finance hiring processes include a combination of the following test types. Understanding each one changes how you prepare.
1. Numerical Reasoning Tests
This is the most important test type for finance roles.
You will typically be given tables, charts or graphs and asked to interpret the data and perform calculations.
What to expect
• 10 to 20 questions
• 20 to 30 minutes
• Multiple choice format
• Increasing difficulty as you progress
Typical questions
• Calculate percentage increases or decreases
• Compare financial data across periods
• Identify trends in performance
• Work out ratios or margins
• Answer “what would happen if” scenarios
Where candidates struggle
Most candidates do not struggle with the maths itself. They struggle with:
• speed under pressure
• interpreting the question correctly
• extracting the right data from the chart
How to prepare
Focus on:
• percentage calculations
• ratios and proportions
• reading tables and graphs quickly
• working under timed conditions
2. Verbal Reasoning Tests
These are often underestimated but very common.
You will be given a short passage and asked whether statements are true, false or cannot be determined.
What to expect
• 15 to 20 questions
• 20 to 30 minutes
• Text-based scenarios
Key rule
You must answer based only on the information provided, not your own knowledge.
Where candidates go wrong
• assuming information not stated
• overthinking simple statements
• rushing and misreading questions
How to prepare
• practise reading quickly and accurately
• focus on extracting key facts
• watch for absolute vs qualified statements
3. Abstract Reasoning Tests
These are pattern recognition tests.
You are shown a sequence of shapes and must identify the next pattern.
What to expect
• 10 to 20 questions
• 15 to 25 minutes
What is being tested
• logical thinking
• problem solving
• ability to recognise patterns
Where candidates struggle
• trying to overcomplicate patterns
• spending too long on one question
How to prepare
• practise pattern recognition
• look for changes in shape, size, rotation or shading
• move on quickly if stuck
4. Situational Judgement Tests
These are scenario-based questions. You are given a workplace situation and asked how you would respond.
What to expect
• real-world workplace scenarios
• ranking or selecting best responses
What is being assessed
• decision making
• professionalism
• prioritisation
• teamwork
How to approach
• choose balanced, professional responses
• avoid extreme or reactive answers
• think in terms of business impact and teamwork
5. Personality Assessments
This is the area most candidates are familiar with, but also often misunderstand. These tests measure your natural working style, not your ability.
Important to know
• there are no right or wrong answers
• consistency is important
• tests often include checks for dishonest responses
Where candidates go wrong
• trying to answer what they think is “ideal”
• being inconsistent across answers
Best approach
Answer honestly and consistently based on how you actually behave.
The Reality Most Candidates Miss
Psychometric tests are designed so that most candidates do not complete everything perfectly. In many cases, average candidates only answer around half the questions correctly.
That is intentional. These tests are used to compare candidates, not to achieve a perfect score. What matters is how you perform relative to others.
Finance Candidate Checklist: How to Prepare Properly
This is where preparation becomes practical.
3 to 5 Days Before the Test
• Complete at least 3 full practice tests under timed conditions
• Identify weak areas (usually speed or accuracy)
• Practise reading charts and financial tables quickly
• Revise basic calculations (percentages, ratios, growth rates)
The Day Before the Test
• Do one final timed practice test
• Focus on improving pacing rather than accuracy
• Set up your test environment (quiet space, stable internet)
• Avoid over-practising late into the evening
On the Day of the Test
• Log in early and read instructions carefully
• Understand how many questions and how much time you have
• Divide your time per question (for example, 60 to 90 seconds each)
• Have a calculator and paper ready if allowed
During the Test
• Do not get stuck on one question
• If unsure, make your best guess and move on
• Keep an eye on time, but do not panic
• Stay consistent and focused
For Personality Tests
• Answer honestly
• Do not try to “game” the test
• Be consistent in your responses
• Take your time
After the Test
• Reflect on where you struggled
• Practise those areas again
• Use it as preparation for future opportunities
Final Thoughts
Psychometric tests are not something to approach casually, particularly in finance hiring. They are structured, timed and designed to differentiate between candidates. The strongest performers are not always the most technically capable. They are often the ones who understand the format, manage their time effectively and approach the test with preparation and confidence. If you are preparing for a finance role and want to better understand what to expect in the hiring process, The People Connection works closely with candidates across South Africa and can provide practical guidance based on real hiring experience.