For all ambitious probationary officials, the State Bank of India (SBI) has announced that the psychometric testing for SBI PO 2025 is scheduled for 31 May 2025. This special evaluation is an important component of SBI PO selection process. Unlike traditional written examinations, which mainly test educational knowledge and problem-solving capabilities, a psychometric test deault, which aims to evaluate a candidate’s personality symptoms, practical efficiency and appropriateness for the demand and dynamic role of a priest under India’s largest public sector bank.
Questions asked in SBI PO Psychometric Test
A psychometric test is a standardized evaluation designed to measure a person’s cognitive abilities and personality characteristics. In terms of recruitment, these tests help employers to achieve insights into a candidate’s ability to success in the role of a specific job, which is beyond educational qualification or interview performance.
Also check, SBI PO Mains Results 2025
Candidates should check the questions asked in SBI PO Psychometric Test last year, which will help them understand patterns and expected questions for this year.
| SBI PO Psychometric Test Pattern | ||
| Stream | Number of questions | Duration |
| Part a | 23 | 90 minutes |
| Part be | 120 | |
| Part s | 10 | |
| Part d | 46 | |
| overall | 199 | |
Part A included 23 questions that had only 2 options, the candidates had to choose the option they thought he was right.
Example: 1 question related to the candidate’s opinion was whether luck plays an important role or it is just one result of the acts you have done.
Part B, C, and D consisted of 5 options:
a) Agreed
B) firmly agrees
C) disagree
d) strongly disagree
E) neutral
- Most questions were based on beliefs
- Behavior Question: These questions were asked to know about the behavior of the candidates.
- Status Decision Question: Status decision questions are questions in which candidates have to take a stand on any work presented to them.
- Personality Question: Some questions were designed to accept the personality of the candidate
- Emotional intelligence test
Types of questions asked in SBI PO Psychometric Test
SBI PO Psychometric Testing typically consists of two main categories of questions: personality questionnaire and status decision test. It is important to note that this test is different from qualification tests (eg numeric or oral arguments), which may be part of other stages, although sometimes these cognitive ability tests are also classified under “psychometric assessment”. For SBI PO psychometric testing, attention is mainly on personality and behavior.
1. Personality questionnaire
The purpose of these sections is to map your personality symptoms against a set of competencies considered essential for SBI PO. There are no “correct” or “incorrect” answers in the traditional sense, but “preferred” reactions that align with the desired job profile.
Format: Questions are usually presented as statements, and you are said to rate your agreement or disagreement (eg, “firm agree,” “Agreed,” “Agreed,” neutral, “” “disagree,” disagree, “strongly,” firm disagree “). Sometimes, you can be asked to choose which statement “I like me” or “at least me” tells you from a pair or group of statements.
Symptoms were assessed: These questions usually examine symptoms related to “Big Five” personality dimensions:
- Conscientiousness: How organized, disciplined and responsible you are. Example statement: “I pay great attention to my work in detail.”
- Excessive: How outgoing, sociable and vocal are you. Example statement: “I enjoy being the center of meditation in a group.”
- AgreeBleness: How many cooperative, sympathetic and sociable are you. Example statement: “I try to consider the feelings of others.”
- Emotional stability (neuroticism): How calm, stable and flexible you are under stress. Example statement: “I worry a lot about the future.” (A low score on it indicates high emotional stability)
- Openness to experience: How imaginative, curious and new ideas you are open. Example statement: “I am always open to try new things and experiences.”
strategy: Here the key is stability and honesty. While you can be wooed to respond to what you think the bank wants to hear, psychometric trials often contain the underlying stability check. If your answers are contrary to a other, it can mark you as inconsistent or dishonest. Instead, reflect on your real behavior and trends, taking into account the demands of banking role (eg, customer focus, integrity, ability to handle pressure).
2. Status decision test (SJT)
SJTS is designed to assess your decision and decision -making skills in realistic workplace scenarios. They are highly effective in predicting how you can behave in relevant situations for the role of an officer under probation.
Format: You will be presented with a small case study relevant to a fictional status or banking environment. After the landscape, you will be given many possible actions or reactions. Your work is usually:
- Choose “most effective” and “minimum effective” action.
- Rank all options from “most effective” to “minimal effective”.
- Personally rate the effectiveness of each option.
skill assessment: SJTs mainly evaluate:
- Problem-solution: Your ability to analyze a situation and identify appropriate solutions.
- Decision: How do you weigh options and make options under pressure.
- Reciprocal skills: How do you interact with colleagues, seniors and customers.
- Customer service orientation: Customer your view to handle questions, complaints and requirements.
- Ethics and Integrity: Your following professional conduct and banking rules.
- Stress Management: How do you manage feedback and challenging situations.
Example landscape:
Scenario: “You are assisting a customer with a complex transaction, and another customer reaches your counter, visually disappointed and demanding immediate attention, saying that they have been waiting for a long time.”
Possible functions:
- A. Ask me politely to wait for another customer because you are busy with another customer.
- B. End the current transaction quickly, even if it means making a small error, to participate in another customer.
- C. Accept the other customer, assure them that you will stay with them soon, and will continue to focus on completing the first transaction accurately.
- D. While completing your current task, call a colleague to help another customer.
- (In this example, option C or D will probably be considered the most effective by performing professionalism and customer service, while option B will be at least effective due to possible error.)
strategy: For SJTS, depending on banking values, often “best” and “worst” are answers. Think about:
- Customer Focus: Always prioritize customers’ satisfaction while following the rules.
- Equality and Ethics: Never compromise on honesty or compliance.
- Teamwork: Consider how your work affects colleagues.
- Professionalism: Maintain composition and respectable communication.
- Problem-solution: Look for practical and efficient solutions.
- Activity: Where suitable, take initiative.
