Can You Retake a Psychometric Test?

Sometimes you can retake a psychometric test, but there is no universal retake rule. Retake policies depend on the employer, the assessment provider, the role, the hiring stage, the reason for the retake request, and whether there was a genuine technical issue. Some employers may allow a retake after a waiting period. Some may allow a retake only for technical failure or accessibility reasons. Others may not allow retakes for the same role or hiring campaign. This guide explains how retakes usually work, what candidates should ask, how to handle a failed or interrupted assessment, and how to prepare if you are given another attempt. The safest advice is simple: do not assume you are entitled to a retake; check with the recruiter or official support channel.

Why retake policies are not universal

Psychometric assessments are usually configured by employers for a specific recruitment process. The same provider can be used in different ways by different companies. One employer may use a short numerical test as an early screening step. Another may use a longer assessment battery including cognitive ability, personality and situational judgement. A third may use the result only as one piece of evidence alongside interviews. Because employers own the recruitment decision, retake policies often sit with the employer, not only the test vendor. Prep-market sources often say the same thing: retakes depend on the employer’s policy. That is useful, but the official answer for your case is the recruiter or test support contact in your invitation.

Common reasons a retake may be considered

A retake is more likely to be considered when something outside the candidate’s control affected the assessment. Examples include platform failure, browser crash, loss of internet, incorrect accessibility setup, wrong test language, duplicate invitation error, or a documented interruption caused by the test system. Some providers have support channels for technical issues, and employers may decide whether to reset or reissue the assessment. A retake is less likely when the reason is simply regret, nervousness, poor preparation or dissatisfaction with the result. That may feel harsh, but employers need a consistent process. If every candidate could retake after seeing the format, the assessment would no longer measure the same conditions.

What to do if the test failed technically

If the product or platform stalls mid-test, act quickly and document everything. Note the exact time, assessment name, browser, device, error message, what happened before the failure, whether you tried refreshing, and whether the system submitted automatically. Take screenshots only if permitted and avoid capturing confidential test content. Contact the official support channel and recruiter immediately. Keep your message factual and calm: “The assessment froze at approximately 14:10 while I was on the numerical section. I could not proceed or submit. I have attached the error message.” This is much stronger than a vague complaint after the deadline. If the issue was with a preparation tool rather than the employer’s live platform, contact that tool’s support separately and explain the technical problem.

What to do if you simply performed badly

If you believe you performed badly, do not send an emotional message immediately. First, check whether the employer actually rejected you. Some assessments are not pass/fail in isolation. Some are used to support later interview decisions. If you are rejected, you can politely ask whether retesting is possible for future applications or after a waiting period. Do not argue that the test was unfair unless you have a specific, documented concern. A better message is: “Thank you for the update. Could you let me know whether candidates are eligible to reapply or retake the assessment after a certain period?” This keeps the door open without sounding confrontational.

Can you retake provider-specific tests?

Provider-specific retake rules vary. Criteria’s CCAT-related prep sources commonly state that retakes depend on employer policy. Aon prep sources also point candidates back to employer policy for retakes. SHL assessment processes are usually employer-administered, so completion, reset and verification questions are handled through the employer or platform support process. This is why TestSolve pages should avoid saying “you can retake SHL after X days” or “Aon allows one retake.” Unless an official employer or provider page states the rule for the candidate’s exact assessment, that would be an unsafe claim. The public page should instead teach candidates how to ask the right question and prepare for the possibility of no retake.

How to prepare if you get a retake

A retake is not just a second chance; it is a different preparation problem. Start by reconstructing the first attempt without copying confidential content. What test types appeared? Which sections were hardest? Did timing or instructions cause the issue? Did you fail because of calculation, reading, logic, concentration, or panic? Then practise those areas specifically. For numerical reasoning, review ratios, percentages, charts and averages. For abstract or logical reasoning, practise rule families and timed pattern recognition. For verbal reasoning, practise evidence discipline and inference control. For SJT, review workplace priorities. For personality or work-style assessments, do not try to submit a completely different persona; answer consistently and truthfully.

Accessibility and reasonable adjustments

Some candidates need adjustments for disability, health, language, equipment or other legitimate access reasons. If this applies, raise it before the test whenever possible. Employers and assessment providers may have formal accommodation processes. Waiting until after a poor result can make the request harder to evaluate, even if the need is real. If the issue only became clear during the test, explain that specifically. For example: “I requested no adjustment because I did not realise the task required sustained small-text reading under time pressure. Is there a process for accessibility review?” Keep the message factual and avoid framing it as a demand for a better score.

How TestSolve fits before a possible retake

If you are allowed to retake, use TestSolve on practice material to diagnose your mistake patterns before the new attempt. Do not use it during the live retake unless the assessment rules explicitly allow outside assistance, which is uncommon for hiring tests. The useful workflow is: attempt practice questions unaided, run selected questions through TestSolve, read the explanation, write down the mistake type, and practise a similar question. This helps you become faster and more accurate without compromising the integrity of the employer assessment.

Questions to ask before requesting a retake

Before contacting the recruiter, prepare a precise question list. Ask whether the result applies only to this role or to future applications, whether the employer has a waiting period, whether a technical review is possible, whether accessibility adjustments can be considered, and whether the assessment can be reset if the platform failed. Keep the message focused on process, not emotion. Recruiters are more likely to respond helpfully when the request is easy to understand and does not sound like an argument against the selection method. If you are still interested in the employer, say that directly and professionally.

What not to do after a bad attempt

Do not create a second account to bypass the process. Do not retake through an old link unless the employer tells you to. Do not share or request live-test questions in forums. Do not claim there was a technical failure if there was not one. These actions can create integrity concerns that are worse than the original score. If the result was disappointing, treat it as preparation data. You can still improve for another employer, another role, or a future application cycle. A calm response is part of candidate professionalism.

Additional preparation note

A final useful habit is to keep a simple assessment journal across applications. Record the provider, role, test type, estimated timing, question formats, preparation done, what felt difficult and the outcome. Over several applications, this becomes more valuable than generic advice because it shows your own pattern. Some candidates are consistently weak in timing, others in percentage maths, others in verbal inference or abstract rule spotting. Once you know the pattern, practice becomes more targeted.

Frequently asked questions

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