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Psychometric Test Glossary

Every key term from Abstract Reasoning to z-Score, explained in plain English
Your essential A-Z reference for SHL and aptitude test preparation

A-Z reference60+ terms definedSHL & psychometricPlain English definitions

A

Abstract Reasoning
The ability to identify patterns, logical rules, and trends in new information — tested in Inductive Reasoning assessments.
Related:Inductive Reasoning guidePractice now
Aptitude Test
A standardised assessment measuring a candidate's natural ability in areas such as numerical, verbal, or spatial reasoning.
Related:Practice aptitude tests
Assessment Centre
A structured hiring event combining multiple exercises (group tasks, presentations, aptitude tests, interviews) to evaluate candidates holistically.
Related:Assessment centre guide

B

Battery (Test Battery)
A collection of multiple aptitude tests administered together as part of a single assessment event.
Bell Curve
A normal distribution curve; most aptitude scores fall near the middle (average), with fewer candidates at extremes.
Related:SHL scoring explained
Benchmark
The reference standard used to compare a candidate's score — typically derived from a relevant norm group.

C

Candidate Experience
The overall impression a job applicant has of the hiring process, including any assessments they complete.
Cognitive Ability
General mental capacity to learn, reason, solve problems, and adapt — a key predictor of job performance.
Related:Aptitude test guides
Competency Framework
A defined set of skills, behaviours, and knowledge an employer expects for a given role.
Construct Validity
The degree to which a test measures the psychological trait it claims to measure.
Critical Thinking
The ability to analyse arguments, evaluate evidence, and draw reasoned conclusions — assessed in Watson Glaser tests.
Related:Watson Glaser guide
Cut-e
A digital assessment provider (now owned by Aon) offering adaptive online aptitude and personality tests.
Related:Cut-e assessments guidePractice now
Cut-off Score
The minimum score an employer requires for a candidate to proceed to the next hiring stage.
Related:SHL scoring explained

D

Deductive Reasoning
Drawing specific conclusions from general premises using logical rules — a formal test type used by SHL.
Related:Deductive reasoning guidePractice now
Differential Item Functioning (DIF)
Statistical analysis to ensure test items are equally fair across demographic groups.

E

Emotional Intelligence (EQ)
The ability to recognise, understand, and manage one's own and others' emotions — sometimes assessed via SJTs.
Related:SJT guide
Error Analysis
Reviewing incorrect answers after a practice test to understand patterns in your mistakes.
Related:Start practising

F

Face Validity
How plausible and job-relevant a test appears to candidates, even if unrelated to its actual predictive power.
False Positive
When a test incorrectly identifies a candidate as a good fit when they are not.

G

Graduate Assessment
An aptitude and personality evaluation specifically designed and normed for recent graduates entering the job market.
Related:Graduate test guides
Group Exercise
An assessment centre activity where candidates collaborate on a task, evaluated on teamwork and communication.

H

Halo Effect
Cognitive bias where a positive impression in one area (e.g., interview charisma) unfairly influences judgement of unrelated areas.
High-Stakes Assessment
A test whose outcome significantly affects a major life decision, such as job selection.
Related:How to prepare

I

In-Tray Exercise
A simulation where candidates must prioritise and respond to a set of work-related tasks and correspondence.
Inductive Reasoning
Identifying patterns and rules from a series of shapes or figures to predict the next item — also called Abstract Reasoning.
Related:Inductive reasoning guidePractice now
Item
A single question or task within a psychometric test.

J

Job Simulation
An assessment designed to replicate realistic work tasks so employers can observe how candidates actually perform on the job.

K

Korn Ferry Talent Q
A psychometric assessment provider offering adaptive numerical, verbal, and logical reasoning tests.
Related:Practice adaptive tests
KPI (Key Performance Indicator)
Measurable targets used to evaluate performance — often referenced in SJT scenarios.

L

Latent Trait
An underlying psychological characteristic (like intelligence or conscientiousness) that a test indirectly measures.
Likert Scale
A rating scale (e.g., 1–5 or Strongly Disagree to Strongly Agree) commonly used in personality questionnaires.
Related:OPQ32 guide

M

Mean
The arithmetic average of a set of scores; used as a reference point in norm group comparisons.
Mechanical Reasoning
A test type assessing understanding of physical and mechanical concepts — common in engineering and trades roles.
Related:Mechanical reasoning guidePractice now
Multi-Stage Testing (MST)
An adaptive testing approach where performance on early stages determines which items appear in later stages.

N

Norm Group
The reference population against which your score is compared — e.g., "graduate applicants" or "senior managers."
Related:SHL scoring explained
Numerical Reasoning
A test type assessing the ability to interpret and draw conclusions from numerical data, tables, and graphs.
Related:Numerical reasoning guidePractice now

O

OPQ32 (Occupational Personality Questionnaire)
SHL's flagship personality assessment measuring 32 behavioural dimensions relevant to workplace performance.
Related:OPQ32 guide
Objective Test
A test with unambiguously correct answers, scored consistently regardless of who marks it.

P

Parallel Forms Reliability
The consistency of scores across two different versions of the same test, measuring the same construct.
Percentile Rank
The percentage of the norm group that scored at or below a given candidate's score. 70th percentile = scored higher than 70% of the reference group.
Related:SHL scoring explained
Predictive Validity
How accurately a test score predicts future job performance.
Proctored Assessment
A supervised test monitored by an invigilator (in-person or remotely via webcam/AI) to prevent cheating.
Psychometric Test
Any standardised, scientifically validated assessment measuring psychological attributes such as ability, personality, or motivation.
Related:Practice psychometric tests

R

Raw Score
The unscaled number of correct answers before conversion to a percentile or standardised score.
Related:SHL scoring explained
Reliability
The consistency of a test — a reliable test produces similar scores when the same person retakes it under similar conditions.

S

SHL (Saville & Holdsworth Limited)
The world's leading occupational assessment provider, used by 10,000+ employers globally including the FTSE 100.
Related:What is the SHL test?
SJT (Situational Judgement Test)
An assessment presenting realistic workplace scenarios where candidates choose the most or least effective response.
Related:Practice SJTs
Spatial Reasoning
A test type measuring the ability to mentally visualise and manipulate shapes and objects in two or three dimensions.
Related:Spatial reasoning guidePractice now
Standardisation
The process of establishing uniform conditions and scoring procedures so that all test results are comparable.
Standard Deviation
A measure of score spread; most test-takers fall within one standard deviation of the mean.
Related:SHL scoring explained
Sten Score (Standard Ten)
A 10-point scale used to report psychometric results; scores of 1–4 are below average, 5–6 average, 7–10 above average.
Related:SHL scoring explained

T

TalentCentral
SHL's online assessment delivery platform where candidates log in to complete their tests.
Related:SHL test process guide
Test Battery
See Battery — a collection of multiple aptitude tests administered together as part of a single assessment event.
Test-Retest Reliability
How stable a test score is when the same person takes the same test on two separate occasions.
Time Limit
The maximum time allowed to complete a test — designed to measure accuracy under pressure, not just knowledge.
Related:Timed practice tests

U

Unsupervised Testing
An online assessment completed by candidates in their own environment, without live invigilation — the most common format today.

V

Validity
The degree to which a test actually measures what it claims to measure and predicts relevant outcomes.
Verbal Reasoning
A test type assessing the ability to understand written passages and determine whether statements are True, False, or Cannot Say.
Related:Verbal reasoning guidePractice now

W

Watson Glaser
A critical thinking assessment developed by Pearson, commonly used by law firms and consulting firms alongside SHL tests.
Related:Watson Glaser guide
Weighted Score
A final composite score that gives different importance to different test components based on job relevance.

Z

z-Score
A standardised score expressing how many standard deviations a result is from the mean — the basis for many psychometric score conversions.
Related:SHL scoring explained

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