Questions Asked in SBI PO Psychometric Test

The SBI PO Psychometric Test 2026 is an important component of Phase III of the State Bank of India Probationary Officer selection process. Unlike the Preliminary and Main examinations, this assessment is designed for personality profiling rather than testing conventional academic subjects. According to the official SBI PO 2026 notification, the Psychometric Test is conducted for candidates shortlisted for Phase III, its findings are placed before the Interview Panel, and all questions are mandatory. SBI may conduct the test in proctored mode or at identified examination centres.

Questions Asked in SBI PO Psychometric Test

For candidates preparing for the 2026 cycle, one point is especially important: SBI has not officially published a fixed number of Psychometric Test questions or a fixed duration in its 2026 notification. However, candidates in earlier cycles reported a test of around 199 questions to be completed in 90 minutes, divided into four parts. These previous-cycle reports are useful for understanding the likely style and themes, but they should not be treated as the confirmed SBI PO Psychometric Test 2026 pattern.

As per the 2026 SBI PO notification, Phase III is scheduled for October/November 2026. Therefore, any article claiming to contain the “actual SBI PO Psychometric Test 2026 questions” before the test is conducted should be treated cautiously.

Questions Asked in SBI PO Psychometric Test

The exact Psychometric Test paper is not publicly released by SBI. The questions available online are based primarily on candidate feedback and remembered questions. The following themes and examples have been reported in previous-cycle reviews and can help candidates understand the kind of statements they may encounter.

1. Questions on Luck vs Hard Work

A recurring theme reported by candidates was their belief about luck, effort and success. Examples of the type of statements reported include:

• Success depends more on hard work than luck.
• The outcome of life is largely determined by one’s own actions.
• Luck plays an important role in achieving success.

2. Questions on Teamwork and Leadership

Candidates also reported questions about working with others and taking responsibility in group situations. Examples include:

• I usually take the lead during group tasks.
• I enjoy taking responsibility in a group discussion.
• I prefer completing work independently rather than depending on a team.
• I try to resolve disagreements between team members.

3. Questions on Working Under Pressure

Another commonly reported area was the candidate’s response to stress and deadlines. Examples include:

• I find it difficult to work when there is a lot of pressure.
• I remain calm when several things go wrong simultaneously.
• Tight deadlines make it difficult for me to perform effectively.
• I am able to continue working even during stressful situations.

4. Questions on Anger and Emotional Control

Emotional reactions were also reported as a noticeable theme. Questions remembered by candidates included ideas such as:

• Are you short-tempered?
• Do you lose control when angry?
• Do you break things when you become angry?
• Do you react aggressively during conflicts?

5. Questions on Ethics and Integrity

Questions related to honesty, money and ethical behaviour were among the most important themes reported by candidates. Examples of reported question styles include:

• Would you take money that did not belong to you if you were certain nobody would know?
• Is it acceptable to bend a rule when it benefits the organisation?
• Would you manipulate another person to get the result you want?
• How would you respond to unethical behaviour at work?
• Would you accept a bribe under certain circumstances?

6. Questions on Self-Assessment

Some questions ask candidates to evaluate their own behaviour and personality. Examples include:

• I regularly reflect on my decisions and learn from them.
• I am aware of my strengths and weaknesses.
• I find it easy to make decisions independently.
• I often doubt my own decisions.

7. Questions on Social Behaviour

Candidate feedback also included questions about social comfort and personal preferences. Examples reported included themes such as:

• How comfortable are you in large gatherings?
• Do you enjoy meeting new people?
• Do you prefer being around a large group of people?
• Do you find it easy to start conversations with strangers?

8. Questions Repeated in Different Forms

One of the most important features reported by candidates is that similar ideas may appear more than once using different wording. For example: I prefer working independently. and later: I work best when I can complete tasks without relying on others. Both statements may appear to test a similar behavioural tendency. This is why candidates should avoid answering every question in isolation without considering whether their responses remain broadly consistent.

Sample Situational Questions for SBI PO Psychometric Test

The Psychometric Test can also present workplace-style situations. The purpose of practising these questions is not to memorise an answer, but to understand how you naturally approach professional decisions.

Situation 1: Angry Customer – A customer is upset because of a long waiting time while you are already handling another customer. What would you do? A sensible professional approach would involve maintaining composure, acknowledging the concern, following the service process and finding a practical way to address the issue without unfairly ignoring another customer.

Situation 2: Rule Violation – A senior asks you to skip a prescribed process because it would save time. How would you respond? This type of question tests how you balance efficiency and compliance. Candidates should understand the importance of following the applicable procedure and using the appropriate escalation route when required.

Situation 3: Team Member Not Contributing – A team member is repeatedly missing their part of a shared target. What would you do? The situation requires balancing accountability with teamwork. A professional response would involve understanding the issue, communicating directly and taking appropriate action rather than immediately blaming or isolating the colleague.

Situation 4: Mistake in a Report – You discover an error in a report that has already been submitted to your manager. What would you do? This type of scenario is closely linked to accountability and integrity. Hiding an error can create a larger problem, while reporting it promptly allows corrective action.

How to Approach Questions Asked in SBI PO Psychometric Test

• Be Honest : The purpose of a personality assessment is to create a behavioural profile. Trying to create an entirely artificial personality can result in contradictory responses, especially when similar questions appear later.
• Maintain Consistency : Consistency is one of the most important things to remember. If two questions essentially test the same tendency, your responses should not randomly contradict each other.
• Do Not Search for a “Perfect” Personality : There is no single response that can guarantee selection. Candidates should understand the responsibilities of a Probationary Officer, but they should not try to mechanically mark every option that sounds socially desirable.
• Read Carefully Before Responding : Personality statements can differ by only a few words, but those words can change the meaning. Read the full statement before selecting a response.
• Avoid Random Use of Neutral : Choosing “Neutral” for every difficult question may feel safe, but doing so does not necessarily represent your actual behaviour. Use the response that best reflects your real tendency.
• Do Not Overanalyse Every Statement : The earlier reported format involved a large number of questions within a limited time. Candidates reported that the time was generally manageable when they did not spend too long on individual questions.
• Prepare Yourself for the Interview Too : This is particularly important because SBI states that the Psychometric Test findings are placed before the Interview Panel. Your interview preparation should therefore be consistent with your real personality, experiences, strengths and examples.

Common Mistakes in SBI PO Psychometric Test

Candidates should avoid the following mistakes:

• Trying to guess what SBI wants to hear
• Giving contradictory answers to similar questions
• Selecting Neutral for nearly every statement
• Choosing Strongly Agree or Strongly Disagree mechanically
• Treating the test as an ordinary aptitude paper
• Spending too much time on individual questions
• Giving responses that cannot be explained naturally during the interview
• Ignoring the official instructions issued with the Phase III call letter

Is SBI PO Psychometric Test Important for Final Selection?

Yes, but its role needs to be understood correctly. In the SBI PO 2026 official notification, the Psychometric Test is part of Phase III and is mandatory. SBI says that its findings are placed before the Interview Panel. However, the final merit calculation separately accounts for Mains Examination marks and Phase III Group Exercise and Interview marks. The notification assigns 20 marks to Group Exercise and 30 marks to Interview, with the combined Phase III score normalized to 25 marks in the final merit. Therefore, candidates should not treat the Psychometric Test as a conventional written paper with a separate marks contribution, but they should also not ignore it.