Psychometric Test Scores and Percentiles Explained

Your raw score is the number of marks awarded under the test’s scoring rules. Percentage correct usually divides correct answers by questions counted, although penalties, adaptive difficulty or partial credit can make the real calculation more complex.

A percentile is a relative position. A 70th-percentile result means the score was higher than about 70 per cent of the people in the stated comparison group. It does not mean 70 per cent of questions were correct. SHL’s sample report explicitly pairs each percentile with the comparison group used.^[1]

The same raw performance can produce a different percentile when compared with a different group. A general working-population norm, a graduate-applicant norm and a specialist professional norm are not interchangeable. Always read the group label before interpreting the number.

Percentiles are ranks, not equal-sized units of ability. Moving from the 40th to the 50th percentile does not necessarily require the same raw-score improvement as moving from the 80th to the 90th.

Employers can set thresholds according to the role, assessment, applicant pool and stage of recruitment. Some combine several measures or review the result alongside other evidence. A score described as average in one report may still be above or below a particular employer’s progression threshold.

Oxford Careers notes that recruiters decide how conservatively to set pass marks and may use psychometric results at different stages. This is why unofficial claims that every employer requires one fixed percentile should be treated cautiously.^[2]

A practice percentile is only meaningful when the comparison sample is relevant and large enough. For preparation, accuracy by question type, time per item and the reason for each mistake are often more useful than one headline rank.