Ultimate Psychometric Tests: Over 1000 Verbal, Numerical ...

1 Downloaded From 1,000 verbal, Numerical , diagrammatic and IQ practice testsMike BryonLondon and Philadelphia iDownloaded From s noteEvery possible effort has been made to ensure that the information contained in this book is accurate at the time of going to press, and the publishers and authors cannot accept responsibility for any errors or omissions, however caused. No responsibility for loss or damage occasioned to any person acting, or refraining from action, as a result of the material in this publication can be accepted by the editor, the publisher or any of the published in Great Britain and the United States in 2006 as The Ultimate Psychometric Test Book by Kogan Page LimitedReissued in 2008 as Ultimate Psychometric TestsApart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act 1988, this publication may only be reproduced, stored or transmitted, in any form or by any means, with the prior permission in writing of the publishers.

2 Or in the case of reprographic reproduction in accordance with the terms and licences issued by the CLA. Enquiries concerning repro-duction outside these terms should be sent to the publishers at the undermentioned addresses:120 Pentonville Road 525 South 4th Street, #241 London N1 9JN Philadelphia PA 19147 United Kingdom Mike Bryon, 2008 The right of Mike Bryon to be identifi ed as the author of this work has been asserted by him in accordance with the Copyright, Designs and Patents Act 978 0 7494 5308 4 British Library Cataloguing-in-Publication DataA CIP record for this book is available from the British of Congress Cataloging-in-Publication DataBryon, Mike Ultimate Psychometric tests : over 1000 verbal, Numerical , diagrammatic and IQ prac-tice tests / Mike Bryon.

3 P. cm. ISBN 978-0-7494-5308-4 1. Employment tests. 2. Employee selection. 3. Psychological tests. I. Title. 2008 3--dc22 2008019365 Typeset by Saxon Graphics Ltd, DerbyPrinted and bound in India by Replika Press Pvt LtdI dedicate this book to my wife, Lolaii Downloaded From Preface v1 Psychometric tests: what are they? 1 What to expect on the day 32 How to pass Psychometric tests and how to use this book 5 The value of practice 5; Get test wise 6; How much and what kind of practice 7; Undertake two sorts of practice 7; Set yourself a personal challenge 8; The winning mindset 9; What to do if you fail 103 Verbal reasoning 11 Word link 12; Word link synonyms 14; Word link opposites 17; Find the new word 22; Word swap 25; Sentence sequencing 29; Best word(s) to complete a sentence 34; English usage 37; Identify the correct sentence or word(s) 42; Read a passage and evaluate a statement 464 Numerical reasoning 64 The key operations 65; Sequencing 80; Number problems 855 Personality questionnaires 98 Your approach to decision making 100.

4 Communicating with others 103; Your approach to planning 106; Managing people and resources 108; Motivating yourself and others 110; Features of your ideal role 113; Your attitude towards risk 114; The secret of your success 116; Appropriate responses in work 118 iiiDownloaded From Contents6 Non-verbal reasoning, mechanical comprehension and IQ tests 124 Non-verbal reasoning 125; Features in common 125; Find the shape that completes the series 140; Completing the series in columns and rows 166; Mechanical comprehension 176; IQ tests 1957 Answers and explanations 221 Verbal reasoning 221; Numerical reasoning 229; Personality questionnaires 236; Non-verbal reasoning, mechanical comprehension and IQ tests 242 Downloaded From now on, treat a Psychometric test as the route to the career of your dreams.

5 Use this book to ensure that you stand head and shoulders above the crowd of other face Psychometric tests at so many points in our career and their use is on the increase. At some stage in the selection process for many jobs or courses you will have to take one. For the unprepared candidate they represent a signifi cant challenge; fail and you risk not gaining the job or training of your choice. Take them seriously, as many more people are failed than me help you become one of the candidates that really stand out from the crowd. The secret is practice and mindset. The right sort, the right amount, at the right time and you will succeed. This is the Ultimate Psychometric test book because it contains 1,000 realistic practice questions.

6 It is expressly designed for self-study, covers the major types of test and provides essential advice on the winning mindset. It also signposts the reader to the best sources of further practice in the Kogan Page Testing is the ideal starting point for the reader who wants to do really well in a Psychometric test at the intermediate level and it is the perfect introduction for candidates of graduate-level tests. You will not fi nd another book with so many practice questions. This means that you can really get down to some serious score-improving prepa-ration. I will describe how to best organize your study and provide many hundreds of explanations and explanatory notes to help make sure you realize where you might be going in a Psychometric test is hard work and I will ask you to make a signifi cant commitment in terms of time and effort.

7 The choice is entirely Preface vDownloaded From rise to the challenge and your dream career could become a reality. The alternative is to risk failure. If you face a test that contains questions of a type not covered by this title or the suggested further reading, then contact me care of Kogan Page and if I know of one I will be glad to let you know of a source of suitable practice I apologize in advance if you fi nd an error in this book; please do not let it undermine your belief in the value of practice and do please take the trouble to notify me, care of Kogan Page, so that it can be removed at the next reprint. vi PrefaceDownloaded From tests: what are they?A Psychometric test is not like a blood sample test where you simply roll up your sleeve and feel the discomfort of the needle.

8 You have no control over the outcome of a blood test but in a Psychometric test you should be totally in control. You achieve this through hard work, systematic preparation and a good test tests are most often taken with paper and pen or at a compu-ter screen, but they may also be taken when performing a task in a work-place situation or even in a gym or on a running the particular task, they will be designed so that a score can be awarded, perhaps it is how long the candidate took or how many questions were completed correctly. The test will allow the test administrator to draw comparisons between candidates and the whole point when used for recruit-ment is that it will allow the administrator to conclude that candidate A got a better score than candidate B and that candidates F, G, H, I, J and K failed!

9 If you face a Psychometric test as a part of a recruitment process for a job or course of study then it is reasonable to assume that lots of people have applied and there are fewer vacancies or places than applicants. Some organ-izations attract as many as 40 applicants for every vacancy. The employer or college relies on the test to identify the more suitable candidates in as fair and objective a way as is economically possible. Every applicant will be invited to take the test and the results will be compared to decide who should be invited to the next stage of the recruitment process. The remain-ing candidates will be rejected. 1 Downloaded From Ultimate Psychometric testsThere are many types of test in use.

10 Some are specifi c to a particular role or profession, others are general. It may involve a questionnaire completed online or a series of sub-tests taken one after the other over a number of hours at a test centre with only a short pause between the papers. They may be designed to test your stamina and endurance as well as your interests, personality and abilities. Examples include:IQ tests;verbal reasoning; Numerical analysis;mechanical and technical reasoning; diagrammatic and abstract analysis;work sample tests;in-tray exercises;trainability tests;personality questionnaires;interest and motivational are very broad headings and each would include many different styles and types of question. A questionnaire will not normally have a time limit while a test will be strictly soon as you realize that you need to pass a test or complete a question-naire, go about fi nding out as much as you can about it.