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Free Practice Aptitude Tests

Take 16 free practice aptitude tests. Each test comes with answers and fully explained solutions to each question.

What Is the Saville Wave Test?

The Saville Wave test is a personality questionnaire that comes in different versions to suit all sorts of job roles and levels of seniority.

Created by Saville Assessment, the Wave tests are designed to be the ‘best-in-class predictor of workplace performance and potential’.

They blend digital innovation and science to cover aspects of competency, potential, motivation, talent and preferred company culture in one short assessment.

The Wave tests are usually used in recruitment and selection, but they are also used for talent management and succession planning.

There are two main types of Wave tests used in recruitment:

  • The Wave Focus Styles
  • The Wave Professional Styles

Wave Focus Styles

Aimed at candidates on an operational or general employee level, this test takes about 13 minutes to complete and there are 36 questions.

Wave Professional Styles

This is a slightly longer version of the Wave personality test, with 108 descriptions and it usually takes 35 to 40 minutes to complete.

Other versions of the Wave test are aimed at different levels of candidate, including internal hiring as well as training and development planning, such as the Wave Work Strengths questionnaire.

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It is becoming increasingly common for employers to ask potential new employees to complete a variety of assessments as part of their recruitment processes.

One example of this is the Thomas International PPA assessment, which is a personality test commonly used by employers who are looking for individuals with specific personality types or strengths in defined areas.

In this article, you’ll learn what the Thomas International PPA Test is, what you can expect if you are asked to take the assessment and how your test will be scored.

We have also included plenty of helpful tips and free Thomas International PPA sample test questions to help you prepare ahead of taking the Thomas PPA assessment.

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The current job market is an incredibly competitive place, with people doing their best to stand out to potential employers to successfully complete recruitment processes and secure their dream roles.

Having a well-written CV is one of the best ways to create a good first impression.

However, this can be a challenge for those who struggle to promote themselves or those who require a specialised CV for a specific or technical job role.

This is where a professional CV writing service can help.

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The NWEA MAP Growth Test is used in thousands of schools across the US to assess children academically.

The test can be given three times in a school year and helps teachers to plan their lessons so that children can reach their potential and continue to grow throughout their time in education.

In this article, you will learn more about the different levels of the test and the way it is structured to suit different grades, what types of questions are on the tests and how best to prepare your child for success.

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If your child is under the age of 12 and aims to get into a gifted school program, they will most likely be required to take the NNAT test to assess their skills.

If you know that your child is expected to take the exam, you can help them prepare for it by letting them know what to expect.

This article contains the most relevant information concerning the NNAT test, including its purpose, scoring system and levels.

You will also receive plenty of helpful tips on how to help your child prepare for the exam by completing a Naglieri Nonverbal Ability Test sample and working on their weaknesses in each question type.

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The Hogan Business Reasoning Inventory (HBRI) is a scientifically-based aptitude test.

It is designed to assess cognitive ability and a candidate’s preferences for using qualitative and quantitative reasoning skills.

The HBRI is a popular tool for pre-employment screening, particularly in the management, sales and marketing sectors.

If you have been asked to take the HBRI, your test results will offer prospective employers insight into your decision-making skills, problem-solving abilities, approach to processing information and ability to learn from past experiences.

In this article, you can learn what to expect when taking the Hogan Business Reasoning Inventory HBRI test, see examples of the type of Hogan Business Reasoning Inventory questions you might be faced with and guidance on how to prepare for the assessment.

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The Ramsay Mechanical Aptitude Test is used as part of the pre-employment screening process for a number of roles in different industries.

It is an excellent indicator of how well you can learn on the job, as well as your ability to use basic physics principles and mechanical knowledge to solve problems.

In this article, you will learn more about which job roles require completion of the Ramsay MAT as part of the application process, and what different types of tests are available.

The format of the assessment, as well as the number of questions and the time limit, will also be discussed. You’ll also learn how the Ramsay MAT is scored and what happens next.

There will be example questions that are similar to those you are likely to find on the assessment, as well as some top tips for success.

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The SHL OPQ32 test is the flagship personality test from SHL.

Used by major organizations all over the world, it is considered to be one of the best psychometric assessment tools currently available on the market.

It is a trait-based personality test that is designed to gauge a candidate’s personality attributes and behavioral preferences in the workplace.

A candidate’s test results are analyzed by recruiters, helping them to decide whether a candidate is a good match for the job role they have applied for.

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One of the career paths in the public sector is that of a law enforcement officer, also known as a peace officer, in the United States of America.

As the name suggests, this role involves the enforcement of laws across the country. Peace officers can come in many forms, including police officers, customs officers, sheriffs, state troopers and probation officers.

In states such as California, aspiring peace officers must take a test called the PELLETB. This aptitude test measures writing and reading skills to determine if the candidate is ready to become a peace officer.

Standing for POST-Entry-Level Law Enforcement Test Battery, the PELLETB assessment is considered one of the most difficult police entry exams in the US.

In this article, you will learn all you need to know to prepare and succeed, so you can take one step closer towards your dream career. To help with your preparation, we've also included PELLETB exam practice test questions and answers.

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If you are looking for a career working with the emergency services, then becoming a 911 call handler and dispatcher might be just the role for you.

If you can handle working under pressure, helping the public and are able to deal with difficult and uncomfortable situations with a calm head, then you might have what it takes to be the first port of call in an emergency.

Becoming a 911 call handler and dispatcher means you will need to have some very specific skills and abilities, and as part of the recruitment process, you will have the opportunity to demonstrate your suitability by taking the CritiCall 911 dispatch test.

Used throughout the US for recruiting people for 911 roles, the CritiCall test does not assess your previous experience or your knowledge of the role.

Instead, it is designed to assess candidates on the inherent aptitudes that are needed to be successful in the role.

This article will discuss what the CritiCall test is assessing, the types of questions that you are likely to face and what the recruiters will be looking for.

There will be some example questions, as well as details about what mark you will need to achieve to pass the test.

Finally, there are some CritiCall test prep tips to help you prepare for the assessment and what to think about on the day.

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The Hogan Personality Inventory (HPI) is a personality test developed by Hogan Assessments, designed to explore human personality traits, behavioral preferences and characteristics.

This style of personality test is often encountered during the early stages of a company’s recruitment process to assess both alignments with workplace culture and values and give insight into the strengths and qualities of candidates.

Hogan produces well-respected, science-based assessments that many top employers and large organizations rely upon when hiring new staff.

The company serves over half of the Fortune 500 and administers its assessments across 56 countries and in 47 languages.

The Hogan Personality Inventory (as part of the Hogan Personality Assessment) is grounded in over 40 years of research and is trusted to provide a good prediction of future performance and leadership potential.

This article will introduce you to the HPI assessment and its purpose, along with what to expect from the test and how it is scored.

You'll also find free Hogan Personality Test example questions. We'll also cover how you can prepare for your upcoming HPI test to give you the best chance at success.

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The CogAT is a K–12 assessment comprised of three sections.

The questions are designed to measure a student’s reasoning abilities, and their scores are compared against other students of the same age and grade to identify those who are particularly academically adept.

Schools often choose the CogAT assessment as a way of identifying students who are suitable for gifted and talented programs.

If you know that your child will be required to take the CogAT exam you might be concerned about what this means for their education and if there is any way you can help them.

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Many employers use psychometric assessments and aptitude tests as part of the employee hiring process.

Competition for job roles is fierce in every sector, so EEI tests are a useful tool for talent identification in the energy industry.

If you are applying for roles in the energy sector, you will likely be asked to sit one of the Edison Electric Institute Tests.

Sometimes referred to as EEI tests or the Edison test, these assessments are designed to measure your competency in skills and abilities required to work in a specific job role and in the energy industry as a whole.

If you are asked to take an EEI test, the recruiter will use your results to decide whether you have the appropriate skill mix to perform well in the job role that you have applied for.

In this article, you can find out what to expect when taking an EEI test, get free EEI practice test questions and the steps you can take to achieve the best possible score.

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More and more employers are choosing to use psychometric testing as a part of their recruitment processes as it helps to highlight those candidates who are most likely to be suited to the roles they are looking to fill.

Employers will often use this form of testing when recruiting for mid-to-high level managerial roles or positions that require a specific set of skills.

Using the results of assessments, recruiters and employers are able to see the strengths and skills of individuals as well as being able to predict future performance.

One of the most popular options for psychometric testing is the Criteria Cognitive Aptitude test – more commonly known as the CCAT.

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The elevator industry is one of the most financially rewarding trades, offering numerous career opportunities. If you want to build a career in this industry, the best way to start is by joining a recognized apprenticeship program.

Among these, the National Elevator Industry Educational Program (NEIEP) is probably the most prestigious apprenticeship scheme. To secure a place in this program, you must pass the Elevator Industry Aptitude Test (EIAT), a subsequent interview and a tool assessment exam. I

This article will provide information about the EIAT assessment test, including its structure and what type of questions you may be required to answer. You will also be given several handy tips to help you prepare for the EIAT exam and perform well enough to secure an apprenticeship.

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CAT4 认知能力测试是一种旨在衡量学生学业进步的考试。

CAT4 测试评分完成后,家长和老师将收到一份有关学生学业潜力的总结。



除此之外,这里还提供更多有关不同 CAT4 测试级别的信息。这将有助于您了解不同年龄段的 CAT4 测试评分机制。

在这些信息之后,会提供一些一般性建议和技巧以帮助孩子取得好的成绩。这里还给出了老师、家长和参加 CAT4 测试的学生经常问到的常见问题。

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If you have applied for a job, apprenticeship or college course in the UK or Australia, you may have been asked to complete a Basic and Key Skills Builder or BKSB assessment).

The initial BKSB assessment determines suitable applicants for an apprenticeship or places a student in the correct class level on a college course. The assessment tests you on your maths and English skills to identify areas that need improvement.

This guide will explain the BKSB assessment in detail, provide example questions, and answer your queries about the test content and format.

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Developed by Drs Joyce and Robert Hogan in the 1980s, the Hogan assessment is a collection of tests designed to assess personality traits, leadership skills and cognitive abilities.

The Hogan assessment is generally used as a pre-employment test for management roles.

This article will guide you through the online Hogan tests, provide a range of sample questions, discuss how the Hogan Assessment results are calculated and recommend ways that you can prepare to take the Hogan assessment yourself.

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If you’ve recently applied for a managerial or executive role, you may have been asked to take a Saville Analysis Aptitude Test, also known as the Swift Aptitude test.

The Swift Analysis Aptitude test is a psychometric test used by some of the world’s top employers to determine the best potential employees by assessing candidates’ critical and logical thinking skills through various tests.

The Swift Analysis Test was created by Saville Assessment (formerly Saville Consulting), which is a huge name in the test publishing market.

Saville works with top employers to select the best talent for their companies.

Competition is tight for the roles that use the Swift Analysis Test, so you want to put your best foot forward and impress your prospective employer.

Businesses use the Saville Analysis Test to shortlist candidates so that recruiters don’t waste time interviewing people who don’t have the necessary skills.

Many people find the test frustrating as it doesn’t appear relevant to the jobs they’re testing for.

However, psychometric tests are designed to point out candidates’ skills and weaknesses to determine if they’re suitable for the role they applied for.

This article will explain the Saville Assessment Swift Analysis aptitude test and give you some tips on how to perform your best on the day of your test.

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The CAT4 cognitive ability test is an examination designed to measure a student’s academic progress.

When the CAT4 test is scored, teachers and parents will be given a summary of the academic potential of the student.

Any student taking the test will be asked questions that will measure their non-verbal reasoning abilities, verbal reasoning skills, quantitative reasoning abilities and spatial awareness.

In this article, you’ll learn more about what types of questions are asked to examine these skills.

In addition, there will be further details on the different types of CAT4 test levels. This will help you understand how the CAT4 test is scored across different age ranges.

After this information, general advice and tips will be given to help your child perform well. Frequently asked questions are also provided that are usually asked by teachers, parents and the students taking the CAT4 test.

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The RAF aptitude test is designed to check your suitability for recruitment into the Royal Air Force.

The test contains different sections that check for your strengths and weaknesses. The results will indicate which roles you’re most likely to excel in.

The Royal Air Force (RAF) offers numerous career opportunities, including in areas you may not have considered, such as:

  • Airspace monitoring
  • Enforcing security protocols
  • Responding to potential threats

For any job with the RAF, you will have to take an aptitude test before joining. This test includes several sections that evaluate your memory, reasoning and comprehension skills.

This article takes you through examples for each section and a thorough explanation of how the RAF aptitude test is scored. You'll also get an insight into what it takes to prepare for the RAF officer aptitude test and helpful advice on how to get the highest score possible.

Let’s get started.

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The Korn Ferry Leadership Potential Assessment (KFALP) is used to test candidates to see if they have the potential to become leaders and managers.

It uses seven different categories, known as Seven Signposts, to assess potential leaders:

  • Drivers
  • Experience
  • Awareness
  • Learning Agility
  • Leadership Traits
  • Capacity
  • Derailment Risks

This article will examine the theory behind the assessment, the different topics that are tested and how the assessment is scored.

There will also be example questions so that you know what to expect when you take the KFALP and some tips to help you score as highly as possible when you take the test.

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The McQuaig Mental Agility Test (MMAT) is a 15-minute timed test that is designed to assess your ability to think quickly.

In this short test, you will face questions that will allow you to demonstrate your speed of thought and general mental agility, which are useful aptitudes when it comes to many jobs in different industries.

In this article, find out more about the structure of the test, the different types of McQuaig Mental Agility test questions and what to expect on the day. You’ll also get some mental agility practice test questions and top tips to help you be successful in the MMAT.

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The Federal Bureau of Investigation (FBI) is responsible for the enforcement of federal law and the protection of national security in the US.

Working for the FBI can be highly stressful. As a special agent for the FBI, the working week is likely to be 50 hours or more.

Special agents must be willing to be based anywhere in the world. They are expected to carry a firearm and work in potentially dangerous situations.

With this in mind, the FBI has a rigorous application and selection process for potential new recruits. It can take more than 20 months to complete the entire process and commence employment with the FBI.

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This guide to the USPS postal exam 955 will take you through the different sections of the test, including example questions, provide tips on how you can prepare for the exam and answer several frequently asked questions.

The USPS postal exam 955 is used to screen applicants for mechanic and technician positions, such as electronic technicians or motor vehicle mechanics. It also sometimes referred to as the postal maintenance 955 exam, USPS maintenance mechanic 955 test or the 955 maintenance exam.

It tests applicants’ suitability by assessing personal characteristics, work experience, and electronic and technical knowledge and skills.

The USPS postal exam 955 replaced the previous 931, 932 and 933 exams.

The USPS postal exam 955 is free of charge, but you will need access to the internet and an email address.

The passing score for the technical section of the exam is 70%. A successful overall result will progress your job application to the next stage.

Passing the USPS postal exam 955 does not automatically lead to employment. You will also be required to meet the USPS eligibility requirements. These are:

  • If you are under 18 years old, you must have a high school diploma or equivalent
  • If you will operate power-driven machinery or drive a vehicle at work, you must be at least 18 years old
  • You must pass a criminal background check, drug screening and medical assessment
  • If relevant to the job, you must have a full driving license

You must be one of the following:

  • A US citizen
  • A lawful permanent resident alien in possession of a green card
  • A citizen of American Samoa or another territory that owes permanent allegiance to the US
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Most companies nowadays require candidates to undergo a series of recruitment stages when they apply for a role.

Each stage is designed to assess a different aspect of the candidates’ suitability for the role.

Amazon is no different from other companies in this respect. Potential employees will be expected to undertake a series of assessments and interviews before being offered a job.

One of the stages of the Amazon interview process is the Amazon technician test (also called the Amazon Ramsay Test).

The Amazon technician test involves several different sections including verbal, non-verbal and workplace simulation questions.

Recruiters will then use this information to decide who would be the best possible candidate for the available position.

It forms a common part of the recruitment process for roles as engineering technicians, specifically Maintenance Technician; or Reliability, Maintenance and Engineering Technician roles.

This article will look at what the Amazon maintenance technician assessment test is and what to expect before, during and after the assessment, plus how best to prepare for it.

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If you are looking to work in the United States Postal Service, you will need to pass the USPS Postal Exam 476.

The USPS Postal Exam 476 is an online test that screens for the best candidates. The exam is used to find suitable candidates for a range of positions, including mail processing clerk, data conversion operator and clerk-related positions.

This article will outline what the USPS Postal Exam 476 includes, with particular attention to the separate sections of the examination.

In addition to this, how the exam is scored and how you can best prepare for it will be covered. There will also be a list of frequently asked questions for you to refer to if you have any doubts.

What Is the USPS Postal Exam 476?

The USPS postal exam 476, also referred to as the ‘mail processor VEA exam’ is a virtual entry assessment used to fill various positions relating to mail processing and data conversion.

Recently, the 476 virtual entry assessment has been revised to prioritize customer satisfaction. The US postal service developed the postal examinations to find employees who could ensure this.

The old format of the postal exam was simply the postal exam 473.

With the revisions, the exam is now split into four pre-employment assessments of postal exams:

  • 474
  • 475
  • 476
  • 477

Responsibilities, like address recognition and route designation used to be a major point of assessment of the exam.

However, with the development of technology, these skills are no longer considered the main priority. Now, the staff must concentrate more on the customer.

The USPS exam is a prerequisite for an entry-level position in the US postal service. If you are applying to any position that requires handling and distributing mail, you will likely sit a USPS exam.

The Sections of USPS Assessment 476

The USPS assessment test 476 deals predominantly with mail processing positions. The examination is almost identical to the 475 USPS exam; however, there are differences in the questions concerning work scenarios.

There are a total of five sections to the post office assessment test 476. Each one examines the applicant’s personality and your approach to handling mail.

Because of the focus on customer satisfaction, the US postal service has prioritized candidates that can handle members of the public well.


The purpose of the introduction is to inform the candidate of what career they may enter. It also attempts to make the candidate feel comfortable about answering the questions.

The introduction outlines the employment practices of the USPS. In addition, potential candidates will gain an insight into the types of roles that this assessment is used for.

Postal exam 476 sample questions will be given, and there will be a tutorial on how the candidate should answer the questions.

Work Scenarios

The work scenario section judges how you will perform and respond to real-life working scenarios.

There are nine questions in this section, with each one giving you a different situation to respond to.

The candidate will have four different responses to choose from. They must choose an answer that best represents the company’s values and the job role they are applying for.

This section should take no longer than fifteen minutes to complete; however, if you are unsure about answering, then it is best to take more time.

An example of a work scenario may come in the form of an unexpected challenge.

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A List of Amazon Assessment Tests Available for Practice in {YEAR}

The Amazon assessment test is an essential way for the corporation to find the best-suited employees.

It is a series of challenges used to evaluate all its candidates during the recruitment process.

Amazon online assessments typically include both numerical and verbal reasoning tests.

These types of tests examine a potential candidate’s logical skills.

Candidates will also have to sit work-style assessments that simulate the working environment at Amazon.

Other Amazon exams include:

  • The Amazon coding assessment (also known as the Amazon SDE online assessment)
  • The work sample simulation
  • An Amazon versant test

These last two, amongst others, will be discussed later in this article.

This Amazon reviewer job article will also discuss how to pass the Amazon assessment tests, some Amazon assessment answers you should know and what you need to do to best prepare yourself.

There is also a comprehensive list of frequently asked questions from those who are interested in taking these Amazon job tests to find employment with the company.

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What Is the SHL Verbal Reasoning Test?

The SHL Verbal Reasoning Test is a graduate-level and above pre-employment aptitude test that is used in graduate and management recruitment for many roles across different industries.

The test is usually taken online, and it is designed to evaluate candidates on their ability to understand written information and make informed, reasoned and logical decisions based on that information.

SHL is a well-established test publisher, providing tests for more than 10,000 companies around the world. It offers a range of tests, including psychometric, behavioural and personality assessments that are based in occupational psychology and aptitude science. 

The tests have specific aims – and recruitment teams use SHL tests like the Verbal Reasoning Test to filter through similarly qualified candidates to find the applicants who have what it takes to be successful in a graduate or management level role.

When taking a verbal reasoing test, bear in mind that you might also be asked to take numerical reasoning tests, logical reasoning tests or personality tests along side.

Why Is the SHL Verbal Reasoning Test Used?

The SHL Verbal Reasoning Test, along with the other pre-employment assessments published by SHL, are used by many different businesses across many different industries. It’s because they are reliable indicators of future success in graduate and management-level roles.

SHL tests have been translated into 40+ languages. 80% of companies listed in the FTSE 100 are using SHL tests to assess candidates, as are around 50% of the Fortune 500 – and that is because they are a cost-effective solution for screening candidates on the metrics that count for future success.

Using tests like the SHL Verbal Reasoning assessment can save recruitment teams time and money in the screening process, and they can be more cost-effective too.

What to Expect on the SHL Verbal Reasoning Test

There are two different types of SHL Verbal Reasoning Test, and they have the same structure, number of questions and method of answering. It is just the delivery of the assessment that is different.

Most candidates will take the online version  of the SHL Verbal Reasoning Test. This is delivered via an email link and is completed on a computer. Most candidates will take this test at home and in their own time.

You will have to answer 30 questions in 19 minutes.

Each reading comprehension question will take the form of a passage of text, followed by a statement. There are multiple-choice options – you need to decide if the statement is true, false or cannot say based on the information in the text.

To be successful in the SHL Verbal Test, you need to be able to quickly read and understand a passage of text to be able to answer the question. The language used in the passage is usually quite formal and tends to be business-related, so it can be difficult to read in the brief time that you have available.

The structure of the SHL Verbal Reasoning test answers is sometimes referred to as TFC (True, False, Cannot Say), and it is important that you only use the information that you are given in the passage of text to select the answer – don’t be tempted to use any previous knowledge that you might have, because that is not what this test is about.

Aptitude or psychometric tests are about inherent abilities, not what you know or what you have been taught – so they are a measure of your reasoning abilities on the day.

These aptitudes, in this case verbal reasoning, will demonstrate to the recruitment team that you have the potential for future success in the role, based on your thinking and learning skills.

How Is the SHL Verbal Reasoning Test Scored?

The scoring of the SHL ability test is simple – you earn a mark for every correct answer. The recruitment team will receive your score as a comparison to other test takers, known as a ‘norm group’. 

For these purposes it is converted to a percentile score, which shows where your score sits within the norm group. For example, if you are in the 60th percentile, your score is better than 60% of test-takers in the norm group.

The comparative score is used to determine which candidates to take through to the next stage of the process.

There is no average score or pass mark, each individual employer will set their own benchmark. It is important to ask what score they expect before taking the test so you can prepare adequately.

Three Challenges to the SHL Verbal Reasoning Test

1. Timing

One thing that candidates tend to struggle with the most when taking the SHL Verbal Reasoning Test is the timing.

With only 19 minutes available to answer 30 questions, you will only have about 40 seconds in total to both read the information and find the right answer. This is not a lot of time, and can come as a surprise if you have not prepared using SHL Verbal Reasoning practice tests under exam conditions – including timers.

Some candidates choose to look at the statement before reading the passage to find the relevant information, while others will read the passage and then answer the question. 

The method that you choose will depend on how you like to work and will be something that you can decide when you are practising.

2. Using Prior Knowledge

Although it is natural for you to want to show off the recruitment team, using your own knowledge to answer the question is actually a pitfall that can impinge on your final score.

To answer each question correctly, you need to use only the information that is provided in the passage of text. Even if you are an expert in whatever the passage is describing, you have to assume that everything in the written text is true.

Another thing to remember when deciding whether the given statement is true is that all the information that you need to answer the question is included in the passage – so if you can’t find it, then you know the answer needs to be Cannot Say.

3. Word Usage

The language used in the passages of text is not usually what would be considered as everyday English.

The phrasing and words used are usually business language, with a more formal structure – which means that if English is not your first language, or you haven’t had much experience with more formal language, you might find this a challenge.

The dense structure and unfamiliar word usage also ties into problems that you might encounter with the timing – there is not a lot of time available for you to be able to try and work out what information a sentence is trying to convey, as well as choosing the right SHL verbal reasoning test answers.

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IQ stands for intelligence quotient and is usually thought to represent the reasoning skills of individuals.

The idea of intelligence relates to how quickly people can solve problems or puzzles, use logic to answer questions, or quickly recall information and facts they’ve heard.

The first type of IQ test was created by a French psychologist named Alfred Binet.

The assessment that he made is still used and is known as the Stanford-Binet intelligence test.

The goal was to be able to identify school-age children who may need extra help learning at schools.

IQ tests were used in the U.S. during WWI to assess recruits, and the military still uses some form of these tests to identify capable fighters.

It is called the Armed Forces Qualification Test. Yet, it wasn’t until the 1950s that a man named David Wechsler developed the type of tests that are in use today.

There are a variety of IQ tests used for different scenarios and different individuals.

Some tests are designed specifically for adults and others that are used only on children.

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Are you looking for mock aptitude tests and aptitude test practice?

This article provides a complete list of all types of online resources for mock aptitude tests and will help you improve your performance at taking these difficult tests.

Read on!

You came to the right place.

Aptitude Tests (Short Intro)

Aptitude tests are most often used as an assessment tool, usually by an employer, as part of an interview process.

They can be difficult and are often timed.

Your score will be compared to the scores of other candidates, and usually only the top performing candidates will be invited to progress through an interview process.

This is why you must perform to the best of your ability when you take these tests.

Your score is very important.

Improving Your Performance At Aptitude Tests

There are many different types of aptitude test.

Some variations are:

  • Numerical reasoning tests
  • Verbal reasoning tests
  • Abstract reasoning tests

If you want to perform well in an aptitude test, you must find out exactly what type of aptitude test, or tests, you will be taking and prepare for these tests.

The best way to practice is to take mock aptitude tests.

Doing so will help you become familiar with these tests and the types of questions you will be asked and help you improve how you answer these questions.

Online Mock Aptitude Tests (Full List)

There is a wide selection of mock aptitude tests available online.

We have compiled an extensive list below of all the different types of online resource.

All of these resources offer free practice and mock aptitude tests.

Employers Websites: Mock Tests

Many employers offer example mock tests to candidates, so that candidates can get an idea of what to expect when they take a real test.


PwC: Practice psychometric test on PwC website. (UPDATE January 2021: this test has been removed from the PwC website but you can still find PwC practice tests on JobTestPrep).

KPMG: Practice numerical and verbal test on KPMG website. (UPDATE January 2021: this test has been removed from the KPMG website but you can still find KPMG practice tests on JobTestPrep).

If you will be taking an aptitude test for an employer and they offer a mock test to you, you must take it.

It will probably be very good preparation for your real test.

The good thing about mock tests on employers sites is that they are free to take.

The bad things about these tests, is that there are often only one or two mock tests to take, you might not always get answers, and the answers often do not have fully explained answers.

Getting full explanations to questions is an important part of your practice because they will help you learn how to improve your performance.

University Careers Services: Mock Tests

Almost all University Careers Service websites offer some form of mock aptitude test, but these are almost always only available to current students (student login required).

If you are a University student, contact your careers service to find out what options are available.

Here's an example of a locked page on a University careers service website.

UCL: This university careers service offers free access to two paid aptitude test sites, but only for current students at UCL.

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Considering cheating on your GMAT?

Want to know how to do it, if you should do it and what the consequences will be?

Well you came to the right place!

Read on to find out more about cheating on the GMAT exam, but be warned...

... it's certainly not something I advise!

Why Do People Cheat on the GMAT?

You don’t need me to tell you that the GMAT is extremely difficult, and the rewards from getting a high score (700+) are invaluable.

In fact, they it could be life changing.

But do you really want to cheat your way in to Business School?

And even if you want to, is it even possible?

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Do you have an upcoming online aptitude test

Are you looking for the best aptitude test prep material to give you the very best chance of getting the highest possible grade? 

If so, this article will help you. 

Aptitude tests are a crucial part of your job search, and you usually only have one chance to showcase your skills. 

Psychometric aptitude tests can measure many different aptitudes and skill sets, in many different formats:

  • Numerical reasoning
  • Verbal reasoning
  • Diagrammatic or inductive reasoning
  • Mechanical reasoning
  • Personality types
  • Situational judgement and work environment tests
  • Work style tests

Aptitude tests can be challenging and it is important to be fully prepared before you attend your job interview or assessment centre.

Several free and paid aptitude test preparation websites offer preparation packs to help you score the best you can.

What Is an Aptitude Test Preparation Website? 

An aptitude test preparation website provides information, guides, lessons and practice questions to help candidates pass aptitude tests often taken during recruitment processes. 

Some sites offer both free advice and example questions, while others charge. 

The free models typically earn revenue through advertising and are not always as comprehensive as paid sites. 

The premium options provide basic information for free, with the option to pay for more content, such as question packs and timed aptitude mock tests.

Is a Practice Aptitude Test the Same as an Online Job Assessment Practice Test?

An aptitude test and a job assessment test could be considered similar, but there are differences between the two. 

Whereas a job assessment test may examine a candidate’s knowledge of a particular job or industry, the aptitude test does not measure intelligence or knowledge. Still, it focuses on certain skills or the candidate’s disposition.

Therefore, a practice aptitude test will not be the same as a job assessment practice test.

Why Use an Aptitude Test Preparation Website?

Quite often, the aptitude tests used during recruitment are there to filter out candidates that do not meet minimum expectations.

Recruiters only have so many interview slots, and companies want those filled by the best candidates. 

Online job assessment practice tests are the best way to identify those most suited to the role.

As such, preparing for any aptitude test is essential if you want to perform your best. Websites with practice online job assessment tests help by:

Explaining All the Different Tests

There are hundreds of different aptitude tests and test providers. The ones you take often depend on the company, level and job role. 

Aptitude test preparation websites have articles for each specific test, giving you more accurate and helpful information and preparation tips.

Explaining the Question Formats

Sometimes, the questions found on aptitude tests can seem unusual, especially when seeing them for the first time. 

Having a website explaining the format and how best to answer the questions removes some uncertainty.

Allowing Timed Practices

Many aptitude tests have concise time limits and many questions. It is common to have less than a minute for each question.

Taking an online aptitude mock test under timed conditions helps you with your test flow and builds your confidence before the test.

Best Paid Online Aptitude Practice Test Websites 

There are many websites that offer aptitude test preparation packs. Still, the best websites to learn aptitude tests and practice are:

  1. TestHQ
  2. JobTestPrep
  3. TestPrep-Online
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Those hoping to secure a career with the USPS (United States Postal Service) will likely face a USPS Virtual Assessment Exam.

These exams include a series of questions designed to test your cognitive ability and personality traits. Many of the questions are situation based, giving the employers an excellent insight into whether you would be a great fit for the role.

What Are the USPS Exams?

As mentioned, the USPS test is a crucial element of the hiring process for many positions at the Post Office. Depending on the specific position you have applied for, you may face the 474, 475, 476 or 477 assessment.

You might see references to the 473 postal assessment. However, this test is now obsolete and has been replaced by the four separate assessments mentioned above.

There are two critical factors that you must be aware of before starting the USPS test:

  • You only have 72 hours to complete the assessment from the moment you receive the invitation.
  • You must receive a result of 70 or above to be considered for the position.

Should you not comply with the above, this will result in immediate failure and you will not be able to re-sit the examination for a further 12 months.

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Those dreaming of working for the TSA will most likely need to take a challenging exam called the TSA CBT Test during the hiring process. Here we’ll look at exactly what it involves and how you can make sure you pass it. Read on to find out more.

If you plan to work as an inspector, manager, marshal or security officer in any agency governed by the Transportation Security Administration, you must pass the TSA CBT test as part of your application process.

Read on to learn more about this assessment, including its purpose, what types of questions it has, how challenging it is and how to prepare for it.

You'll also be provided with a few example questions to help you get an idea of what this test looks like.

Let’s get started.

What Is the TSA CBT Test?

The TSA CBT test (or TSA Computer Based Test) is the test that is administered to security personnel at airports and other agencies governed by the US Transportation Security Administration (TSA).

It helps these agencies find the most suitable candidates for these roles and ensures the security of passengers and personnel across the board.

Here are some roles that typically require the TSA CBT Test:

  • Transportation Security Officer (TSO) – TSOs are responsible for screening passengers, baggage, and cargo at airports to ensure the security of the traveling public. The TSA CBT Test is a mandatory requirement for TSO applicants.
  • Federal Air Marshal (FAM) – FAMs are law enforcement officers who work undercover on commercial flights to prevent terrorist acts. Candidates for FAM positions usually have to take the TSA CBT Test as part of the selection process.
  • Security Screener – Various federal agencies and private organizations hire security screeners for roles such as screening passengers and luggage at government buildings, courthouses, and other secure facilities. The TSA CBT Test may be required for these positions, depending on the specific hiring agency or organization.
  • Behavior Detection Officer (BDO) – BDOs observe passengers' behaviors to identify potential threats or suspicious activities. They are typically employed at airports and may be required to take the TSA CBT Test as part of the application process.

There are two elements to the test. The first part is an X-ray test and the other is an English test, both are formed of multiple-choice questions.

There are usually other elements to the hiring process for many of these roles, you might also be required to take an airport assessment, drug test, background check, medical evaluation and color vision check.

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Aptitude tests are administered to understand your inherent abilities to reason and respond to specific tasks.

They are widely used in various forms to screen candidates or evaluate existing employees for a future job role.

The most generic and widely used aptitude tests are curated to measure different facets of your abilities, mainly on the following areas:

Apart from these base types, there are various other specialized aptitude tests which you may face in specific industries or based on your role in different career stages.

We have discussed each of the most common job related aptitude tests in detail.

Illustrative examples and helpful hints are provided throughout to aid your preparation.

Read on to find out more.


Visit JobTestPrep for the best online Psychometric Test practice.

Test packs start from £39 with a money back guarantee.

Abstract Reasoning Tests

In Abstract Reasoning Tests you are presented with a set of abstract images or shapes.

The ask is to identify a missing item or find the last item in the sequence.

These tests try to evaluate your ability to work with concepts and abstract ideas.

They are often used to screen for positions where problem-solving and analytical skills are required.

Versions of Abstract Reasoning Tests are also variously referred to as Diagrammatic Tests or Inductive Reasoning Tests.

The most common types of questions asked in an Abstract Reasoning Test are as follows:

  1. Compete the sequence
  2. Find the missing item in sequence
  3. Find the odd one out

Remember to check for the following while you answer abstract reasoning questions:

  • Look out for a pattern in the movement inside the given area. The movements can be clockwise or anti-clockwise.
  • Repeat the observation for all constituent ‘items’, check out for one ‘rule’ at a time.
  • Check for rotations of individual items on its axis; generally rotations are 45, 90 or 180 degrees in either clockwise or anti-clockwise direction.
  • Check for sequence of changing colours or shading.
  • Check for sequence of alternating items (e.g. a triangle may alternate with a hexagon in a given position between consecutive steps).
  • Check for a pattern in the figure (e.g. triangle (3-sides) > square (4-sides) – pentagon (5-sides) > hexagon (6-sides), etc.).
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Cognify is credited as having brought in a paradigm shift in the field of psychometric testing.

Moving away completely from the question-answer based template of traditional tests, Cognify uses game based assessments to measure key job performance linked abilities and skills in a prospective candidate.

Well, before you start raising your eyebrows at the mention of ‘game-based’ and dismiss it as just another fad, pay attention!

Many Tier-I graduate recruiters globally have started using this assessment in their candidate selection process.

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The train driver test is used to establish whether a candidate is suitable for work as a train driver. This unique suite of tests includes psychometric assessment tools such as:

  • The Group Bourdon Test (GBT)
  • Test of Everyday Attention (TEA-OCC)
  • Adaptive Tachistoscopic Traffic Perception Test (ATAVT)
  • Situational judgement tests
  • Vigilance tests
  • Written communication tests

What Is the Train Driver Test?

In most countries, you will need to sit the train driver online test if you want to work as a train driver. If you have been asked to sit the assessments, there is no train driver psychometric test cost associated with the train driver exam.

Working as a train driver is a challenging and demanding role. As a train driver, you must be able to ensure the safety of passengers at all times.

The UK’s train driving tests are some of the most challenging. As well as testing aptitude for the job role, they are used to assess whether candidates have the mental abilities to cope with the stress and demands of the job role.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. The train driver test is a unique group of psychometric tests for train drivers designed to assess the psychomotor and cognitive skills needed to work safely as a train driver.

The tests cover a range of psychometric assessment tools, including:

  • Group Bourdon Test (GBT)
  • Test of Everyday Attention (TEA-OCC)
  • Trainability for Rules and Procedures Tests (TRP) 1 and 2
  • Adaptive Tachistoscopic Traffic Perception Test (ATAVT)
  • WAFV Vigilance Test
  • Vigil Test
  • Situational Judgement Exercises (SJE)

The structure of the tests that you are required to sit will depend on the TOC you have applied to work for.

You may be asked to sit the tests on the same day as your job interview or on a separate day.

In some cases, the assessment process, including the train driver test, will be spread out over several days.

The selection process for train driver roles is highly competitive. You will only be given two opportunities to pass the train driver test. So, if you want to work as a train driver, you must know what to expect from the tests.

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The Predictive Index (PI) test is a popular type of pre-employment testing used to accurately measure an individual’s cognitive ability and behavioral profile during the hiring process in a wide range of industries and organizations. They are most commonly used during the early stages of the recruitment process. 

The PI cognitive test assesses verbal, numerical and analytical reasoning ability. 

The PI behavioral test creates a behavioral persona that describes character traits and tendencies.

What Is a Predictive Index Test

The Predictive Index (PI) Test (previously known as the PLI test), is designed to measure cognitive ability and behavioral drives of prospective candidates for a role.

Employers understand the needs of a specific role within a company. Hiring managers can use the PI results to select suitable candidates that fit well.

The data can also be used to reorganize teams, impact projects or develop business strategies.

Designed by a company called Predictive Index, they are used by thousands of respected global organizations. 

Companies known to use PI tests include:

  • Microsoft
  • Dell
  • Chevron
  • IKEA
  • Subway
  • IBM
  • Nissan
  • Canon
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The Kenexa Prove It Test is a popular skills assessment test that allows employers to get a hands-on sense of how well a candidate is familiar with Microsoft Office programs.

Most of the time, these tests assess your ability and familiarity with Microsoft’s two most popular programs – Word and Excel.

Kenexa is an IBM company that helps companies by providing them with solutions for talent management, retention and recruitment.

The company works with a variety of organizations and provides them with assessment tests that can be used as part of the hiring process.

In all, Kenexa offers more than 1,500 Prove It tests that are available and taken completely online.

The company allows businesses to pick and choose what skillsets are most important to their particular business and industry, and then test their candidates on them.

Bonus: Get free unlimited access to test practice (for 30 minutes) on our partner website JobTestPrep.

In addition to the Prove It Tests on Microsoft Word and Microsoft Excel, Kenexa also has exams designed to test typing skills, data entry skills and even accounting skills, as well as three general aptitude tests – numerical reasoning, verbal reasoning and logical reasoning.

The Kenexa Prove It Test will ask you a variety of questions that seek to test your skills and abilities on the programs by making you do tasks that could be classified from anywhere as simple to complex.

The idea behind the test is to assess how much skill you have with the program themselves, before the company would provide any training on how they use them in their business.

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A mechanical reasoning test is an important way to assess your knowledge on mechanical topics for potential roles in the army, emergency services and many other professions. Here, you will get all the information you need on what the test is and how to pass it.

Those applying for jobs related to the army, the emergency services engineering service, and similar occupations that require mechanical comprehension, are likely to be asked to take a mechanical reasoning test as part of the recruitment process.

Mechanical reasoning tests assess knowledge in electricity, optics, pressure and other fields of mechanics related to a specific industry.

From this article, you'll learn what mechanical reasoning tests look like, when to take them, what to expect from these assessment types, and how to practise and prepare for them.

Let’s get started!

What Is a Mechanical Reasoning Test?

A mechanical reasoning test is an assessment that evaluates the knowledge and understanding of clear mechanical and physical concepts and visual and spatial relations in candidates applying for positions that require the knowledge of mechanics.

Depending on the field a candidate seeks employment in, the test can also assess the knowledge of tools.

Mechanical reasoning tests typically don't measure a candidate’s innate cognitive abilities.

However, they can be combined with cognitive reasoning skill tests as part of the recruitment process in the field that requires the use of both types of skills.

The level of performance on a test is determined by the previous knowledge of mechanical concepts such as:

  • Gravity
  • Levers
  • Pulleys
  • Gears
  • Springs
  • Electrical circuits

Other topics covered on a mechanical reasoning assessment include:

  • Forces
  • Pressure and sound energy
  • Temperature and heat transfer
  • Material properties
  • Momentum and kinetic energy
  • Fluid dynamics

A mechanical reasoning test also contains sections that assess the candidates' skills and understanding of how objects can be moved and organised in space.

When Are Mechanical Reasoning Tests Used?

Mechanical reasoning tests are often used by employers looking to hire candidates with a set level of skills.

While most tests are administered in entry-level jobs, some are mandated in other roles. Therefore, they can be expected at any level in a field that requires the use of mechanics in practice.

Besides measuring mechanical skills, these tests show the recruiter how an applicant follows directions and timelines.

They also require you to demonstrate your reading comprehension skills because these are necessary for understanding and resolving the questions correctly.

Employers use a mechanical reasoning test to narrow their candidate pool and find the most qualified person for every position they offer. These candidates must have the skills needed for particular roles.

Example Mechanical Reasoning Questions and Answers

While there are plenty of online sources for mechanical reasoning tests, here, you'll be provided with a few representative mechanical reasoning examples to help you get a better picture of what the questions will look like on the real-life test.

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If you would like to take a free practice Cognitive Ability Test before reading this article, click here.

If you would like to purchase an online Cognitive Ability Test prep pack, visit our partner website JobTestPrep.

The following tests are common cognitive ability tests:

  1. Numerical Reasoning
  2. Verbal Reasoning
  3. Spatial Reasoning
  4. Mechanical Reasoning
  5. Logical Ability Tests
  6. Space Visualization
  7. Information Processing
  8. Visual Pursuit
  9. Manual Speed and Accuracy
  10. Information Processing

What Is a Cognitive Ability Test?

Pre-employment tests have become a standard practice in the recruitment process and most of us would have completed at least one during our careers.

A highly common assessment is the Cognitive Ability Test.

These are sometimes referred to as IQ tests or general ability assessments and are taken to assess a candidate’s general intelligence compared to a population’s average.

The most common subject areas are:

  • Problem-solving
  • Verbal Reasoning
  • Numerical Reasoning
  • Spatial Awareness

As employers want to recruit the best employees, only the top performers will make it through to the next round.

As scoring high on these tests is very important, preparation and practice are essential.

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Have you been asked to take a Deductive Reasoning test as part of an upcoming interview process?

Continue reading to find out more about this type of test, including:

  • Why employers use Deductive Reasoning Tests.
  • How you can improve your performance at Deductive Tests.
  • What types of questions you will be asked during the Test.

What Is A Deductive Reasoning Test?

Logical thinking or deductive reasoning tests are used by employers to measure an applicant’s ability to make logical arguments and form sound conclusions.

During this type of test, you will be presented with a variety of scenarios, statements and arguments for which you will need to apply a given set of rules to determine the validity of the corresponding conclusion.


Visit JobTestPrep for the best online Deductive Reasoning test practice. Test packs start from £39 with a money back guarantee.

Deductive Reasoning Questions

During your deductive reasoning test, you may be asked to reach conclusions based on different scenarios or identify both the strengths and weaknesses of an argument.

You will either receive questions in the form of syllogisms or in a story format.

The questions you are likely to encounter during a deductive reasoning test include:

  • Syllogisms
  • Seating Arrangements
  • Assumptions
  • Conclusions
  • Work involving numbers and tables

Some examples of deductive reasoning questions you are bound to come across during your deductive assessment can be found below.

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What Is a Spatial Awareness Test?

A spatial awareness test is a type of assessment that tests your ability to think in three dimensions and use your imagination to see movement through space.

Someone with good spatial awareness will be able to see in their mind how different shapes interact and be able to manipulate them to make a reasoned and logical decision.

The test is based on pictures, diagrams and shapes. You will need to mentally manipulate the presented image by disassembling or reassembling, rotating, seeing it in a mirror image or from different angles, or otherwise visualizing it differently to find the right answer to the question from the multiple-choice options provided.

Spatial awareness is something that we use to a greater or lesser degree every day, from understanding our position relative to other things around us to imagining the route we will take to get from one place to another.

Spatial reasoning tests are distinct from other similar assessments such as diagrammatic reasoning tests and abstract reasoning tests. It is important to understand how they differ as they are often included in aptitude tests and cognitive assessments alongside spatial reasoning tests.

  • Diagrammatic Reasoning – Assess an individual's ability to analyze and understand complex diagrams, charts, and visual representations of information. These tests typically involve identifying patterns, making logical deductions, and solving problems based on the given diagrams.
  • Abstract Reasoning – Evaluate an individual's ability to identify underlying patterns, make logical connections, and solve problems using abstract concepts. These tests often involve sequences of shapes, symbols, or patterns and require individuals to discern the relationships or rules governing these sequences.
  • Inductive Reasoning – Assess an individual's ability to recognize patterns and make generalizations based on specific examples or observations. These tests typically present a series of patterns, sequences, or relationships and require individuals to identify the underlying rules or principles governing them.
  • Deductive Reasoning – Deductive reasoning tests evaluate an individual's ability to apply general principles or rules to specific situations and draw conclusions. These tests often present a set of premises or statements and require individuals to use deductive logic to determine the correct conclusion based on the given information.
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Do you need to take an error-checking test as part of the hiring process?

Continue reading to find out more about these tests and how to prepare.

What Is an Error-Checking Test?

Error-checking tests are used to evaluate your ability to identify errors in sets of data or the correctness of information.

These tests are usually given under strict time constraints so, answering each question quickly and accurately is crucial to receiving a high score.

Saville and SHL are the two main providers of checking tests.

It is best to know which test provider will be administered during your assessment as each comes with its own unique format, level of difficulty and time constraints.

Checking tests are a popular prerequisite for many employment agencies and positions, such as:

  • EPSO (European Personnel Selection Office)
  • Administrative Roles (Public & Private Sector)
  • Commercial Sales
  • Marketing
  • Business Development
  • Banking & Financial Services
  • Call Centre Customer Support
  • Education
  • Health
  • Hospitality & Leisure
  • Engineering, Construction, Manufacturing & Transport (Operational)

Bonus: Get free unlimited access to test practice (for 30 minutes) on our partner website JobTestPrep – Click Here.

Error-Checking Sample Questions

Below you will find a few examples of questions you are likely to encounter during an error-checking or data-checking test.

These questions are stylised after the error-checking tests delivered by EPSO and Saville:

Sample Question 1 (EPSO)

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Psychometric tests are often used by organizations as part of the recruitment process. Different types of psychometric tests are designed to measure various aspects of cognitive ability, reasoning capabilities and personality traits. Potential employers use the results to assess a candidate’s suitability for a role. A psychometric test is generally administered online; this helps hiring managers filter applicants quickly and easily. 

What Are Psychometric Tests?

Psychometric tests are also known as aptitude tests. They are an increasingly common part of the recruitment process. 

They are used by companies across a range of industries to identify candidates' unique skills and abilities. This process is normally before the job interview stage of the hiring process. If you pass the assessment with a good score, you are more likely to be invited to interview.

This article is designed as a complete guide to the different types of psychometric tests. Find out what to expect, how to prepare and pick up some helpful tips to improve your score.

Generally speaking, psychometric tests consist of a series of timed questions. These most often assess numerical, verbal or logical reasoning skills

Psychometrics are now primarily delivered online but you might also be invited to an assessment centre. You will be sent an email including a link that will enable you to access the test. You should research the test published before clicking on this link, so that you know what the test will look and feel like.

When psychometric tests have been used as an online screening tool, organizations tend to retest candidates at the official interview. This is to confirm that candidates answered honestly in their original test.

For this reason, it is not really worth cheating by trying to get someone else to help you pass online tests, as you will probably get caught out later.

Some newer psychometrics are ‘responsive’. This means they can react to a candidate’s performance on previous questions and present different questions depending on their achievement so far. This allows for an even greater level of discrimination between candidates.

The specific test you are asked to sit depends on what the company is looking for.

Although there are many different types of psychometric test, they fall into two main categories:

  • Ability tests – To identify what an individual can do
  • Personality tests – To identify personality traits and behaviors
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As Capp Assessment Tests become more common perhaps you have encountered one for the first time.

This can be a bit daunting and, since they look and feel a bit different to more traditional psychometric reasoning tests, it isn’t necessarily obvious what you need to do to be successful…

Don’t worry.

With the insight and tips we share with you below, you’ll be smashing your tests in no time.

FREE BONUS: Get free unlimited access to Capp test practice (for 30 minutes) on our partner website JobTestPrep.

What are Capp Assessment Tests?

Capp are a consultancy and psychometric test publisher who specialise in Strengths Based Assessments.

They also offer a number of different psychometric tests that are widely used many major organisations including Google, Atkins, Amazon and RBS.

Their Assessment Tests include critical reasoning, numerical reasoning, verbal reasoning.

Psychometric reasoning tests like these are very common.

This is because they are a cheap and efficient way for organisations to identify candidates who aren’t likely to be able to succeed in a particular job.

Because they are often used to filter candidates out of application processes, they are sometimes called screening tests or gateway tests.

Candidates like you have to achieve a particular level of performance in order to progress in the selection process.

With practice you can dramatically improve your performance. Practice is the best way to improve your test scores.

In the rest of this article we’ll show you how the tests work, suggest how you can prepare, and then direct you towards some practice tests so that when the big day comes you are ready.

Before you do anything else, take a look at the Capp website, where you can take free practice tests.

How do Psychometric Reasoning Tests Work?

In general, psychometric reasoning tests challenge users to answer a series of questions and compare their performance on a test with the average performance level of a reference or ‘norm’ group.

This is typically made up of individual with similar characteristics, such as education level, nationality or workplace seniority.

If you do better than most of the norm group you will receive a high score, whereas a low score suggests that your performance was weaker than most of the norm group.

Usually, a minimum standard of performance necessary for success in a role is identified at the start of an assessment process, and all candidates that don’t meet this level will be unable to progress through the process.

What makes Capp Assessment Tests Different?

Capp Assessments are ‘Next Generation’ psychometric aptitude tests; this means they might look and feel a bit different to other psychometric tests you have completed in the past.

The main difference between the Capp tests and more traditional psychometric ability tests is that the Capp tests are responsive.

This means that the actual questions presented to a candidate will depend upon their performance on the previous questions.

Capp say that the responsiveness of their tests and the size of their question bank mean that the chances of two candidates taking exactly the same test is currently less than one in a billion.

In practice, this means that if you’ve been able to quickly and accurately solve the previous questions, you can expect to be presented with incrementally more challenging questions.

By contrast, if you have made a number of errors, the test will present questions at a lower level.

The aim of the tests is to work out what your maximum ability is. Or put another way, what the most challenging level you are capable of working at is.

Another thing that makes Capp Tests feel different is that they have no time limit (although the time you take to complete the test does effect the score so you still need to work as quickly as you can).

This takes a bit of the pressure off and can make taking these tests rather less stressful than others.

Finally, the variety of question types and the format of the questions in Capp Tests can be different to those used by more traditional test publishers.

Let’s take a closer look at this:

Numerical Reasoning Tests

Traditionally numerical reasoning tests require candidates to select the correct answer from a number of potential options.

The Capp numerical reasoning test still does this, but it also requires candidates to rank potential answers or to type their answer into a free-text box.

This makes it harder to guess the correct answers.

Verbal Reasoning Tests

Verbal reasoning tests typically give you a passage of text to read and then ask you whether a number of subsequent statements are true or false, based on the information contained in the passage.

This question type is included within the Capp Verbal Reasoning Test, but there are also a number of different question formats included.

This means that as well as testing verbal reasoning, the Capp test can also assess verbal dexterity, comprehension, interpretation, and adaptability.

As well as traditional multiple choice questions, the test also presents:

  • Free text editing: This type of question requires you to type your answers directly into the question. You might be asked to correct spellings or grammar, or edit a passage of text.
  • Bucket sort: You will be presented with two categories/styles of writing; your task is to place each item presented to the category/style of writing that it best fits.
  • Drag and Drop: This type of question requires you to drag statements or words to the place that they best fit.
  • Ranking: These questions can be quite subtle and require you to really understand the nuance of language and language use. You will be presented with a number of statements and asked to rank these based on some feature of the text, such as positivity.
  • Selecting the most appropriate word to fill in the sentence: You will be presented with a passage of text with a number of blanks in it, for each blank space you must select the most appropriate word to fill the space from a drop down menu.

Critical Reasoning Tests

The Capp Critical Reasoning test evaluates your ability to think critically in a number of ways.

In each instance, a passage of information is presented followed by a series of statements, your task is to select the appropriate response from the drop down menu.

Questions focus around five areas:

  • Inference: rating the probability of truth of inferences based on given information
  • Recognition of assumptions: identifying unstated assumptions underlying given statements
  • Deduction: determining whether conclusions follow logically from given information
  • Interpretation: weighing evidence and deciding if generalisations or conclusions based on data are warranted
  • Evaluation of arguments: evaluating the strength and relevance of arguments with respect to a particular question or issue.
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Numerical Reasoning Tests can be very tricky.

And when it comes to results, preparation and practice are key.

But that's easier said than done.

If you're researching this type of aptitude test for the first time or if you want to improve your numerical ability, perform better on tests and get more job offers this article will provide some practical strategies that you can use immediately.


For the best chance of success, read the article below slowly, work through the example questions, follow our tips and actionable advice and then start taking practice tests.

Ready to get started?

Let's go!...

Want to try a practice test before reading this article?

You can take our free numerical test right here:

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Personality tests are a common way for employers to get a better idea of your personality and your suitability for their role. With so many different types of tests out there, preparing for one can be difficult. However, we’ve gathered all the information you need to pass your test with flying colors. Read on to find out more!

If you're applying for a job, there is a good chance you'll be asked to take a personality test as part of the hiring process.

These assessments have become popular among employers who want to ensure they choose the most appropriate candidates for specific positions, especially if it's a high-demand role.

This article offers a detailed guide on personality tests for jobs, including how they're taken, examples and how to prepare for them, regardless of which type of test you're taking.

Let’s get started by looking at exactly what a personality test is.

What Is a Personality Test?

Employers utilize a job personality test during the recruitment process as a tool to look at the personality traits of candidates. The tests are devised to screen candidates to ensure that they have the ethical and psychological profile needed for the role to achieve effective job performance.

Understanding what a potential employer wants to accomplish with the psychometric personality test they use during their recruitment process is the key to performing well on the career personality test.

Personality tests measure the patterns of the characteristics showcased in diverse situations or conditions. Employers are looking for candidates exhibiting behavioral traits that align with their organization and current employees' culture. Those that match these traits have a higher chance of being more successful in landing the desired position.

The desired traits are determined based on the employers' requirements and the test developers' recommendations. The latter are developed using years of research and analysis of representative samples of candidates applying for specific positions. To ensure that each characteristic is measured accurately, there are typically several questions related to just one trait.

There are two types of personality tests:

  • Projective tests
  • Self-report inventories

Projective testing is a performance-based evaluation. It relies on defense mechanisms called projection to assess candidates' cognitive processes.

The tests involve showing a series of cards to the candidates, who are encouraged to project how they feel about the image displayed on the card.

They might be asked to complete a sentence, tell a story or interpret the image to reveal how the candidates process information.

The answers are compared to a specific scoring system used for each specific personality test.

Self-report inventories are objective tests for assessing candidates' personalities. They are a questionnaire with standardized questions, together with response categories candidates are required to complete independently.

The questions on the job personality test are either multiple-choice items or numbered scales (going from 1 to 5 or from 'strongly disagree' to 'strongly agree'). Self-report inventories are the most popular among employers as they're easy to administer and cost-effective.

However, they come with the increased likelihood of candidates being tempted to answer intentionally or unintentionally in a way that makes them more socially desirable candidates.

They might provide exaggerated, misleading or biased answers.

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Logical reasoning tests are a little different to your average psychometric test.

With this type of assessment, there are many different variations so it is sometimes difficult to determine which aspect of logical reasoning you will be assessed on.

With this guide, you’ll learn the difference between inductive and deductive reasoning tests, and some tips for maximising performance.

Designed to evaluate how you interpret patterns, shapes, numbers and other data to reach logical conclusions, the assessments are used across a number of different sectors at all levels of recruitment from entry right up to managerial positions.


Visit JobTestPrep for the best online Psychometric Test practice.

Due to the varied nature of these tests, you may be asked to sit one or two different tests.

As a result, it’s important to understand what these variations actually are.

Inductive Reasoning Tests Explained

An Inductive reasoning test is a means of measuring a candidate’s ability to solve problems when given unfamiliar information.

If you are asked to complete an Inductive reasoning test, you will be assessed on your ability to reach a general conclusion based on patterns or events.

This type of logic is used frequently in day to day routines and is very useful in a workplace setting.

Applicants are provided with a set of diagrams and asked to identify a pattern or connection before deciding upon the next diagram in the sequence.

Inductive Reasoning Tests

Many employers, such as PWC, use inductive reasoning tests as part of the selection process, and while the majority of these assessments are based on the same fundamental principles, there are significant differences between one style of inductive reasoning test and the other.

Consequently, it is important that you prepare for the right one.

There are currently six providers of these tests so it is advised that you find out which company created the logical reasoning test for the recruiter if you haven’t already been informed.

Below we’ve listed six of the most common providers and included a link to some of their example tests.

  • SHL
  • Kenexa
  • Cut-e
  • Talent Q
  • Matrigma
  • Saville

Inductive reasoning tests are favoured by many employers because they provide an impartial measure of your capabilities and they can be used to determine your general mental abilities.

Although they do not evaluate competence in the workplace, they are a general measure of how well you are likely to perform when approaching everyday tasks.

Deductive Reasoning Tests

Within this test you will be expected to evaluate logical arguments and then draw strong conclusions based on the information and identify whether there are any discrepancies or flaws.

Candidates are required to follow a specific rule or principle which leads to a certain conclusion.

The questions that you may be asked include identifying strengths and weaknesses of an argument using a specific example or set of occurrences which will lead to a certain rule or principle.

Syllogisms is one of the most frequently used of deductive reasoning tests and in essence, is an argument which contains a major idea, a minor argument and logical conclusions.

Deductive reasoning tests can be a mix of verbal reasoning or numerical calculations which is often determined by the nature of the employment opportunity, but they are commonly found in positions advertised science, IT, engineering, software and technical design where logic and advanced problem solving skills are often required.

Diagrammatic Reasoning Tests Explained

The diagrammatic reasoning test will provide candidates with a number of diagrams containing a combination of letters or numbers.

Each of the letters will represent a rule and may appear more than once in the diagram.

It is your task to use the meanings of the numbers and follow the paths provided to solve a problem.

Although they may appear to be quite daunting and complex, so long as you complete the necessary preparation for these tests there is no reason why you can’t be successful.

The following video shows the similarities and differences between diagrammatic and inductive reasoning tests, which are sometimes bundled together and referred to as ‘logical reasoning tests’.

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Inductive reasoning is based around patterns and is another variation of the many psychometric tests used by employers as a way to determine the suitability of a candidate for their roles.

On a similar level to diagrammatic reasoning, inductive reasoning will assess your ability to apply logic and rationale to solve problems.

How Inductive Tests Work

Within the test you will be presented with a series of diagrams which will be linked by an underlying rule.

This rule will affect the layout of the diagram and it is your task to identify the pattern.

Bonus: Get free unlimited access to test practice (for 30 minutes) on our partner website JobTestPrep.

Usually candidates will be expected to select between four and six possible answers completed under timed conditions.

Inductive reasoning tests often complement other tests such as verbal or numerical reasoning.

Sometimes businesses will require that you complete a situational judgement test or a personality questionnaire alongside the inductive reasoning assessment.

The results of each test will be reviewed individually and then collectively to determine whether you would be a good fit for the company.

Why Are These Tests Used By Employers?

Sometimes referred to as an abstract reasoning test, Inductive reasoning assessments are designed to evaluate your skills in problem solving and logical reasoning.

When you complete the test, recruiters will be looking for your ability to work effectively with unfamiliar information to reach a viable solution.

The tests are often used to assess your ability to think creatively, apply analytical skills and devise innovative solutions while frequently being an indicator of your general level of intelligence.

As such it is essential that you complete the necessary preparatory work before the actual test to endure you can complete it successfully and create a good impression.

The inductive reasoning test is frequently used by corporate employers it is common to be expected to complete at least one psychometric test as part of the recruitment process.

Employers will use these tests to see how effectively you work under pressure and your approach to the assessment.

Inductive reasoning tests are predominantly used in technical roles or those which require frequent problem solving and employers use them to assess how you identify patterns, how effectively you can identify rules and consistencies in data and whether you can predict the sequence of objects as they evolve.

In terms of psychometric testing, inductive reasoning, abstract reasoning and diagrammatic reasoning are three tests which often overlap with assessment providers use different names for each which makes things a little more confusing.

These tests certainly vary between employers and the stage in the recruitment process will also differ.

Some businesses use them as a pre-interview screening exercise to narrow down a set of candidates whereas other organisations may use them toward the end of the recruitment process or as part of assessment days.

Inductive Reasoning Test Content

The majority of inductive reasoning tests will present a series of sequence of words, illustrations or shapes and ask you to judge what comes next.

This requires attention to detail, problem solving and persistence to reach the required answer all of which is assessed under timed conditions, adding even more pressure.

The test itself will require you to compare several elements including colours and shapes or will identify them based on quantity or size.

As an example you may be provided with a set of six boxes containing a number of shapes and then asked to work out a logical sequence for each box.

To answer this correctly you would identify a pattern such as similarities, differences or a combination of both.

These tasks may appear extremely complex so it is important to carry out as many practices of similar tests as possible before the actual test and carry out as much practice as you can before the interview or assessment day.

Make sure that you arrive in good time and you have had plenty of sleep the night before otherwise you may find that your concentration is lacking and you just can't seem to grasp what you are being asked to do.

Approaching Inductive Reasoning Tests

When you begin the test, read the question thoroughly and try to look at just one element of the shape at a time.

It is very easy to become overwhelmed by the content of an inductive reasoning assessment so the best way to approach it is to try and decide the pattern, looking specifically at the size, orientation and location of the inner shape.

The patterns are designed to be complicated to take your time and use your logic to solve the problem.

If you are having particular difficulty identifying a pattern try to look at it from the end rather than the beginning.

This can effectively highlight something that perhaps you have missed using the traditional method of reviewing the shapes.

Be conscious of the time but don't clock watch and as far as you possibly can, don't panic; this will only make things more difficult.

Inductive reasoning tests are created to be completed under pressure so practicing completing the tests in timed conditions can help significantly.

Practice is one of the best ways in which to mentally prepare yourself for any psychometric test and inductive reasoning is no different.

Nothing will better prepare you for the assessment than sitting a number of practice tests, many of which you can find for free online.

When you become familiar with the format of the test and you become accustomed to answering the questions quickly and working under pressure, you are far more likely to succeed than if you don't carry out any preparatory or practice work before.

Need more practice? Try practice tests from JobTestPrep.

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Diagrammatic Reasoning Tests are a type of psychometric test which assess your logical reasoning skills.

They are can also be known as abstract reasoning tests or inductive reasoning tests.

Diagrammatic Reasoning tests evaluate your ability to synthesise data and solve problems logically.

Questions often ask you to look at a sequence of shapes, patterns or numbers and assess if you can identify the rules that apply to the sequence.

What Are Diagrammatic Reasoning Tests?

Diagrammatic Reasoning tests consist of diagrams, such as a series of images, with very few words or numerical data.

Created to challenge candidates, a test will determine your capacity to:

  • Assess a situation
  • Identify logical sequences
  • Apply them in a given scenario to solve a problem

These types of test are often used to assess candidates for technical jobs, such as engineering, IT or Management.

How to Answer Diagrammatic Questions

Typically diagrammatic reasoning tests will give you a set of problems with possible answers.

It is your task to review the information that you have available (usually diagrams, symbols or numbers) and reach the most logical conclusion.

You can see an example below.

Example Questions and Answers (with Solutions)

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Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for success in the role.

The tests are used to see if a candidate has the skills necessary to do the job.

Aptitude tests are standardized, for the most part, and the results of all the candidates are compared to each other to see which candidate may be the best for the job.

Aptitude tests provide employers with a quick way to assess a candidate’s ability to perform in high-pressure situations and think in critical ways as they would if they were on the job.

History has shown that candidates who score well on aptitude tests are the ones most likely to perform well during training, onboarding and as a full-fledged employee.

In general, these tests will measure a candidate’s critical thinking skills, attention to detail, problem-solving skills and their ability to learn and then use new information in a short period of time.

While these tests won’t necessarily tests candidates on their ability to perform a specific job within a company, they will give the employer a general sense of how well a candidate can think on their toes and demonstrate critical-thinking skills that would be reflective of the type of thinking they’ll need to do on the job.

Broadly speaking there are three types of aptitude tests:

  • Verbal reasoning tests which assess your ability to understand and interpret written information. Click here for a verbal reasoning practice test.
  • Numerical reasoning tests which assess your ability to understand and use numbers. Click here for a numerical reasoning practice test.
  • Inductive reasoning tests (also known as spatial or abstract reasoning tests) which assess your ability to see patterns in data and work flexibly with unfamiliar information. Click here for an inductive reasoning practice test.

Bonus: Get free unlimited access to test practice (for 30 minutes) on our partner website JobTestPrep.

What to Expect From Your Aptitude Test

Aptitude tests are typically quite short, often less than 15 minutes long, and are usually completed online nowadays.

Tests generally have challenging time limits and often increase in difficulty throughout the test.

This is to put the candidate under pressure and try to understand what their maximum level of performance is.

Typically, tests present the candidate with some information and ask them to use this information to answer a question, usually providing a number of possible answers.

The more questions the candidate answers correctly within the time limit, the better their score will be.

While some aptitude tests will only focus on one type of thinking (either verbal or numerical reasoning, for example) some will have multiple sections that will test various different types of skills.

A multi-part assessment such as that will often take about an hour to complete.

Each section will be comprised of roughly 10 to 30 questions, depending on how complex each question is on a particular test.

Basically, if there are more complex questions, the assessment section will have fewer questions.

The position for which the aptitude test is being administered for may also determine the complexity and length of the assessment, i.e., the higher-level the job, the more questions and more complex questions are likely to be asked.

How Aptitude Tests Are Assessed

Aptitude test are norm referenced.

This means that your performance on the test will be compared to a “norm group.”

A norm group is a group of people with similar characteristics to the candidate, a group of graduate trainees for example.

Your score will be compared to the scores of the people in the norm group, and this will allow the assessor to understand your performance relative to others who are similar to you.

Usually, a candidate’s score is expressed as a percentile.

This, then, tells the assessor what percentage of the norm group their performance surpassed.

If a candidate scored on the 75th percentile, for example, they have performed better than 75 percent of the norm group.

Each particular employer may have a different performance level required for specific positions.

Sometimes, this percentile score is ascribed a grade, just like percentages are assigned grades in school.

To be successful, the candidate must achieve a level of performance that exceeds a stated minimum.

However, the candidate will usually not know what the minimum score requirement is before they take the aptitude test.

How Aptitude Tests Are Used

Aptitude tests are often used as part of a screening process for a job.

In fact, an increasing number of employers are using aptitude tests as a tool to help them pre-screen candidates.

With the unemployment rate as low as it is today, employers can expect a very large pool of candidates for open positions that they post.

Administering aptitude tests allows companies to narrow down this large pool of candidates to a more refined group that may be more qualified for the job.

The assessments are often used as a pre-cursor to a formal interview, at the beginning of the recruitment cycle, after an initial pool of candidates are eliminated through resume reviews.

The assessments allow employers to quickly identify candidates who do not have the verbal/numerical/inductive competence necessary for success in the role and remove them from the process.

As such they are usually presented early on within a selection process, and a candidate must achieve a defined level of performance in order to proceed through to the next level of assessment, such as an interview, for example.

This is why it’s so important for employers to have the ability to use a comparison tool to separate the best candidates from the rest of the pack.

Aptitude tests are normally conducted online.

As such, they could be open to cheating, as the assessor can’t be certain who actually took the test.

Because of this, some employers may have candidates take another form of aptitude test when they come in for an interview, just to validate their performance on the initial screening.

Aptitude tests aren’t only used to weed out the contenders from the pretenders, though.

Employers often use the results of the tests in conjunction with how a candidate has performed in an interview to make a final hiring decision.

Combined, the two modes of assessment will often give employers a clear picture as to each candidate’s ability to get along with others, problem solve, write well and reason.

How to Prepare for an Aptitude Test

Aptitude tests are designed to be challenging.

To ensure that you do as well as you possibly can, there really is no substitute for practice.

There are some few basic tips when you are preparing for and practicing for an aptitude test.

First, see if you can find out which aptitude test (or tests) the employer is going to be administering.

You can either ask the employer directly, or you can see if you can find some information on the internet via basic research.

If you are able to verify the exact test or tests the employer will be administering, then you can practice on just that specific test.

If not, then you’ll want to familiarize yourself with a range of the most common aptitude tests.

Ensure you take the time to familiarize yourself with the sorts of questions that are on the tests, and ideally take a few practice tests.

This will give you a feel for what is involved and help you identify whether there are any areas you need to work on.

Numerical reasoning tests, for example, often benefit from a refresher of basic math techniques.

To this end, you can review statistical interpretation problems, as well as review charts and graphs.

You can practice your logical thinking skills by completing pattern games or puzzles.

You can work on your verbal reasoning by simply reading magazines or newspapers, thinking about the various ways a story could be interpreted and looking out for words that are misspelled or incorrect grammar.

In addition to refining these specific skills, you’ll also want to become familiar with the most common solving methods that these tests use.

Similarly, it would be a good idea to familiarize yourself with the common formulas that are used in aptitude tests as well, to prepare you as best as possible for the assessment.

One of the most important aspects to give you the best possible chance for success is to make sure you have the right environment when you practice and when you take the actual test.

You want to find somewhere quiet where you won’t be disturbed for the duration of the test.

Also, if the actual test will be taken online, then you’ll want to practice with an online practice test as well to simulate the actual environment.

When you are taking the practice tests and the actual test itself, work quickly but accurately and ensure you take a few seconds to double check you’ve understood the question and that you’ve actually selected the answer you had in mind.

Would you like to take one of our practice aptitude tests right now? To try a range of tests for free, click here.

If those were useful, you may also like to try WikiJob’s psychometric tests app, available for both Apple and Android, which includes 10 numerical tests and 8 verbal tests.

The tests include a timer and worked solutions at the end.

Need more practice? Try practice tests from JobTestPrep.

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What Is a Situational Judgment Test?

A situational judgement test (SJT) is a psychometric test that is often used as part of the recruitment process for graduate and managerial positions as well as roles that are customer-facing in a wide range of industries.

The SJT is designed to assess how a candidate deals with work-related problems and situations, focusing on essential aptitudes, competencies and soft skills that are not always easy to evaluate in other ways.

Although SJTs are usually bespoke to the company (or in some cases, the specific role), they tend to follow the same basic structure.

Each question is formed by presenting a fictional yet realistic work-based scenario. This might be text-based, it may include some illustrations or it could be animated or acted out in a video.

Following the scenario, there will be several options that you can choose from, each giving a possible course of action to follow to solve the issue that is presented in the situation given.

The answer that you choose will be compared to the benchmark answers that the recruitment team is using – these represent the core competencies for the role, as well as alignment with company values.

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Verbal reasoning tests are an increasingly common way for companies to find the most suitable candidates for their roles. They can be challenging to pass but, thankfully, help is available. Here you’ll get all the information you need to pass your verbal reasoning test.

Verbal reasoning tests have become a common practice in companies looking to hire highly skilled and qualified professionals or evaluate the existing workforce. 

They help simplify the recruitment and onboarding processes and allow candidates to find roles suited to their skills and needs.

This article brings you an overview of verbal reasoning tests, example questions with answers and explanations, and tricks to improve your performance and obtain high scores on the assessment.

Let’s take a look!

What Is a Verbal Reasoning Test?

An online verbal reasoning test assesses a candidate’s ability to understand and comprehend written text. They measure a candidate’s verbal comprehension, reasoning skills, logic and understanding of language.

The verbal reasoning tests have the goal of determining whether a person can read a written passage and interpret it without jumping to a conclusion or misunderstanding something in the statement provided to them.

Verbal reasoning tests tend to take the form of a passage of text. These are followed by a series of questions. The verbal reasoning questions are answered with either a true, false or cannot say statement or have multiple choice answers.

These tests are typically timed, with candidates having about 30 to 50 minutes to answer each question, depending on employer requirements or test developer recommendations for testing difficulties. Verbal reasoning is also used in conjunction with other tests.

For example, a recruitment or employee evaluation package can include a numerical reasoning test, personality test or another form of behavioural or aptitude assessment.

There are many different providers out there, with probably the SHL verbal reasoning test being the most common.

Aside from completing an SHL verbal reasoning practice test, it’s important to know there are other providers such as Saville, Cubiks, Talent Q and cut-e.

It is worth bearing in mind that alongside your verbal reasoning test, you might be asked to take other assessments, such as numerical reasoning tests, situational judgement tests, logical reasoning tests or personality tests.

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SHL assessment tests are important steps in many job interviews and career advancement opportunities. Therefore, it is essential to have a comprehensive understanding of how the different types of SHL tests work and how you can prepare for them in order to get top scores.

In this article, we will provide an overview of how SHL assessments work, sample SHL test questions, tips on improving your test performance, and strategies for prepping and succeeding with any SHL test.

What Is an SHL Assessment Test?

SHL is a global assessment company that is well known and recognised as a leader in pre-employment psychometric tests; the tests that SHL publishes are used by 75% of the FTSE 100 and they are available in more than 40 languages.

So if you are applying for a new role (especially for a graduate position), you are likely to come across them in the recruitment process.

In addition, the company offers consultancy and management services via its TalentCentral platform.

The SHL assessment are a series of tests that can be delivered individually or in a battery, and some of them are bespoke to the company that is using them, making them an excellent way for the recruitment team to ensure that the applicants for a role have the basic competencies, personality traits, work behaviours and cognitive abilities to be successful.

While there are several different types of assessment published by SHL, you can expect that the SHL test you are taking will be timed, taken remotely, and the questions will assess the skills and aptitudes that are needed for success in the role.


  • Realistic Job Preview (RJP)
  • Situational Judgement Test (SJT)


  • Occupational Personality Questionnaire (OPQ)
  • Motivational Questionnaire (MQ)
  • RemoteWorkQ (RMQ)


These can also be considered the SHL aptitude tests:

The company also makes an SHL mechanical comprehension test and an SHL verbal reasoning test.

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As one of the world’s largest and most reputable and successful professional services firms, getting through the KPMG application process as a graduate is an unsurprisingly scrupulous and demanding process.

That said, knowing what to expect and how to prepare for what’s ahead can make the process much less daunting, as well as significantly increasing your chances of success.

Read on, to find out more.

Stage One: Online Aptitude Tests

What’s Involved:

The first stage of the application process is conducted online with candidates required two separate assessments:

How to Complete KPMG’s Psychometric Tests

Even if your online test is only a few days away, these still leaves you with plenty of time to get to grips with the tests, plan your strategy and start practising.

To help you, here is a breakdown of each test, together with advice for how to approach them and to secure yourself the best possible outcome from the initial assessment stage.

The Purpose of KPMG’s Verbal Reasoning Test:

Cubik’s verbal reasoning for business test is by KPMG to test the ability of KPMG graduates to digest, analyse and interpret written information.

The test seeks to replicate the kind of tasks that might come your way during a typical workday in the form of emails, reports and other sources of information.

KPMG’s verbal reasoning test lasts 20 minutes and includes 44 different questions, which are based on a series of source texts. For each question, candidates must choose from the following options: ‘true’, ‘false’ or ‘cannot determine’.

Tips for KPMG Verbal Reasoning Test

Tip 1: Practise the Tests

A few days to prepare still leaves you with plenty of time to get to grips with the format and to familiarise yourself with the style of testing.

The Cubiks website has a practice test for you to use free of charge to get you started, while links to full-length versions can be found on the WikiJob site.

Tip 2: Time Yourself

Perhaps the most important aspect of the test is being able to manage your time efficiently.

With so many questions to answer in a limited time you can’t normally be expected to finish them all, but the more you attempt, the greater your chances of passing are.

When practicing, be sure to time yourself. Set yourself a time limit for each set of questions and move on if you run out of time.

Tip 3: Read the Text Properly

Read the text properly: resist the temptation to save time by skim reading the information in the text and jumping straight to the question.

Familiarising yourself fully with the information presented before attempting the questions themselves will save you having to keep referring back to the text for each question.

This could save you valuable seconds or minutes in the long-run and help you pass.

Tip 4: Don’t Assume

Don’t go on assumptions: while a certain degree of common sense will be needed, be wary of basing your answers on anything other than the information provided by the test.

KPMG’s verbal reasoning tests are designed so as to require close reading of the text, with the ‘cannot determine’ option, thrown in to avoid educated guessing. There are no shortcuts!

The Format of KPMG’s Numerical Reasoning Tests

The KPMG numerical reasoning test, designed by Cubiks, for KPMG graduate applicants is similar in structure to the verbal reasoning exam. The main difference is that there are fewer questions (usually 24), for which you are given 20 minutes to answer.

Again, the questions will be based on source data, which is typically presented in the form of tables, graphs and statistical tables.

There are usually several questions pertaining to each set of data. For each question, you will be given a selection of possible answers to choose from.

The aim of the test is to assess candidates’ ability to digest and analyse numerical and statistical data and, in doing so, demonstrate skills that may be relevant to the workplace.

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CAT4 인지능력 테스트는 학생의 학업성취도를 측정하기 위해 고안된 테스트입니다.

CAT4 테스트 점수가 매겨지면, 교사와 부모님들은 그 학생의 학업 잠재력에 대한 요약을 받게 될 것입니다.

테스트를 보는 모든 학생들은 그들의 비언어적 추론 능력, 언어적 추론 능력, 양적 추론 능력 그리고 공간적 인식을 측정할 질문들을 받을 것입니다.

이번에는 이러한 기술을 검토하기 위해서 어떤 유형의 질문을 받는지 자세히 알아보겠습니다.

또한 다양한 유형의 CAT4 테스트 레벨에 대한 자세한 내용도 다루고자 합니다. 이를 통해 다양한 연령대에서 어떻게 CAT4 테스트 점수가 매겨지는지 이해할 수 있습니다.

이 정보 이후에는 자녀가 잘 할 수 있도록 일반적인 조언과 팁이 제공됩니다. CAT4 테스트를 보는 교사, 부모님, 학생들이 주로 하는 자주 묻는 질문도 이야기해보고자 합니다.

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Tests SHL. Si vous êtes en train de lire cet article, il y a de fortes chances que vous veniez d'apprendre que vous allez en passer une dans les jours à venir.

Si vous êtes ici et que vous vous sentez maintenant nerveux à l'idée de vous assoir pour l'examen complet, ne vous inquiétez pas...

Nous sommes là pour vous aider.

Cet article a été écrit spécifiquement pour vous aider à vous préparer aux Tests SHL .

Lisez la suite, suivez nos conseils et vous serez en mesure d'obtenir un résultat fantastique.

Que sont les tests SHL ?

SHL fait partie des pionniers en matière de tests psychométriques en ligne.

Leurs tests d’aptitude et leur méthodologie sont très populaires dans le secteur des tests psychométriques.

Les tests SHL comprennent le raisonnement verbal, le raisonnement numérique, le raisonnement inductif et le raisonnement mécanique, parmi d'autres variantes.

Les tests SHL sont populaires chez les employeurs car ils constituent un moyen efficace et peu coûteux de filtrer les candidats qui ne répondent pas aux niveaux minimums de compétences techniques requis pour un poste spécifique.

Par conséquent, il est probable que vous soyez confronté aux tests SHL lors des processus de recrutement, en particulier si vous postulez pour un stage ou un plan de recrutement pour jeunes diplômés.

La palette de tests psychométriques SHL peut être spécifique à un poste ou à un service, en se concentrant sur les compétences de base grâce à une batterie de questions de test dans un large éventail de disciplines.

Cela vous semble décourageant ?

Ne vous inquiétez pas.

Bien que nous ne puissions pas vous donner les réponses à vos tests SHL, nous pouvons vous expliquer comment les tests fonctionnent, ce que vous pouvez entreprendre pour vous y préparer et vous orienter vers des tests d'entraînement, afin que vous ne soyez pas surpris le jour venu.

Comment fonctionnent les tests SHL ?

Les tests d'aptitude SHL sont un moyen de déterminer le niveau maximal de vos capacités.

En mesurant le potentiel d'un candidat, puis en le comparant au niveau moyen d'un groupe de référence (ou "norme"), les entreprises estiment avoir une meilleure idée de qui est fait pour le travail quotidien lié au poste.

Le groupe de référence est généralement composé d'individus présentant des particularités similaires, par exemple l'âge, la nationalité ou le niveau d'éducation.

La capacité d'un candidat est calculée par rapport à ce groupe de référence, puis comparée à un seuil prédéfini. Ce seuil représente les compétences minimales nécessaires pour réussir dans un poste ou un service donné.

Comment réussir les tests SHL: Les 6 meilleurs conseils

Alors que les tests d'aptitude visent à évaluer votre niveau de compétence, il existe des moyens de développer votre approche des tests eux-mêmes.

Ces conseils ne vous rendront pas meilleur en raisonnement verbal ou numérique, mais ils vous aideront à comprendre les procédures, questions et techniques nécessaires pour réussir le test lui-même.

Conseil n°1 - Entraînez-vous aux tests SHL jusqu'à ce qu'ils deviennent familiers.

Les tests psychométriques sont différents de la plupart des autres types de tests.

Ils sont abstraits, stratifiés et truffés de pièges.

Pour démontrer votre véritable aptitude, vous devrez vous familiariser avec l'approche générale, les types de questions et les limites de temps avant de passer le test qui pourrait faire la différence pour obtenir le poste ou pas.

Conseil n° 2 - Apprenez les conseils de base pour les tests numériques, verbaux et de raisonnement.

Il est vrai que vous ne pouvez pas vraiment dire à l'avance quelles questions vous allez rencontrer lors d'une évaluation, mais vous pouvez vous y préparer en recherchant les sujets, les formats et les types de présentation qui vous seront donnés.

Voyez cela comme des révisions.

Par exemple, pour les tests de raisonnement numérique, vous voudrez peut-être vous assurer que vous êtes à l'aise avec des techniques telles que la conversion de fractions en décimales (et vice versa), les ratios et l'interprétation de graphiques ou de tendances.

Pour les tests de raisonnement mécanique (voir la vidéo ci-dessous pour des exemples de tests), les sujets peuvent porter sur des dispositifs tels que des poulies, des ressorts, des circuits imprimés et des engrenages.

Cette façon de réviser pour les tests présente un certain nombre d'avantages.

Vous gagnerez en confiance, car vous aurez déjà réussi les tests de simulation et répondu à des questions difficiles et abstraites.

Conseil n° 3 - La gestion du temps peut faire la différence entre la réussite et l'échec.

Les tests SHL ont une durée limite d'exécution.

Les tests sont conçus pour vous mettre sous pression maximale, car l'entreprise cherche à déterminer votre véritable potentiel.

Les limites de temps peuvent être difficiles à respecter. Pour réussir, vous devez donc travailler rapidement et avec précision.

  • Assurez-vous de lire attentivement les instructions au début de l'évaluation et à saisir exactement le temps dont vous disposez pour la réaliser.
  • Si vous effectuez plusieurs tests SHL, assurez-vous de bien comprendre le temps dont vous disposez pour chacun d'entre eux ; il peut être différent.
  • Ne vous laissez pas surprendre à passer tout votre temps sur la première évaluation au détriment des autres. Si vous restez trop longtemps bloqué sur une question particulière, passez à la suivante.
  • La plupart (mais pas tous) de ces examens vous permettent d'avancer et de revenir en arrière dans les questions, ce qui signifie que vous pouvez répondre dans l'ordre qui vous convient. Toutefois, si vous procédez ainsi, veillez à prendre note des questions auxquelles vous n'avez pas encore répondu.

Conseil n° 4 - Vérifiez minutieusement les informations qui vous sont données. Puis vérifiez-les à nouveau

Assurez-vous de bien comprendre les consignes du test, puis analysez chaque question. Vérifiez vos calculs et vos choix de réponses avant de passer aux suivantes.

Conseil n° 5 - Concentrez-vous en prenant soin de votre cerveau

Vous ne donnerez pas le meilleur de vous-même si vous êtes fatigué, si vous avez la gueule de bois, si vous êtes distrait ou si vous êtes interrompu.

Les tests SHL ont pour but de mesurer vos capacités maximales. Ne donnez pas une fausse impression en vous présentant à l'examen dans un état d'esprit qui n'est pas optimal.

  • Faites du sport au moment où vous êtes le plus énergique. Êtes-vous plutôt du matin ou du soir ? Choisissez un moment qui vous est favorable en termes d'énergie, de vigilance et de détente.
  • Mettez-vous à l'aise. Prenez un verre, allez aux toilettes, prenez un chewing-gum et allumez le chauffage avant le début de l'évaluation.
  • Faites une check-list du matériel dont vous pourriez avoir besoin. Une calculatrice, des stylos et du papier sont généralement autorisés et toujours utiles.
  • Choisissez un endroit sûr et tranquille. Vous ne voulez pas être interrompu ou dérangé lorsque vous êtes concentré et que vous vous attaquez à des questions abstraites. Demandez à votre famille, votre partenaire, vos enfants ou vos amis de vous laisser tranquille pendant un certain temps.
  • Passez une bonne nuit de sommeil. Le sommeil peut faire la différence entre la démonstration de votre potentiel réel et un jour sans.
  • N'y allez pas le ventre vide. Mangez une heure avant l'évaluation, afin que votre estomac ne gargouille pas et que votre attention ne soit pas distraite par des envies de grignotage.

Conseil n° 6 - Il ne s'agit pas seulement des réponses.

Les candidats passent souvent les tests SHL plus d'une fois.

Bien qu'une évaluation puisse d'abord être réalisée en ligne, elle peut être répétée sur papier dans les bureaux d'une entreprise.

Le fait de faire le juste nécessaire pour réussir le test la première fois peut se retourner contre vous plus tard, tout comme le fait de vous faire aider par quelqu'un si vous passez l'examen chez vous.

Si vous ne réussissez pas, il y a de fortes chances que le poste ne vous corresponde pas.

Donnez le meilleur de vous-même.

Le meilleur moyen de se préparer aux tests SHL est de passer des tests psychométriques d'entraînement, comme celui ci-dessous, ou de consulter le site qui propose une série de tests d'entraînement SHL gratuits et payants.

Entraînement au test de raisonnement SHL

Il s'agit d'un entraînement au test de style SHL comportant 10 questions.

Une fois que vous aurez répondu à une question, vous pourrez vérifier la bonne réponse et obtenir une explication complète.

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Um einen SHL-Übungstest zu absolvieren, bevor Sie diesen Artikel lesen, klicken Sie hier.

SHL-Tests. Wenn Sie diesen Artikel lesen, dann ist die Wahrscheinlichkeit groß, dass Sie gerade erfahren haben, dass in den nächsten Tagen einer davon auf Sie zukommen wird.

Wenn Sie jetzt hier sind und sich angespannt fühlen, weil Sie an einer Prüfung teilnehmen werden, machen Sie sich keine Sorgen…

Wir sind für Sie da.

Dieser Artikel wurde speziell geschrieben, um Sie bei der Vorbereitung auf SHL-Tests zu Unterstützen.

Lesen Sie weiter, befolgen Sie unsere Tipps und Sie sind bestens vorbereitet für ein fantastisches Ergebnis.

Was sind SHL-Tests?

SHL ist einer der Pioniere der psychometrischen Online-Tests.

Ihre Eignungstests und Methodiken sind in der psychometrischen Testbranche sehr beliebt.

SHL-Tests beinhalten verbales Argumentieren, Zahlenverständnis, induktives Denken und mechanische Argumentation und anderen Varianten.

SHL-Tests sind bei Arbeitgebern beliebt, weil sie eine effiziente und kostengünstige Möglichkeit darstellen, Kandidaten herauszufiltern, die nicht die für eine bestimmte Stelle erforderlichen technischen Mindestanforderungen erfüllen.

Das bedeutet, dass Sie bei Bewerbungsverfahren wahrscheinlich auf den SHL-Tests stoßen werden, insbesondere wenn Sie sich für ein Praktikum oder ein Graduiertenprogramm bewerben.

Das SHL-Angebot für psychometrische Tests kann rollen- oder abteilungsspezifisch sein und konzentriert sich auf Kernkompetenzen durch einen Fragenkatalog an Testfragen in einer Reihe von Disziplinen.

Klingt abschreckend?

Keine Sorge.

Wir können Ihnen zwar nicht einfach die Antworten auf Ihre SHL-Tests geben, aber wir können Ihnen erklären, wie diese Tests funktionieren, was Sie tun können, um sich darauf vorzubereiten, und Sie dann auf einige Übungstests verweisen, damit es am Tag der Prüfung keine große Überraschung gibt.

Wie funktionieren SHL-Tests?

Die Eignungstests von SHL sind eine Möglichkeit, Ihr maximales Fähigkeitsniveau einzuschätzen.

Durch die Messung des Potenzials eines Kandidaten und den anschließenden Vergleich mit dem durchschnittlichen Niveau einer Referenzgruppe (oder „Norm“) glauben Unternehmen, eine bessere Vorstellung davon zu haben, wer für die tägliche Arbeit in der Position geeignet ist.

Die Normgruppe setzt sich typischerweise aus Personen mit ähnlichen Merkmalen zusammen, z. B. Alter, Nationalität oder Bildungsniveau.

Die Fähigkeit eines Kandidaten wird relativ zu dieser Normgruppe berechnet und dann mit einem vordefinierten Cut-Off-Punkt verglichen. Der Cut-Off-Punkt stellt die Mindestfähigkeit dar, die erforderlich ist, um in einer bestimmten Jobrolle oder Abteilungsfunktion erfolgreich zu sein.

Wie man beim SHL-Test besteht: 6 Top-Tipps

Während Eignungstests darauf abzielen, Ihr Fähigkeitsniveau zu beurteilen, gibt es Möglichkeiten, Ihre Herangehensweise an die Tests selbst zu entwickeln.

Diese Tipps machen Sie nicht besser im verbalen oder numerischen Denken, aber sie helfen Ihnen, die Abläufe, Fragen und Techniken zu verstehen, die notwendig sind, um den Test selbst zu bestehen.

Top-Tipp Nr. 1 - Üben Sie die SHL-Tests, bis sie Ihnen vertraut sind

Psychometrische Tests sind anders als die meisten anderen Formen der Prüfung.

Sie sind abstrakt, vielschichtig und mit falschen Fährten gespickt.

Um Ihre wahre Eignung unter Beweis zu stellen, müssen Sie sich vor dem Test mit der allgemeinen Herangehensweise, den Fragetypen und den Zeitlimits vertraut machen, die den Unterschied zwischen dem Erhalt der Stelle oder dem Scheitern ausmachen können.

Top-Tipp Nr. 2 - Lernen Sie grundlegende Tipps für numerische und verbale Tests und Logiktests.

Sie können zwar nicht wirklich vorhersagen, welche Fragen Ihnen in einer Prüfung begegnen werden, aber Sie können sich darauf vorbereiten, indem Sie die Themen, Formate und Präsentationsarten recherchieren, mit denen Sie konfrontiert werden.

Stellen Sie es sich wie eine Revision vor.

Bei Tests zum Zahlenverständnis sollten Sie zum Beispiel sicherstellen, dass Sie mit Techniken wie dem Umwandeln von Brüchen in Dezimalzahlen (und umgekehrt), Verhältnissen und dem Interpretieren von Diagrammen oder Trends vertraut sind.

Dieses Video behandelt einige der Elemente, die Sie wahrscheinlich in einem Test zum Zahlenverständnis antreffen werden..

Bei Tests zum mechanischen Denken (siehe Video unten für Testbeispiele) können die Themen Hilfsmittel wie Scheiben, Federn, Schaltkreise und Zahnräder umfassen.

Es ist sehr vorteilhaft, auf diese Weise für die Tests zu üben.

Es wird Ihr Selbstvertrauen stärken, da Sie Erfahrung mit dem Bestehen der Übungstests und der Beantwortung schwieriger, abstrakter Fragen haben.

Top-Tipp Nr. 3 - Zeitmanagement kann den Unterschied zwischen Bestehen und Nichtbestehen ausmachen

SHL-Tests haben ein Zeitlimit für die Durchführung.

Die Zeitlimits können eine Herausforderung sein, daher müssen Sie schnell und genau arbeiten, um Erfolg zu haben.

  • Stellen Sie sicher, dass Sie die Anweisungen zu Beginn der Prüfung gründlich lesen und genau verstehen, wie lange Sie Zeit haben, um die Prüfung abzuschließen.
  • Wenn Sie mehr als einen SHL-Tests bearbeiten, vergewissern Sie sich, dass Sie die verfügbare Zeit für jede Aufgabe kennen; sie kann variieren.
  • Lassen Sie sich nicht dazu hinreißen, Ihre gesamte Zeit für die erste Prüfung auf Kosten der übrigen zu verwenden. Wenn Sie zu lange bei einer bestimmten Frage feststecken, gehen Sie zur nächsten über.
  • Die meisten (aber nicht alle) dieser Prüfungen erlauben es Ihnen, sich vorwärts und rückwärts durch die Fragen zu bewegen, so dass Sie in der Lage sind, in einer für Sie passenden Reihenfolge zu antworten. Wenn Sie dies tun, achten Sie jedoch darauf, dass Sie sich notieren, was Sie noch nicht beantwortet haben.

Top-Tipp Nr. 4 - Prüfen Sie die Ihnen gegebenen Informationen gründlich. Dann überprüfen Sie sie erneut

Vergewissern Sie sich, dass Sie die Anweisungen für den Test verstanden haben und prüfen Sie dann jede Frage. Überprüfen Sie Ihre Berechnungen und die Auswahl der Antworten, bevor Sie fortfahren.

Top-Tipp Nr. 5 - Kümmern Sie sich um Ihr Gehirn und bringen Sie sich in Schwung

Sie werden nicht Ihre beste Leistung erbringen, wenn Sie müde, verkatert, abgelenkt oder unaufmerksam sind.

SHL-Tests sind dazu da, Ihre maximale Leistungsfähigkeit zu messen. Vermitteln Sie also keinen falschen Eindruck, indem Sie in einem weniger als maximalen mentalen Zustand zur Prüfung erscheinen.

  • Machen Sie den Test, wenn Sie am meisten Energie haben. Sind Sie ein Morgenmensch oder eine Nachteule? Wählen Sie eine Zeit, die Ihnen in Bezug auf Ihre Energie, Wachsamkeit und Entspannung gut tut.
  • Machen Sie es sich bequem. Holen Sie sich etwas zu trinken, gehen Sie auf die Toilette, schnappen Sie sich einen Kaugummi und schalten Sie die Heizung ein, bevor die Prüfung beginnt.
  • Erstellen Sie eine Checkliste mit hilfreichen Materialien, die Sie eventuell benötigen. Taschenrechner, Stifte und etwas Papier sind generell erlaubt und immer nützlich.
  • Suchen Sie sich einen ungestörten, ruhigen Platz. Sie wollen nicht unterbrochen oder gestört werden, wenn Sie in Fahrt sind und sich mit abstrakten Denkaufgaben beschäftigen. Sagen Sie Ihrer Familie, Ihrem Partner, Ihren Kindern oder Freunden, dass sie Sie für eine bestimmte Zeitspanne in Ruhe lassen sollen.
  • Schlafen Sie ausreichend. Schlaf kann den Unterschied ausmachen, ob Sie Ihr wahres Potenzial zeigen oder einen schlechten Tag haben.
  • Machen Sie den Test nicht hungrig. Essen Sie eine Stunde vor der Prüfung, damit Ihr Magen nicht gluckert und Sie mit Forderungen nach Snacks ablenkt.

Top-Tipp Nr. 6 - Es geht um mehr als nur um die Antworten.

SHL-Tests werden oft mehr als einmal mit Kandidaten durchgeführt.

Auch wenn eine Beurteilung zunächst online durchgeführt wird, kann sie mit Bleistift und Papier im Büro des Unternehmens wiederholt werden.

Beim ersten Mal gerade genug zu tun, um zu bestehen, kann später nach hinten losgehen, ebenso wie jemanden zu haben, der Ihnen hilft, wenn Sie die Prüfung zu Hause ablegen.

Wenn Sie die Prüfung nicht bestehen, ist der Job vielleicht sowieso nicht das Richtige für Sie.

Geben Sie selbst Ihr Bestes.

Der beste Weg, sich auf SHL-Tests vorzubereiten, ist es, einige Praxis-Psychometrie-Tests auszuprobieren, wie den untenstehenden, oder zu besuchen, um eine Reihe von kostenlosen und kostenpflichtigen SHL Übungs-Tests zu finden.

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Si estás leyendo este artículo, es muy probable que acabes de darte cuenta de que tienes una de estas pruebas en los próximos días.

Si estás aquí y te sientes tenso por hacer el examen, no te preocupes...

Te respaldamos.

Este artículo ha sido escrito concretamente para ayudarte con la preparación de la prueba SHL.

Continúa leyendo, sigue nuestros consejos y estarás listo para un resultado fantástico.

¿Qué son las pruebas SHL?

Consejo profesional: Visita JobTestPrep para practicar las Pruebas Psicométricas en línea. Los paquetes de pruebas están disponibles desde £39 con garantía de devolución del dinero_.

SHL es una de las pruebas psicométricas pioneras en línea.

Sus pruebas de aptitud y su metodología son bastante popular en el sector de las pruebas psicométricas.

Las pruebas SHL contienen razonamiento verbal, razonamiento numérico, razonamiento inductivo y razonamiento mecánico, entre otras variantes.

Las pruebas SHL son populares entre los empresarios, ya que son una forma eficaz y de bajo coste de filtrar a los candidatos que no reúnen los niveles mínimos de capacidad técnica para un puesto específico.

Esto quiere decir que es muy probable que te cruces con pruebas SHL en un proceso de contratación, sobre todo si estás solicitando unas prácticas o un programa para graduados.

Las pruebas psicométricas SHL pueden ser específicas para cada departamento o función, centrándose en los conocimientos básicos a través de una variedad de preguntas por toda una amplia gama de disciplinas.

¿Te suena abrumador?

No te preocupes.

Aunque no podemos darte las respuestas de tus pruebas SHL, podemos explicarte cómo funcionan, qué puedes hacer para preparártelas y, además, ofrecerte algunas pruebas prácticas, así nada te pillará por sorpresa cuando llegue el día.

¿Cómo funcionan las pruebas SHL?

Las pruebas de aptitud SHL son una manera de calcular tu nivel de habilidad máximo.

Las empresas creen que tendrán una mejor idea de quién está hecho para el día a día de un puesto de trabajo al medir el potencial de un candidato, y posteriormente, compararlo al nivel medio de un grupo de referencia.

Un grupo de referencia se compone por lo general de individuos con características similares, como por ejemplo, la edad, la nacionalidad o el nivel educativo.

La capacidad de un candidato se calcula en relación con este grupo de referencia, y después, se compara con un punto de corte predefinido. El punto de corte representa la capacidad mínima requerida para tener éxito en un determinado puesto de trabajo o función de departamento.

Cómo aprobar una prueba SHL: los 6 mejores consejos

Aunque las pruebas de aptitud buscan analizar tu nivel de capacidad, hay ciertas maneras de desarrollar tu estrategia ante dichas pruebas.

Estos consejos no te harán obtener una mejor puntuación en un razonamiento verbal o numérico, pero te ayudarán a entender el procedimiento, las preguntas y la técnica necesaria para aprobar la prueba en sí.

Consejo 1 – Practica pruebas SHL hasta que te familiarices con ellas

Las pruebas psicométricas son diferentes a la mayoría de las otras pruebas.

Son resumidas, escalonadas y están plagadas de pistas falsas.

Para demostrar tus verdaderas capacidades necesitarás familiarizarte con el planteamiento general, los tipos de preguntas y los límites de tiempo antes de realizar la prueba, esto podría marcar la diferencia entre conseguir el trabajo o perderlo.

Consejo 2 – Conoce los consejos básicos para las pruebas de razonamiento verbal y numérico

Es cierto que no puedes predecir con certeza qué preguntas te encontrarás en una evaluación, pero puedes prepararte para dicha situación investigando los posibles temas, formatos y presentaciones.

Míralo como una revisión.

Por ejemplo, para las pruebas de razonamiento numérico tal vez quieras asegurarte de que estás familiarizado con ciertas técnicas, como por ejemplo convertir una fracción a decimales (y viceversa), proporciones e interpretar gráficas o tendencias.

Este vídeo describe algunos de los elementos a los que probablemente te enfrentes en una prueba de razonamiento numérico.

Para las pruebas de razonamiento mecánico (véase el vídeo a continuación para tener ejemplos de pruebas), los temas pueden incluir dispositivos como poleas, muelles, placas de circuitos y engranajes.

Revisar los exámenes de esta manera tiene una serie de ventajas.

Mejorará tu confianza, ya que cogerás experiencia aprobando las pruebas prácticas y respondiendo a preguntas difíciles y resumidas.

Consejo 3 – La gestión del tiempo puede marcar la diferencia entre el aprobado y el suspenso

Las pruebas SHL cuentan con un límite de tiempo para su realización.

Estas pruebas están diseñadas para ponerte bajo presión máxima, ya que el objetivo de las empresas es intentar conocer tu verdadero potencial.

El límite de tiempo puede ser todo un reto, por ello para tener éxito debes trabajar con rapidez y precisión.

  • Asegúrate de leer bien las instrucciones al principio de la prueba y de entender exactamente el tiempo que tienes para completarla.
  • Si estás realizando más de una prueba SHL, asegúrate de que entiendes cuánto tiempo tienes para cada una, puede variar de prueba a prueba.
  • No gastes todo tu tiempo en la primera prueba a expensas de las demás. Si te atascas en una pregunta concreta por mucho tiempo, continúa con la próxima.
  • La mayoría de las pruebas te permiten avanzar y retroceder por ella, lo que quiere decir que puedes responder a las preguntas en el orden que más te convenga. No obstante, si haces esto, asegúrate de anotar las que no hayas respondido aún.

Nota: Esto no es así para algunas pruebas, por lo que averigua primero si puedes hacerlo. Algunas pruebas terminan cuando eliges la respuesta errónea.

Mira el vídeo a continuación para conocer algunas excelentes estrategias respecto a la gestión del tiempo.

Consejo 4 – Comprueba exhaustivamente la información que se te proporciona. Luego vuelve a comprobarla.

Asegúrate de que entiendes las instrucciones de la prueba, posteriormente, examina cada pregunta. Revisa las respuestas que has seleccionado antes de continuar.

Consejo 5 – Prepárate para la prueba cuidando tu cerebro

No podrás rendir al máximo si estás cansado, con resaca, distraído o te interrumpen.

Las pruebas SHL sirven para medir tu capacidad máxima, así que no des una falsa impresión asistiendo a la prueba en un espacio mental inferior al máximo.

  • Practica cuando te encuentres con más energía. ¿Eres una persona madrugadora o nocturna? Elige qué horario se adapta mejor a ti en términos de energía, lucidez mental y relajación.
  • Ponte cómodo. Tómate algo, ve al baño, coge un chicle y enciende la calefacción antes de comenzar la prueba.
  • Haz una lista de los materiales útiles que puedas llegar a necesitar. Las calculadoras, los bolígrafos y algunos papeles suelen estar permitidos y son siempre útiles.
  • Elige un lugar seguro y tranquilo. No querrás que te interrumpan o te molesten mientras estás concentrado y frente a resúmenes rompecabezas. Dile a tu familia, pareja, hijos o amigos que no te molesten durante un periodo de tiempo concreto.
  • Duerme bien. El dormir puede marcar la diferencia entre mostrar tu potencial real y tener un mal día.
  • No vayas con hambre. Come una hora antes de la prueba, así tu estómago no ruge y no te distrae pidiéndote comida.

Consejo 6 – Son más que respuestas

Las pruebas SHL suelen darse a los candidatos en más de una ocasión.

Aunque se lleve a cabo una primera prueba online, puede repetirse con lápiz y papel en la oficina de una empresa.

Hacer lo justo para aprobar a la primera puede ser contraproducente más adelante, al igual que tener a alguien ayudándote mientras realizas la prueba desde casa.

Seguramente, si no pasas la prueba, quiere decir que el trabajo no es el adecuado para ti.

Hazlo lo mejor que puedas.

La mejor manera de prepararte para unas pruebas SHL es Practicando Pruebas Psicométricas, como la que se muestra a continuación, o también puedes visitar para conseguir una gran variedad de pruebas SHL para practicar, tanto gratuitas como de pago.

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Sind Sie auf der Suche nach kostenlosen psychometrischen Tests zur Übung?

Dann ist diese Seite genau das Richtige für Sie.

Was ist ein psychometrischer Test?

Psychometrische Tests (auch Eignungstests genannt) sind fester Bestandteil von Jobinterviews vieler Unternehmen auf der ganzen Welt.

Diese Tests bestehen normalerweise aus einer Reihe von zeitlich erfassten Fragen, die meist numerischen (mathematischen Fragen), verbalen (Fragen zum Leseverständnis) oder logischen (diagrammatischen Fragen) Ursprungs sind.

Psychometrische Übungen

Sollten Sie noch keinen derartigen Test durchgeführt haben, stehen Ihre Chancen gut, dass Sie dies im Laufe der Zukunft nachholen müssen, sollten Sie sich für einen neuen Job bewerben.

Zu diesem Zweck haben wir für Sie den Kompletten Guide für psychometrische Tests zusammengestellt, um Ihnen zu erklären, worum es sich dabei überhaupt handelt, wie sie verwendet werden und wie man sie erfolgreich bestehen kann.

Lesen Sie weiter und lassen Sie uns mit der Einführung zum Ultimativen Guide für psychometrische Tests beginnen!

Einführung psychometrische Tests

Psychometrische Tests werden während der Personalrekrutierung verwendet und dienen Unternehmen dazu, potenzielle Kandidaten gerecht und präzise zu bewerten, um somit möglichst genau vorhersagen zu können, wer in einer bestimmten Position erfolgreich sein wird.

Die Tests zielten darauf ab, die spezifischen Fähigkeiten der Kandidaten in Bezug auf die Anforderungen der Position zu ermitteln.

Wenn ein Job beispielweise die Fähigkeit zur numerischen Datenverarbeitung erfordert, ist es für den Arbeitgeber von Vorteil, die Kandidaten zuvor testen zu können, ob sie für eine solche Tätigkeit überhaupt geeignet sind, anstatt sie bloß zu fragen: Denn, die Kandidaten könnten ihre Fähigkeiten überschätzen oder einfach lügen. Es bedarf also einer besseren Lösung.

Es gibt viele verschiedene Arten von psychometrischen Tests, aber grob gefasst, gliedern sie sich in zwei Kategorien auf: Fähigkeitstests (wozu ist eine Person in der Lage) und Persönlichkeitstests (wie ist eine Person).

Lassen Sie uns einmal einen Blick auf einige dieser Tests werfen.


Fähigkeitstest werden manchmal auch als kognitive Tests bezeichnet.

Lassen Sie uns auf einige dieser Tests etwas genauer eingehen…

Tests des Zahlenverständnisses

Diese Tests bewerten die Fähigkeit eines Kandidaten, numerische Datensätze zu verstehen und zu bearbeiten. Hier finden Sie unseren Experten Guide zum Thema numerische Tests.

Typischerweise werden die Kandidaten mit numerischen Informationen, oftmals in Form von Tabellen, Graphen oder Diagrammen, konfrontiert, um diese Daten anschließend so zu verarbeiten, dass die Fragen erfolgreich beantwortet werden können.

Diese Art von Tests wird in der Regel für Positionen verwendet, bei denen es wichtig ist, Zahlen zu verstehen und zu verarbeiten, wie zum Beispiel Steuerberater oder Analytiker.

Hier finden Sie ein typisches Beispiel für einen Test des Zahlenverständnisses:

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Testes psicométricos (também conhecidos como testes de aptidão) são uma parte comum do processo de entrevistas de emprego em muitas companhias no mundo todo.

Geralmente, esses testes consistem de uma série de questões com um certo tempo de resposta.

As questões costumam ser numéricas (questões matemáticas), verbais (compreensão textual) ou lógicas (questões de diagrama).

O que é um teste psicométrico?

Testes psicométricos são usados no processo de contratação porque as empresas querem ter um jeito de prever, de forma justa e precisa, quais candidatos têm uma boa chance de ser bem-sucedidos em um determinado trabalho.

Os testes buscam avaliar as competências específicas dos candidatos conforme o que é exigido pelo cargo.

Por exemplo, se um emprego exige a capacidade de processar dados numéricos e trabalhar com eles, é melhor para o empregador conseguir testar se o candidato é capaz disso, em vez de só perguntar. Afinal, o candidato pode valorizar demais as próprias capacidades, ou então mentir. Era necessária uma solução melhor.

Há muitos tipos diferentes de testes psicométricos, mas, de forma geral, eles se enquadram em duas categorias: testes de aptidão (o que a pessoa consegue fazer) e testes de personalidade (como a pessoa é).

Vamos dar uma olhada em alguns destes diferentes testes.

Testes de aptidão

Testes de aptidão também são conhecidos como testes cognitivos.

Vejamos alguns destes tipos de teste em mais detalhe...

Testes de raciocínio numérico

Estes testes avaliam a capacidade do candidato de entender e manipular dados numéricos. Você pode ver o nosso guia especializado de testes numéricos aqui.

Tipicamente, o que esses testes fazem é apresentar informações numéricas ao candidato, frequentemente na forma de tabelas ou gráficos, e pedir ao candidato para manipular as informações a fim de responder à questão.

Eles tendem a ser usados para trabalhos onde é importante poder usar e entender números, como no caso de contadores ou analistas.

Aqui está um exemplo típico de uma questão de raciocínio numérico (respostas corretas marcadas em negrito):

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El Razonamiento Inductivo está basado en patrones y es otra variante de las muchas pruebas psicométricas utilizadas por los empleadores como una forma de determinar la idoneidad de un candidato para sus roles.

En un nivel similar al del razonamiento esquemático, el razonamiento inductivo probará tu habilidad para aplicar la lógica y la razón para la resolución de problemas.

Cómo funcionan las pruebas inductivas

Dentro de la prueba se te presentará una serie de diagramas los cuales se vincularán mediante una regla subyacente.

Esta regla afectará el diseño del diagrama y tu tarea será identificar el patrón.

Bonificación: puedes obtener acceso ilimitado y gratuito a la práctica de prueba (durante 30 minutos) en nuestro sitio web asociado JobTestPrep: Clic aquí.

Por lo general, se espera que los candidatos seleccionen entre 4 y 6 posibles respuestas completas bajo condiciones de tiempo.

Las pruebas de razonamiento inductivo a menudo complementan otras pruebas como las de razonamiento verbal o numérico.

A veces las empresas requieren que complete una prueba de juicio situacional o un cuestionario de personalidad junto con la evaluación de razonamiento inductivo.

Los resultados de cada prueba se revisarán individualmente y luego colectivamente para determinar si tú serías una buena opción para la empresa.

¿Por qué los empleadores utilizan estas pruebas?

Algunas veces se las denomina prueba de razonamiento abstracto, las evaluaciones de razonamiento inductivo están diseñadas para evaluar tus habilidades en la resolución de problemas y el razonamiento lógico.

Cuando completes la prueba, los reclutadores buscarán tu capacidad para trabajar de manera efectiva con información desconocida para alcanzar una solución viable.

Las pruebas se utilizan a menudo para evaluar tu capacidad de pensar creativamente, aplicar habilidades analíticas y diseñar soluciones innovadoras, mientras que a menudo son un indicador de tu nivel general de inteligencia.

Como tal, es esencial que realices el trabajo preparatorio necesario antes de la prueba real para asegurarte de poder completarla exitosamente y crear una buena impresión.

La prueba de razonamiento inductivo es frecuentemente usada por empleadores corporativos; es común esperar que se complete al menos una prueba psicométrica como parte del proceso de reclutamiento.

Los empleadores utilizarán estas pruebas para ver la eficacia con la que trabajas bajo presión y tu enfoque de la evaluación.

Las pruebas de razonamiento inductivo son usadas predominantemente en los roles técnicos o aquellos que requieren una resolución frecuente de problemas y los empleadores las utilizan para evaluar cómo identificas patrones, con qué eficacia puedes identificar reglas y consistencias de datos y si puedes predecir la secuencia de objetos a medida que evolucionan.

En términos de evaluación psicométrica, el razonamiento inductivo, el razonamiento abstracto y el razonamiento esquemático son tres pruebas que a menudo se superponen con la evaluación. Los proveedores utilizan nombres diferentes para cada uno, lo que hace que las cosas sean un poco más confusas.

Estas pruebas ciertamente varían entre los empleadores y la etapa en el proceso de reclutamiento también será diferente.

Algunas empresas los utilizan como un ejercicio de selección previa a la entrevista para limitar un conjunto de candidatos, mientras que otras organizaciones pueden usarlos hacia el final del proceso de reclutamiento o como parte de los días de evaluación.

Contenido de la prueba de Razonamiento Inductivo

La mayoría de las pruebas de razonamiento inductivo presentan una serie de secuencia de palabras, ilustraciones o formas y te piden que decidas cuál es la siguiente.

Esto requiere prestar atención a los detalles, a la resolución de problemas y perseverancia para alcanzar la respuesta requerida, todo lo cual se evalúa en condiciones de tiempo, lo que agrega aún más presión.

La prueba en sí misma requerirá que compares varios elementos incluyendo colores y formas, o que los clasifiques basándote en cantidad o tamaño.

Como un ejemplo, se te proporcionará un juego de seis cuadros conteniendo una cantidad de formas y luego se te pedirá que elabores una secuencia lógica para cada cuadro.

Para obtener la respuesta correcta, deberías identificar un patrón tal como similitudes, diferencias o una combinación de ambos.

Estas tareas pueden parecer extremadamente complejas, por ello es importante realizar tantas prácticas de pruebas similares como sea posible antes de la prueba real y también tanta práctica como puedas antes de la entrevista o del día de evaluación.

Asegúrate de llegar a tiempo y haber dormido bien la noche anterior, de lo contrario, es posible que te falte la concentración y que parezca que no entiendes lo que te piden que hagas.

Una aproximación a las Pruebas de Razonamiento Inductivo

Cuando comienzas la prueba, lee la pregunta detenidamente y trata de observar solamente a un elemento de la forma a la vez.

Es muy fácil sentirse abrumado por el contenido de una evaluación de razonamiento inductivo, por lo que la mejor manera de abordarla es intentar y decidir el patrón, considerando específicamente el tamaño, la orientación y la ubicación de la forma interior.

Los patrones están diseñados para ser complicados en tomarte el tiempo y utilizar tu lógica para resolver el problema.

Si estás teniendo una particular dificultad en identificar un patrón, trata de observarlo desde el final en lugar del principio.

Esto puede resaltar de manera efectiva algo que quizás hayas omitido usando el método tradicional de revisar las formas.

Toma conciencia de la hora pero no mires el reloj, y no te asustes en la medida de lo posible; esto sólo hará las cosas más difíciles.

Las pruebas de razonamiento inductivo son creadas para ser completadas bajo presión, por lo que la práctica de completar las pruebas en condiciones de tiempo puede ayudar de manera significativa.

Practicar es una de las mejores maneras de prepararte mentalmente para cualquier prueba psicométrica y el razonamiento inductivo no es diferente a ello.

Nada te preparará mejor para la evaluación que realizar una cantidad de exámenes de práctica, muchos de las cuales puedes encontrar en línea gratuitamente.

Cuando te familiarizas con el formato de la prueba y te acostumbras a responder preguntas rápidamente y trabajar bajo presión, es mucho más probable que tengas éxito que si no realizas ningún trabajo de preparación o práctica anteriormente.

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¿Qué son las pruebas psicométricas?

Las pruebas psicométricas (también conocidas como Pruebas de Aptitud) son ahora una parte común de los procesos de selección y evanotluación, por lo tanto un requisito necesario para solicitar trabajo.

Si tú aún no has completado una, es muy probable que lo necesites en algún momento en el futuro.
Con esto en mente, hemos preparado para ti la Guía actual para las pruebas psicométricas para explicar qué son, cómo se utilizan y cómo completarlas con éxito.

Antes de comenzar con el artículo a continuación, ten en cuenta que tenemos tres pruebas psicométricas de práctica disponibles para que las pruebes.

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Las pruebas numéricas son tramposas. Y cuando se trata de obtener mejores resultados, la preparación y la práctica son la clave.

Pero eso es más fácil decirlo que hacerlo…

Si estás explorando este tipo de prueba de aptitud por primera vez, o si estás buscando formas de mejorar tu capacidad, desempeñarte mejor y obtener más entrevistas y ofertas de trabajo, este artículo te brindará algunas estrategias prácticas que podrás usarlas de inmediato.

Y si deseas probar un examen de práctica en cualquier momento, tú puedes realizar nuestro examen numérico gratuito aquí mismo. Esta prueba tiene diez preguntas (e incluye respuestas y explicaciones completas).

Así que…

¿Cómo podrás aumentar tu puntaje de la manera más rápida y efectiva posible, incluso hasta el percentil 99?

Para obtener la mejor oportunidad de éxito, lee este artículo lentamente, sigue nuestros consejos prácticos y, cuando hayas terminado, practica con nuestras pruebas gratuitas.


Bonificación: puedes obtener acceso ilimitado y gratuito a la práctica de prueba (durante 30 minutos) en nuestro sitio web asociado JobTestPrep: Clic aquí.

La mayoría de las empresas utilizan pruebas psicométricas para evaluar candidatos

Las pruebas de razonamiento numérico a menudo forman parte del proceso de evaluación del empleador, generalmente como una prueba en línea después de su solicitud inicial de trabajo o como una prueba de vida real durante una entrevista o un día de evaluación.

Las empresas a menudo combinan pruebas numéricas con otro tipo de prueba, como Pruebas de razonamiento verbal, Pruebas de razonamiento lógico o Pruebas de juicio situacional.

Las pruebas generalmente siguen el mismo conjunto de reglas

La mayoría de las preguntas de las pruebas numéricas se basan en una breve explicación de información numérica o datos estadísticos.

Esta información resumida a menudo incluye tablas, gráficos o diagramas.

Para completar estas pruebas y obtener un puntaje alto, tú deberás responder una serie de preguntas de opción múltiple.

Para encontrar una respuesta a cada pregunta, necesitarás trabajar con los datos proporcionados en cada pregunta.

Estas preguntas están diseñadas para imitar la manipulación numérica de la vida real que a menudo se pedirá a las personas que realicen en su trabajo cotidiano.

Aquí hay un ejemplo de pregunta de prueba numérica:

Ejemplo de pregunta de prueba numérica

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Numerische Tests können knifflig sein. Übung und die richtige Vorbereitung sind der Schlüssel zum Erfolg.

Aber das ist leichter gesagt als getan…

Wenn Du zum ersten Mal über diese Tests nachliest oder wenn Du nach Wegen suchst um deine Fähigkeiten zu verbessern, besser abzuschneiden und mehr Interviews und Jobangebote zu bekommen, ist dieser Artikel ideal für Dich.

Hier erfährst Du von Strategien die Du sofort praktisch einsetzen kannst.

Falls du einen Übungstest machen möchtest kannst du hier jederzeit einen der kostenlosen numerischen Tests ausprobieren. Dieser Test beinhaltet zehn Fragen (mit Antworten und ausführlichen Erklärungen).


Wie kann man sein Ergebnis so schnell und effektiv wie möglich verbessern, selbst bis in der 99% Bereich?

Lies den Artikel am besten langsam durch, folge unseren Tipps und unseren Empfehlungen – so hast du die größten Erfolgschancen. Wenn du damit fertig bist kannst du einen unserer Übungstests kostenlos ausprobieren.

Los geht‘s

Bonus: Kostenloser uneingeschränkter Zugang zum Eignungs-Übungstest (für 30 Minuten) auf unserer Partner-Webseite JobTestPrep.

Die meisten Unternehmen verwenden psychometrische Tests um ihre Bewerber einzuschätzen

Tests zur numerischen Schlussfolgerung sind häufig ein Teil des Assessment-Verfahrens im Einstellungsprozess.

Am häufigsten tauchen diese in der Form eines Online-Tests nach der ersten Stellenbewerbung oder auch als Test während des Interviews vor Ort am Tag des Unternehmen kombinieren numerische Tests oft auch mit anderen Tests, wie z.B. über das Sprachverständnis, der logischen Schlussfolgerung oder situationsabhängige Beurteilungsfähigkeiten.

Die Tests folgen normalerweise dem gleichen Prinzip

Die meisten numerischen Testfragen basieren auf einer Momentaufnahme numerischer Informationen oder statistischer Daten.

Diese Informationen beinhalten häufig Tabellen, Graphen oder Diagramme.

Zum erfolgreichen Bestehen und für sehr gute Testergebnisse müssen einige Multiple-Choice-Fragen beantwortet werden.
Um die Antworten auf die Fragen herausfinden musst du die für die jeweilige Frage bereitgestellten Daten bearbeiten.

Diese Fragen wurden entworfen um reale Situationen und Herausforderungen des Arbeitsalltags nachzuahmen.

Hier ein Beispiel für eine numerische Frage:

Beispielfrage eines numerischen Tests

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The Watson Glaser Critical Thinking Appraisal, commonly referred to as the Watson Glaser test, is usually used as a pre-employment psychometric test largely used in the recruitment process for roles in the legal industry.

The Watson Glaser test consists of 40 questions separated into five sections, assessing the critical thinking skills of the candidate. The five sections are:

  • Inference
  • Recognition of assumptions
  • Deductions
  • Interpretation
  • Evaluation of arguments

This article will discuss the Watson Glaser test’s format and content and how it’s applied.

It will also suggest different ways that you can prepare yourself for the test, gives some examples of the types of questions you might face and some tips that will help you achieve the test score you need to progress.

What Is a Watson Glaser Test?

The pre-employment Watson Glaser test was developed by Goodwin Watson and Edward Glaser, and it focuses only on critical thinking skills and decision making.

The Watson Glaser critical thinking test (WGCTA) was originally published and used in 1964, with studies undertaken on its validity at predicting future success demonstrating that it is a useful tool in selecting candidates that have the required critical thinking skills.

This test has been widely used in the recruitment process for roles related to the legal industry because it allows candidates to demonstrate that they have the right level of logical thinking skills.

It can be used by the recruitment team to choose the candidates for the role that are able to draw conclusions, evaluate arguments and recognise assumptions.

The Watson Glaser assessment is a challenging test, which is why the top law firms globally rely on it to help filter through applicants.

The test is used by companies like:

  • Linklaters
  • Clifford Chance
  • Government legal services
  • Hogan Lovells
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Microsoft is one of the world's most commonly used computer software.

If you're working in an office, you are almost certain to use applications such as Microsoft Word, Excel, Outlook or PowerPoint.

Therefore, it makes perfect sense that employers want to know that you are proficient in these applications as part of their hiring process.

If your job requires data analysis or compiling data streams, you will likely need to be adept at using Microsoft Excel.

In these circumstances, you may be asked to participate in an Excel assessment test so a hiring manager can confirm that you know how to make the most out of the program.

With this in mind, we will look at what you could expect from a Microsoft Excel test.

Then, we'll take you through a series of Microsoft Excel practice test questions, and we'll give you everything you need to know so you can prepare for the Excel assessment.

What Is the Microsoft Excel Test?

Microsoft Excel is an incredibly powerful piece of software. It can help you to visualize and analyze data using a range of formulas and functions.

When configured correctly, your Excel spreadsheet should allow you to make calculations automatically and categorize and export data quickly and easily.

However, too many people only use the fundamental elements of Microsoft Excel.

They may know how to use columns and rows to create tables, but they may not make the most of its capabilities.

This is where the Microsoft Excel Assessment comes in handy.

A Microsoft Excel test is specifically created to assess a candidate's familiarity with the program.

Within the recruitment process, hiring managers can use the Excel test to see how well a potential recruit can cope with the tasks related to the job they are applying for.

As a result, they can identify any strengths and weaknesses and have greater insight into whether that candidate is the right person for the job.

Microsoft Excel Assessments can be conducted in different ways.

Some companies may choose an informal Microsoft Excel test, where they create an assessment independently.

For example, they may devise tasks or activities based on their usual work patterns and ask a candidate to manage these during an interview.

They may score the test in-house or use how the person works as an informal indication of what they can do.

Other companies may choose to invest in the more formal Microsoft Excel test.

There are three levels:

  • Basic
  • Intermediate
  • Advanced

These assessments are conducted by a third party and incorporate standardized scoring, allowing recruiters to compare and contrast candidates directly.

Most Microsoft Excel tests take place in two different formats:

  • Multiple-choice – The questions will focus on different areas of the software. Therefore, candidates need to be confident that they know how to use Microsoft Excel efficiently.
  • Simulation – Candidates will complete the tasks using a simulated version of Excel, which will monitor how the user behaves, giving scores based on timing, precision and accuracy.
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What Is a Cubiks Test?

The Cubiks tests were developed by the Cubiks assessment consultancy, which was founded in 2000.

In 2019, Cubiks was acquired by PSI Talent Management UK, an award-winning provider of psychometric assessments.

In 2022, PSI Services became Talogy.

Cubiks tests are available in more than 50 countries around the world. Many highly-regarded employers in the UK use Cubiks tests, including:

  • The UK Civil Service
  • National Audit Office
  • National Health Service

Cubiks tests are designed to help employers and organisations with recruitment, employee development and talent management. They are well known for their intuitive interface and easy-to-interpret structure.

When applying for job roles, you may be asked to complete one or more types of Cubiks test as part of the screening and selection process.

If you are already working, your employer might ask you to sit a Cubiks test assessment as part of the career development programme or talent management process.

This article offers an overview of what to expect from the Cubiks test. It also includes some Cubiks online test example questions and tips on how to succeed when taking the Cubiks test.

Cubiks Online Assessment – 3 Main Categories

The Cubiks online assessment is divided into three main categories:

  • Situational Judgement Tests (SJTs)
  • Logiks tests (Intermediate and Advanced)
  • PAPI personality tests

Organisations can choose to use a single category or a combination of categories. Read on to learn more about each of the different categories.

1. Situational Judgement Tests

These tests are used to learn more about a candidate’s skills and aptitude for tackling a range of work situations.

Situational judgement tests are often used as part of the recruitment process for leadership roles.

When completing the Cubiks Situational Judgement Test as part of the Cubiks online assessment, you will be presented with a brief overview of a situation you may face in the workplace.

This will be followed by a list of possible actions. Your task will be to either rate or rank the responses according to how effective you think they would be.

There are no correct or incorrect Cubiks online test answers for this section, but the responses you give will provide an indication of your personal leadership style and abilities.

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The Korn Ferry assessment is a tool used in the recruiting process for leadership positions.

The tests assess candidates across a range of skills, including:

  • Logic reasoning ability
  • Numerical reasoning ability
  • Verbal reasoning ability
  • Personality traits

As a result, the Korn Ferry assessment allows businesses to secure the best talent and identify individuals to be promoted to management positions.

The Korn Ferry assessment is an evaluation tool used by companies across the globe to ensure they employ the best talent.

The assessment comprises a series of smaller tests focusing on:

  • Numeracy
  • Reading comprehension
  • Logic
  • Personality
  • Leadership assessments

As well as a tool utilized during the interview process, the Korn Ferry assessments are often used when looking to promote team members into management positions.

This article will discuss the Korn Ferry assessment, explaining exactly what it involves and giving tips to enable the best chance of success.

What Is the Korn Ferry Assessment?

Korn Ferry was founded in Los Angeles in 1969 by Lester B. Korn and Richard M. Ferry.

Korn Ferry recognizes that many companies across the globe suffer from a potential gap.

Therefore, it uses expertise to help businesses identify the distance between their current position and where they need to be to reach their goals.

The Korn Ferry assessment has been developed to allow employers to identify leadership qualities alongside other personality traits and academic abilities.

The Korn Ferry assessment enables businesses to build diverse effective leadership teams that drive business success.

For this reason, Korn Ferry recruiting is highly regarded across the globe.

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If you are applying for an executive-level or management role, you might be expected to take an aptitude test as part of the recruitment process.

The Swift Executive Aptitude Test is a short assessment designed to measure specific aptitudes that are necessary for success in a leadership position.

In this article, you will discover more about the test, the structure of the assessment, and example questions.

You will also learn what you will need to bear in mind to be successful in the test, including tips about preparation and a breakdown of what to expect from the scoring.

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This numerical reasoning practice test has 10 questions.

The test has a mixture of numerical questions that vary in difficulty. 

Answers and full explanations are provided after you have completed a question.  You should aim to complete the test within 10 minutes.

Test Tips

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Take a Free Practice Numerical Reasoning Test

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This abstract reasoning practice test has 10 questions (and answers with full explanations).

Test Tips

For each question, choose which of the figures in the bottom line – A, B, C, D or E – completes the series in the top line.

The level of difficulty varies significantly, from easy to extremely hard. Items having the solution based on one rule are easy, while those with the solution based on four rules are extremely hard; the others are in between - medium and hard, respectively.

Your goal is to understand the logic of each question (the rules behind it). Do not despair if you can’t find the solution immediately, especially for the very hard questions!

Take a Free Practice Abstract Reasoning Test

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What is a Cognitive Test?

A cognitive test is an assessment tool designed to measure an individual's cognitive abilities, which are the mental processes involved in acquiring, processing, storing and using information.

Cognitive assessments are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, language comprehension, and more.

Cognitive function tests are commonly employed in several contexts, including education, clinical psychology, neuropsychology and employment assessment.

This cognitive ability practice test has been designed to help you prepare for the real thing.  

The test consists of a set of 10 questions, along with correct answers and full explanations.

What are the Topics Covered in a Cognitive Functions Test?

Verbal Reasoning

A verbal reasoning test is a type of cognitive assessment designed to evaluate an individual's ability to understand and analyze written information, as well as to draw logical conclusions and make inferences based on that information.

These test reading comprehension, critical thinking,inference and deduction, vocabulary and language skills and textual analysis.

Numerical Reasoning

A numerical reasoning test is a type of cognitive assessment designed to evaluate an individual's ability to work with numerical information, perform mathematical operations and make logical deductions based on numerical data.

These test mathematical problem solving, data interpretation, critical thinking and numerical literacy.

Logical Reasoning

A logical reasoning test, also known as a logical aptitude test or logical thinking test, is a type of cognitive assessment designed to evaluate an individual's ability to think logically, critically analyze information and make deductions based on structured patterns and rules.

These test pattern recognition, critical thinking, deductive and inductive reasoning.

Figural Reasoning

A figural reasoning test, also known as a non-verbal reasoning test, is a type of cognitive assessment that evaluates an individual's ability to analyze and solve problems using visual or abstract patterns and shapes, rather than relying on language or numbers.

These test visual patterns and shapes, pattern recognition, spatial skills and critical thinking.

How Difficult is the Cognitive Ability Test?


At the end of the test if you would like further practice, you can find more tests like this cognitive ability test at JobTestPrep.

Free Practice Cognitive Reasoning Test Questions

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Set of 10 questions, along with correct answers and explanations for each.

What is the Watson Glaser Critical Thinking Test?

The Watson-Glaser Critical Thinking Test, often referred to as the Watson-Glaser test, is a widely used assessment tool designed to evaluate an individual's critical thinking skills.

It is commonly administered as part of the hiring process for various professional and managerial positions, particularly in fields where critical thinking and problem-solving abilities are highly valued, such as law, finance and management.

What Does The Watson Glaser Test Assess?

The Watson-Glaser Critical Thinking Test assesses a range of cognitive skills and critical thinking abilities.

Specifically, the test is designed to evaluate a person's capacity to think critically, analyze information, and make reasoned and informed judgments.

What is The Watson Glaser RED Model?

The Watson-Glaser RED Model is a framework used in the Watson-Glaser Critical Thinking Test to assess and evaluate critical thinking skills.

The RED Model is a structured approach that helps individuals and organizations understand and apply critical thinking principles.

It stands for Recognize, Evaluate, and Draw Conclusions.

How to Prepare for the Watson Glaser Test?

Begin with a thorough review of critical thinking principles, logical reasoning and argument evaluation. Explore sample questions and practice tests provided by reputable sources to gain insight into the types of questions you'll encounter.

Next, sharpen your reading comprehension skills by regularly reading complex texts and analyzing their content critically.

Consider seeking guidance from professional test prep materials, courses, or tutors if available. They can provide valuable insights and strategies for success.

Free Practice Watson Glaser Test Questions

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This is a nine question diagrammatic reasoning practice test.

We recommend a time limit of nine minutes for this test

After you have given your answer to a question, you will be shown the correct answer and given a full explanation.

Test Tips

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Take a Free Practice Diagrammatic Reasoning Test

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This is a practice critical thinking test.

The test consists of three questions

After you have answered all the questions, you will be shown the correct answers and given full explanations.

Test Tips

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Take a Free Practice Critical Thinking Test

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Talent Q is a popular psychometric test provider used by employers worldwide to identify and develop top talent.

There are several test types published under the Talent Q name including numerical, verbal and logical reasoning, error checking, situational judgement tests and personality questionnaires.

Talent Q tests can be blended into custom assessments to suit a wide range of roles at varying levels of employment.

What Is the Talent Q Test?

The Talent Q test, or Talent Q assessment, is a term that refers to a collection of aptitude, performance and personality tests administered by the global consulting group, Korn Ferry.

Talent Q tests span five areas of assessment:

  • Cognitive ability
  • Competencies
  • Situational judgement
  • Motivations
  • Personality

They are commonly used to evaluate a candidate’s skills and job readiness in the early stages of recruitment.

Employers may also use a Talent Q psychometric test when looking to promote internally or to inform employee development.

Talent Q tests are increasingly popular with a range of employers because of the way they are designed, offering test flexibility and a reliable indicator of an applicant’s full potential.

Which Companies Use the Talent Q Test?

Talent Q tests are used by an increasing number of organizations due to their accuracy, versatility and reliability. Some of the major global employers known to make use of the Talent Q test library include:

  • RBS
  • Virgin Atlantic
  • Royal Mail Group
  • Lloyds Banking Group
  • Ford
  • B&Q
  • Citi
  • AstraZeneca
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This article will explain how the Wonderlic Scholastic Level Exam works and why it is the leading admissions test for higher education institutions across the country.

It will cover the various versions of the Wonderlic SLE test and their question formats, before offering options for Wonderlic Scholastic Level Exam practice tests.

This is because, like with all psychometric tests, familiarity can help build confidence.

Extra tips for preparing, including helping with nerves, are also suggested; the Wonderlic SLE test can be a daunting one, so it’s a good idea to research and plan as much as possible.

What Is the Wonderlic Scholastic Level Exam?

The Wonderlic Scholastic Level Exam (SLE) is a type of intelligence test that allows universities and academic institutions to select between candidates for their programs.

The Wonderlic Scholastic Level Exam aims to determine the candidates’ problem-solving skills as well as their ability to quickly learn, grasp and follow instructions.

It is similar to the Wonderlic Personnel Test (WPT), which many employers use during their hiring process to filter recruitment candidates.

Both the SLE and the WPT are considered to accurately predict training success and job performance, as well as being fair to minority applicants.

For this reason, they are commonly used as helpful tests of general cognitive ability in the workplace and for pre-employment selection. They are similar to IQ tests but are much faster to administer.

This exam was developed by Wonderlic (originally founded by Eldon F. Wonderlic after studying in the psychology department at Northwestern University).

Most universities and colleges across the USA require the SAT or ACT, but there is a growing number who are asking prospective students to take the Wonderlic Scholastic Level Exam.

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The Hogan Development Survey (HDS) is an assessment that is mainly used as part of the development and training process, often when employees are looking for promotions or moves into leadership positions.

As a personality assessment, the HDS looks at what is known as ‘dark side personality’ to evaluate the personality traits that could be derailment risks for future success.

In this article, you’ll get an in-depth look at the Hogan Development Survey and how it fits with the other types of assessment that Hogan produces.

You’ll find a detailed discussion of the specific traits that the Hogan Development Survey assesses and what this means in terms of work behaviours and why they are considered to be risks.

You’ll learn more about the structure and layout of the assessment and when you might need to take it, what the questions look like and how you need to answer them, the way the assessment is scored and some tips for success.

What Is the Hogan Development Survey?

Hogan is a well-known and respected publisher of assessments to be used both as part of the recruitment process and for employee development.

Established in 1987, Hogan focuses on occupational psychology and the science of personality, and its most used assessments are the ones that look at different facets of employee personality – the ‘bright side’, the ‘dark side’ and the ‘inside’.

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What Is the PwC Assessment Test?

When you apply for a coveted role at PwC, you will be asked to undertake a PwC assessment test as part of the recruitment process.

The PwC test are used to evaluate candidates on measurable skills, abilities, aptitudes and personality traits that are needed for success in the type (and level) of the role that you have applied for.

PwC is one of the Big Four accounting firms globally, and from their headquarters in London, England, they have offices in 157 countries, a presence in 742 locations, and they currently employ nearly 300,000 staff.

With roles available in various departments, from consulting to legal, operations to audit, and tax to technology, competition for advertised jobs is fierce, and the PwC assessments are recognised as being particularly challenging to help narrow down the candidate pool to those applicants who really have what it takes to be successful.

In fact, less than 50% of candidates will advance past the screening tests as the benchmark for a passing mark is very high.

When you are invited to complete an online assessment, there are several key aptitudes and skills that will be assessed.

The ones that you are evaluated on will depend on the role you have applied for, but they can include the following:

Tests are completed under timed conditions, and you might be asked to complete them in your own time (at home) or during an assessment day (in person).

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'AON assessments' are the new name for the cut-e tests, and they are often used as pre-employment evaluations for different skills, aptitudes, competencies and personality traits for various roles across different industries.

The AON assessments are characterized by being very short online assessment tests, and in many cases, candidates will be required to take more than one as part of a recruitment process.

With so much content to cover in all the different types of tests, it can be difficult to know what to expect from the AON assessments, which is where this guide will help.

Below you will learn more about why AON assessments are used and which companies use them as part of their hiring process.

We will discuss some of the features that the assessments have in common, as well as the most popular tests that are used by recruiters.

There will be some example questions with answers to get you familiar with the type of content you will be facing in certain tests and some helpful information regarding the way the AON assessments are scored and how you can give yourself the best chance to demonstrate that you have what it takes to be successful.

What Is the AON Assessment Test?

AON is well-known as a global financial services firm, and they acquired the cut-e testing battery so that they can provide top-of-the-range candidate evaluation and personnel development tools based on a scientific framework and testing methodology.

There are many different cut-e tests, including:

They use the latest in innovative technology to make it easier for candidates to complete the assessments, and for recruiters to gather the data they need to make the right decision about which candidates to take further in the recruitment process.

There are many companies that use AON cut-e tests, including:

  • Dell
  • PwC
  • Deloitte
  • Siemens
  • UBS
  • Adidas
  • Morgan Stanley
  • Proctor & Gamble
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The CogAT Grade 4 test is used to understand a student’s thinking and reasoning abilities. It is not a test of learned knowledge; rather, it is a diagnosis of how they learn.

The 4th Grade CogAT test measures reasoning ability in three key areas: verbal, non-verbal and quantitative.

The assessment is often used to identify students for gifted and talented education programs.

If your child has been selected to sit the CogAT test in 4th grade, it can be confusing to know what to do to help.

This article will help you to answer these questions:

  • What is the CogAT test?
  • What skills is the test assessing?
  • What is the format of the test?
  • How can I help my child prepare?
  • What skills can we practice?
  • What is the scoring system?

What are CogAT tests?

The CogAT, or Cognitive Abilities Test, is an assessment published by Riverside Insights.

It is important to note the CogAT is not a test of learned knowledge. It is designed to identify a student’s capacity for learning and reasoning skills.

The CogAT is principally used for three reasons:

  1. To determine reasoning ability in relation to peers
  2. To understand the academic potential of students
  3. As entry onto talented or gifted programs

Traditional academic tests are used to identify what a child has learned. In contrast, the CogAT identifies how they learn.

The multiple-choice test uses three distinct batteries of questions. These assess verbal, non-verbal and quantitative reasoning skills.

The results are used to predict their potential for learning in comparison to their peers.

The test is administered to students from kindergarten to the 12th grade.

The content is differentiated between levels in line with expected developmental ability. The tests get progressively more difficult.

Students in grade 4 generally take the level 10 assessment. The level below may be used if the test is administered at the start of the school year.

Also, more gifted students may take a higher level, so check beforehand which level has been assigned to your child.

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When applying for a job application, you may find that, along with providing your CV and attending an interview, you will be required to complete an IKM assessment.

This assessment will serve as a supplement to your overall application. So, you must understand what it entails and how it contributes to your application.

This article will explain the specifics of the IKM assessment, why it is important and how you can prepare for it.

What Is IKM?

The International Knowledge Measurement Service (IKM) offers organizations various assessments for employees and candidates among various career disciplines.

Among other things, this assessment ensures that employees hold the necessary requirements to go through the organization’s recruitment process.

Employee candidates will take the IKM assessment online remotely (self-supervised) or with client-side supervision from the organization.

The IKM assessment uses adaptive testing, meaning the difficulty of questions is dynamically selected based on the employee candidate’s previous answers.

This ensures that the assessment questions are neither too difficult nor too easy, greatly reducing the testing time.

The IKM also uses a unique IKM Adaptive Methodology to define the employee candidate’s Proficiency Profile.

Unlike other assessment services such as eSkill or Test Gorilla, IKM can use this method to adapt to the assessment taker’s sub-level skills.

The Proficiency Profile will allow organizations to assess the employee candidate’s relevant knowledge, work speed and practical experience, as well as identify the candidate’s strengths and weaknesses.

The IKM assessment generally focuses on the employee candidate’s skills. The candidate’s aptitude and attitude will also factor in the overall assessment.

Administrators will also have the ability to tailor the IKM assessment to suit the relevant career type.

This ensures that the candidate’s assessment results are wholly relevant to the organization’s needs.

What Is the Purpose of the IKM Assessments?

Organizations can use IKM assessments for employment screening to supplement an employee candidate’s job application.

It may also be used as a training method during the recruitment process.

The assessment can also be used as a valuable training method for existing employees as well as providing certification.

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The HESI A2 test is a series of tests administered by Health Education Systems Incorporated to those wanting to enroll on nursing programs.

It covers eight topics, including math, biology and grammar.

As these tests determine whether you get accepted, you must prepare to achieve your best possible score.

To help with your preparation, this article focuses on the HESI math test and covers:

  • What is on the HESI A2 math test
  • Example questions
  • Tips for preparing for and taking the test

What Is the HESI A2 Test?

The HESI A2 test is a series of aptitude tests, known as subtests, designed by Elsevier to assess whether a candidate has the skills to achieve their NCLEX-RN (or similar) for nursing school.

The eight subtests the students are expected to complete are:

  • Math
  • Reading comprehension
  • Grammar
  • Vocabulary
  • Biology
  • Chemistry
  • Anatomy and Physiology
  • Physics

Only some programs require all eight tests.

They are available online remotely, at a testing center, and at your school.

The math test has 55 questions, while the reading, grammar and vocabulary tests consist of 50. Biology, anatomy and physiology, and chemistry all have 30 questions, and physics has 25.

All the questions are multiple-choice, and the time limits vary from 25 to 50 minutes.

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The Delta Assessment Test is a group of online tests that forms part of the Delta Airlines hiring process.

If you are applying for job roles with Delta, you may be asked to complete one or more of the Delta Assessment Tests.

Your test results will help the hiring manager to decide whether you are suitable for the job role you have applied for.

The tests you are asked to take will vary according to the job role.

Some of the tests used by Delta include personality tests, Delta aptitude test or assessment, language tests and situational judgment tests.

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The Deloitte immersive online assessment is a psychometric aptitude-style test. It is used to identify a candidate’s strengths and weaknesses.

Questions vary but are likely to include situational judgment style questions that link to the roles at Deloitte.

Candidates are also tested on their numerical reasoning and presented with personality questions.

What Is the Deloitte Immersive Online Assessment?

The Deloitte Immersive Online Assessment is an aptitude-style test for the global consulting firm Deloitte.

It is the second stage of the recruitment process following a successful online application.

The test presents scenarios you are likely to expect during a typical workday as an analyst.

It is used to assess candidates for graduate, internship and other roles in the finance and accounting industry.

The overall theme of the test is focused on technology, the digital world and innovation.

There are 35 questions across five sections. These are a mixture of verbal reasoning, numerical reasoning and situational judgment questions.

To create the immersive test experience, candidates are presented with written texts and audio and video sources.

For example, these might include recorded voice messages or emails. You need to analyze a range of sources to identify the correct response.

The test isn’t timed, but most candidates complete the assessment within 60 to 75 minutes.

This article covers the following:

  • What to expect in the Deloitte online assessment
  • The types of questions included in the test
  • Some examples of similar questions
  • Tips to help you prepare
  • What to expect after taking the assessment

Competition for a role in Deloitte is fierce. As one of the big four management consultancy firms, the assessment process is tough.

The majority of candidates fail to pass this stage of the assessment process.

To improve your chance of success and reach the interview stage, adequate preparation and practice are required.

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Competition is tough for jobs on the Crossover recruitment platform.

There are thousands of applicants for each role, and only the top 1% are offered a contract.

After a successful initial application, the first step is taking the Crossover Cognitive Aptitude Test (CCAT).

To help you prepare, this article covers the following:

  • How Crossover works
  • The recruitment process
  • What to expect in the CCAT
  • The scoring system
  • Tips to help you prepare

Considering Crossover for Work: Cognitive Aptitude Test

Crossover is a recruitment platform that matches skilled talent with high-profile client companies.

Featured roles are remote and full-time and offer attractive salaries.

Some common industry areas include:

  • Software development
  • Engineering
  • Business and operations
  • Leadership
  • Sales and marketing

The company receives thousands of applications for each job advertised.

To filter prospective candidates for the first step of the application process, Crossover uses the Criteria Cognitive Aptitude Test (CCAT).

The CCAT is published by Criteria Corp, a pre-employment test specialist company.

It is a test of aptitude rather than knowledge.

These cognitive skills are considered to be the best indicator of likely job performance.

The screening is fair and objectively measures applicants without unconscious bias.

Following the initial online application, all candidates move through the following stages of the selection process.

  • Step 1 – Criteria Cognitive Ability Test (CCAT)
  • Step 2 – English proficiency test
  • Step 3 – Real-world test assignment
  • Step 4 – Interviews
  • Step 5 – Accept job offer

To progress to the second step, candidates must pass the CCAT.

What is the Crossover Cognitive Aptitude Test?

The CCAT is an aptitude test that measures a candidate’s cognitive skills.

Designed by the test developer, Criteria, the CCAT assesses:

  • Problem-solving skills
  • Critical thinking
  • Logical reasoning
  • Spatial reasoning
  • Verbal and numerical reasoning
  • Learning ability

The test is short, with a strict time limit of 15 minutes.

There are 50 questions in total, but don’t expect to complete them all in the time frame.

Questions can also be skipped so you can focus on ones that play to your strengths.

You cannot return to previous questions, and they get progressively more challenging.

The successful score depends on which industry you are applying for.

However, 35 out of 50 is considered to be the minimum.

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The Federal Bureau of Investigation (FBI) is the domestic intelligence and security service of the USA.

The agency investigates serious offenses such as terrorism, public corruption, cyber-attacks, and violent and organized crime.

The FBI's mission is to protect the American people and uphold the American Constitution.

The FBI has over 37,000 employees across hundreds of locations in the US.

To work for the FBI, you must fulfill specific criteria which include:

  • Be a US citizen
  • Be able to obtain an FBI Top Secret clearance
  • Pass the FBI polygraph examination
  • Pass the FBI Phase 1 test
  • Adhere to the FBI drug policy

Roles available at the FBI include computer scientists, nurses, engineers, technicians, contract specialists, and of course, police officers.

It is important to note that the recruitment process can take over one year, so you must be willing to wait several months for the chance of your dream role.

In this FBI Phase 1 test prep guide, we will delve into the role of FBI special agents – upholders of the law that seek out cybercrime and infiltrate organized attacks such as terrorism.

When applying to be a special agent, you are required to take the FBI Phase 1 test.

What Is the FBI Phase 1 Test?

The FBI Phase 1 test is an assessment that evaluates your personality and suitability for a role as a Special Agent at the FBI.

The test is conducted online and is split into five parts.

As the second stage of the process, the FBI Phase 1 test is done after the successful completion of a written application.

The test is designed to assess several skills and qualities that are required for a role as an FBI special agent.

These include critical thinking, logical reasoning and personality. The test will also assess your background experiences.

Your answers are then compared to the benchmark of what is suitable for an FBI agent.

The five sections of the FBI Phase 1 test are:

  • Logical reasoning
  • Figural reasoning
  • Personality Test
  • Preferences and interests
  • Situational responses

The assessment takes three hours to complete.

When applying for roles at the FBI, long waiting times are typical. The full special agent recruitment process can take over 20 months to complete.

If this is your dream job, it is certainly worth the wait as it is one of the most attractive career paths within any government agency.

To reflect this, the recruitment process is challenging and designed to reduce the number of candidates who could move on to the next stage.

This ensures that only the very best move through the application phases. In fact, only 30% of candidates can pass the FBI Phase 1 test.

You may have taken a personality test before, but the FBI Phase 1 test questions are framed and marked in a different way to other assessments.

Therefore, you should ensure you use FBI Phase 1 test practice questions and prepare in advance of the test.

It can be hard to plan for, but this is essential to get into the top 30% of successful candidates.

If you pass the FBI Phase 1 test, you will undergo background checks and receive an invitation to a regional meet-and-greet interview.

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The main purpose of the CogAT Test grade 3 is to find out if a third grader is showing signs of being very smart.

Most of the questions on the test are about verbal, numerical and non-verbal reasoning. It's meant to show how a child might compare to other kids his or her own age. The CogAT grade 3 test can also be used to make individualized learning plans for kids.

The CogAT (Cognitive Abilities Test) is a standardized test used to measure children's cognitive abilities in the 3rd grade – age 9.

This test assesses a range of cognitive abilities, including verbal, quantitative and nonverbal reasoning. The CogAT is often used to identify gifted children and help educators develop appropriate educational plans.

This article will give insights and tips into how your child could pass the CogAT Test for 3rd grade students.

Why Is the CogAT Test Grade 3 Used?

The CogAT provides educators with a better understanding of a child's cognitive strengths and weaknesses.

This understanding can help teachers develop appropriate educational plans addressing the child's needs.

By identifying a child's strengths, teachers can create opportunities for them to excel and develop their potential.

Likewise, teachers can create strategies to help the child improve in those areas by identifying weaknesses.

One of the benefits of the CogAT is that it is a reliable and valid measure of cognitive abilities.

The test is standardized, meaning that it has been administered to a large number of students, and the results have been analyzed to ensure that the test is measuring what it is intended to measure.

The test is also reliable, producing consistent results when administered to the same group of students multiple times.

Because much of the test is considered non-verbal, the test is useful for children who speak English as a second language.

Another benefit of the CogAT grade 3 is that it can help to identify potentially gifted children.

The test measures a range of cognitive abilities, including those that are often associated with giftedness, such as verbal and nonverbal reasoning.

By identifying children who excel in these areas, educators can provide appropriate educational opportunities to help them reach their full potential.

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The MAP Test 2nd grade is a computerized test taken by children in the 2nd grade. It is designed to evaluate what the children already know and what they are ready to learn.

The test includes three sections:

  • Reading
  • Language
  • Math

Schools may not administer all three sections and may instead focus on one or two sections to measure pupils’ progress in those subjects.

What Is the 2nd Grade MAP Test?

The NWEA Measures of Academic Progress (MAP) Growth test, or in this case, the MAP Test 2nd grade, is taken by pupils in the 2nd grade of primary education, typically aged between seven and eight years old.

The test is used to assess the academic progress of pupils in the 2nd grade and evaluate the level they are learning at.

It is usually taken three times throughout the school year.

The timeline for the MAP test is as follows:

  • The first test is taken at the beginning of the year. These 2nd grade Spring MAP scores are used to benchmark pupils’ current educational standard.
  • The second test is taken in the Winter to determine progress since the first assessment.
  • The third test is taken in the Spring to demonstrate the level of academic growth throughout the year.

The purpose of the test is to evaluate what Grade 2 students already know, as well as their potential for learning new information.

It can also be used as a qualifier for entry onto gifted programs. As the MAP test is computerized, pupils will take the assessment online.

There are three sections in the MAP test for 2nd grade:

  • Reading
  • Language
  • Math

However, schools do not need to administer all three sections.

The MAP test is adaptive, which means that when a student gets an answer correct, they are provided with a more challenging question.

If they answer a question incorrectly, the next question they get will be easier.

The adaptive style of the MAP test allows students the opportunity to answer questions that are above or below their grade, depending on their intellectual capacity.

Your second grader’s school will use pupils’ scores to determine if they are ready for the next step of academia.

In this guide, we will explain the format of the MAP Test 2nd grade, as well as how to help your child prepare for this academic assessment.

The exam will test pupils’ 2nd grade MAP skills. As this test is taken by second graders, it is crucial that parents and carers understand why and when the test is taken to properly support the child.

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This article looks at the OAR Test, an aptitude test for those applying to be officers in the Navy, Marines or Coast Guard.

It will delve into what the test consists of, OAR practice tests, the format and the scoring system.

What Is the OAR Test?

OAR stands for Officer Aptitude Rating and the test is taken by those who want to become an officer in the US Navy, Marine Corps or Coast Guard. It is part of the Aviation Selection Test Battery Exam.

To be eligible for the OAR Test, you need to meet the minimum criteria for applying to the officer training program.

The test, developed by the US Military, can be taken up to three times in a person’s lifetime, and your score will determine whether you qualify to join the officer training program or not.

The Navy OAR Test consists of math, reading and mechanical comprehension tests and lasts between one to one and a half hours.

It is classed as a progressive aptitude test, which means that the questions adapt to your answers. The better you answer, the more challenging the questions will become.

The scoring system can vary depending on what branch of the military you’re applying for, but it is strongly advised to aim to get above the minimum score.

The spaces on the officer training programs are limited and highly sought after, so the higher your score, the more chance you have of securing a place.

Even if you have great fitness levels, good recommendations and history in the Navy, the score on your OAR Test needs to be as high as possible.

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The NEO Personality Inventory is a psychometric tool used to evaluate personality traits.

It is acknowledged globally and is used by recruiters and employers before hiring and, more broadly, to evaluate career potential.

The NEO Personality Inventory test is heavily associated with the 'Five-Factor Model' (which you may also know as the 'Big Five Personality Test') to identify personality traits.

It is widely believed that each person's personality can be broken down into five main categories. The NEO PI personality test looks at each of these five categories separately to create an understanding of who you are.

In this article, we'll look at the NEO PI test, why employers use it, and what you could expect if invited to participate in a NEO Personality Inventory test.

What Is the NEO Personality Inventory Test?

The NEO Personality Inventory (NEO PI) is a widely used personality assessment tool that measures five major dimensions of personality:

  • Neuroticism (N)
  • Extraversion (E)
  • Openness (O)
  • Agreeableness (A)
  • Conscientiousness (C)

The five personality traits also spell out the words OCEAN or CANOE. Therefore, you may also see it referred to by these acronyms.

The test, sometimes referred to as the Revised NEO Personality Inventory (NEO PI R test), was first developed in the 1980s by Paul T. Costa and Robert R. McCrae, two psychologists who worked at the National Institute on Aging in the United States.

The NEO PI uses a statistical technique called factor analysis, which identifies patterns in large amounts of data.

The test consists of 240 items that are rated on a Likert scale. Respondents are asked to indicate how much they agree or disagree with statements about themselves.

The NEO PI aims to assess an individual's personality traits comprehensively. The five dimensions measured by the test are believed to be universal and stable over time.

In addition, they are related to a range of important life outcomes, including academic and occupational success, mental health and physical health.

The NEO PI is used by psychologists, researchers and other professionals in various settings, including clinical and counseling psychology, educational and vocational counseling and research on personality and individual differences.

It is also commonly used in employee selection and other workplace settings to assess job fit and performance.

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The Air Traffic Controller (ATC) Test, also known as the Air Traffic Skills Assessment (ATSA) is an exam used as part of the air traffic controller hiring process. It is a challenging assessment consisting of seven subtests designed to evaluate an applicant's aptitude for the role.

Becoming an air traffic controller is a challenging and rewarding career that requires extensive training. The Air Traffic Controller Test (previously known as the Air Traffic Selection and Training (AT-SAT) exam) is an important part of the selection process. 

The Air Traffic Skills Assessment (ATSA) measures a candidate's ability to handle the demands of the job. 

In this article, you’ll find example questions, a guide and tips for preparing for the ATSA exam.

This article relates specifically to the ATC test used in the US. Candidates in other countries may be expected to take a different version of the test. 

What Is an Air Traffic Controller Test?

The Air Traffic Controller Test is a computer-based pre-employment exam. It is taken as part of the air traffic controller hiring process. 

It is one of the screening tests used to select the most suitable candidates for Air Traffic Control trainee positions. 

It is a type of aptitude test designed to evaluate the necessary skills and attributes required by the job. 

The test typically measures a range of cognitive abilities, such as logical reasoning, spatial orientation, multitasking, memory recall, problem-solving ability and other relevant skills.

For example, candidates must match certain behavioral and personality characteristics to be considered for the position.

The application procedure is highly competitive. Candidates must aim to achieve the highest grade on the exam to have a chance of securing a job.

The assessment is taken at an ATC testing center and is administered by Pearson VUE.

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What is the CliftonStrengths test? This online assessment analyzes your personality and strengths for personal and professional development. You can purchase the basic test from Gallup for $19.99 and get a basic understanding of your top five personality themes. Or take the comprehensive version for $59.99 and receive a report that ranks all 34 themes and highlights your areas of excellence as well as your blind spots.

When applying for a job, you may find that the recruitment process consists of many different steps. There is the initial application form to start and usually an interview to finish. In the middle, there may be an assessment – an aptitude, intelligence or personality test.

The CliftonStrengths test is one assessment used by employers during the onboarding process. It was previously known as the CliftonStrengthsFinder.

In this guide, you will learn about the CliftonStrengths personality test and how it is used in recruitment.

What Is the CliftonStrengths Test?

The CliftonStrengths test, developed in 1999, is an assessment tool that assesses how someone performs on four domains within 34 themes and works with a strengths-based approach.

The four distinct domains of leadership strengths are:

  • Executing
  • Influencing
  • Relationship building
  • Strategic thinking

This web-based tool will identify talents that can be turned into strengths and how each team member can contribute to the company’s overall group goals and a successful outcome.

The questions in the assessment were created based on 30 years of research of human strengths, so it is regarded as an accurate and well-renowned test. 

What’s more, the CliftonStrengths test has been repeatedly subjected to psychometric examination and found to have strong reliability and validity.

The test measures a person’s strengths in the following areas:

  • Emotional intelligence
  • Cognitive ability
  • Social skills
  • Special talents

The organization that hosts the CliftonStrengths assessment is Gallup. Rooted in positive psychology, this Gallup test is designed to help companies choose the best candidates for job roles. It provides insight into the applicants’ interpersonal qualities and how well they would fit into the workplace.

The CliftonStrengths test assesses your personality and natural strengths. The tool allows employers to see what you are naturally good at, as well as your potential to grow. 

This means that if you tend to go hard on yourself, or find you are stronger in some areas and lacking in others, the test will give an insight into how you can use your strengths and build on areas of potential. 

If you are taking it as part of a job application, the CliftonStrengths test cost will be covered by the organization you are applying to.

As well as being used to screen potential new starters, the Gallup StrengthsFinder test can be used by anyone who is curious about their personal strengths. 

It can be a good developmental tool to improve interpersonal qualities such as positivity, situation analysis and empathy. If you want to take the test online for your own development, you will cover the CliftonStrengths test cost.

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The police psychological exam is a crucial part of the hiring process for law enforcement agencies. It is a personality test that confirms how suitable an applicant is for working in the police. The police psych test is used by most law enforcement agencies across the United States, although key details may differ from state to state.

What Is the Police Psychological Exam?

The police psychological exam is a series of tests and assessments administered to individuals who are seeking to become police officers.

The purpose of the exam is to evaluate a candidate's psychological fitness for the job and identify any potential psychological issues that may interfere with the candidate's ability to perform the duties of a police officer.

The psychological test for police officers typically consists of a written test and an interview with a licensed psychologist or psychiatrist who specializes in police psychology.

  • The written test may include questions related to the candidate's personal history, as well as their knowledge of law enforcement procedures and protocols.
  • The interview will cover topics such as the candidate's communication and interpersonal skills, ability to handle stress, emotional stability, and decision-making skills.

The results of the police psychological exam are used to determine whether a candidate is suitable for a career in law enforcement.

In some cases, the results may indicate that a candidate needs further evaluation or treatment before being considered for employment as a police officer.

Therefore, a police psych exam is an important tool for ensuring that police officers are mentally and emotionally prepared to handle their job's demanding and often stressful nature.

In this article, you’ll learn more about what potential candidates can expect from the police psychological test.

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The Predictive Index Test is a useful tool that is frequently used by employers around the world as part of their recruitment plans. Typically used in the early stages of the application process, the Predictive Index Assessment can identify an applicant’s cognitive capabilities as well as their behavioral traits. This helps them to quickly assess whether the applicant is right for the job.

The Predictive Index (PI) Test is a behavioral assessment tool often used by hiring managers (and HR managers) to measure an individual's personality and work-related behavioral traits.

Predictive Index tests are designed to predict how an individual may perform in a specific role or position based on their innate behavioral tendencies and personality traits.

In this comprehensive guide, you’ll learn more about Predictive Index assessments. You will discover what to expect from a PI test and figure out how to fully prepare for the test day.

What Is a Predictive Index Test?

The Predictive Index Test typically includes two types of assessments: the Predictive Index Cognitive Assessment (PICA)™ and the Predictive Index Behavioral Assessment (PIBA)™.

The PICA measures an individual's cognitive abilities and problem-solving skills.

The test usually consists of multiple-choice questions that require individuals to apply their cognitive skills, such as verbal, numerical, and abstract reasoning abilities, to solve problems and answer questions.

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In this comprehensive guide, you’ll discover everything you need to know about the Capital One assessment and interview process.

These are designed to help the company select the best candidates for its team. To increase your chance of getting hired, it's important to be prepared.

Find out what to expect, how to prepare and the skills and qualities Capital One hiring managers are looking for in a candidate.

What Is the Capital One Assessment Test?

Capital One is an established financial services company with a focus on technology and innovation.

To become an employee, or ‘associate’, at Capital One you'll need to pass a series of online assessments and interviews.

The Capital One hiring process is as follows:

  • Complete your application on the Capital One Workday system
  • Upload your resume and supporting documents
  • Complete online assessment
  • Virtual interviews online
  • Power Day interview – The final round

You will be sent a link for online assessments through your Workday account.

Interviews are generally held online using Zoom, but telephone interviews may also be required.

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CogAT stands for Cognitive Abilities Test. These tests are normally administered by a classroom teacher or instructor, although some schools employ a specialist or test proctor to administer the test.

Many parents are interested in learning more about helping their children to succeed academically.

Achieving a high CogAT score could mean your child is eligible to join gifted or talented programs designed to enhance their development and learning.

In other schools, it is used as a tool to identify a pupil’s individual strengths or predict their future academic performance.

The CogAT test for 2nd grade is a cognitive ability test aimed at children around the age of eight years old.

It is often used as a pre-admission exam by gifted and talented schools and programs. It is designed to evaluate pupils’ cognitive abilities, including basic linguistic and math skills.

The test is made up of three sections or batteries:

  • Non-verbal battery
  • Verbal battery
  • Quantitative battery

On the CogAT test 2nd grade, candidates are required to read the test questions instead of listening to the questions being read by the test proctor.

If you are looking for ideas on how to prepare your child for the CogAT test 2nd grade, read on to learn more.

What Is CogAT Test 2nd Grade?

The CogAT (Cognitive Abilities Test) was developed by Riverside Publishing, which is part of Houghton Mifflin Harcourt.

It is designed to assess problem-solving and reasoning skills in the following areas:

  • Non-verbal
  • Verbal
  • Quantitative

Research has shown that high levels of ability in these three areas is linked to academic success.

If your child is considered potentially talented or gifted, they may be asked to sit a CogAT as part of the program entrance process.

Different CogAT tests are available for different age groups, from Kindergarten (K) up to grade 12.

In this article, you can find more information on the CogAT test 2nd grade. The CogAT test is used by schools across the US to help them identify exceptionally gifted pupils.

Each of the test levels corresponds to the age of the pupil sitting the test. For example, if your child is in grade 6 (aged 12), they will be sitting the Level 12 version of the test. Occasionally, schools may choose to administer a higher level CogAT to talented or gifted pupils; however, this is unusual.

Second grade pupils being considered for gifted programs will usually sit the CogAT Level 8 test. This test is made up of 154 questions and takes 122 minutes to complete.

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The IBEW aptitude test is a prerequisite for those wishing to complete an electrician apprenticeship. It’s a timed test that allows employers to identify if someone has the right skills for an apprenticeship with the International Brotherhood of Electrical Workers.

The International Brotherhood of Electrical Workers (IBEW) is the official representative of more than 750,000 electricians across the US. To work as an apprentice, potential electricians must pass the electrician aptitude test, also known as the IBEW aptitude test.

Let's take a deep dive into this assessment to see what you should do to prepare for and pass the electrical apprentice aptitude test.

What Is the IBEW Aptitude Test?

The IBEW (International Brotherhood of Electrical Workers) aptitude test is a standardized test used to assess an individual's aptitude for electrical work.

The IBEW and its partner organizations use the test to select candidates for apprenticeships and other training programs.

What Is the IBEW Entrance Exam Used For?

Electrical work is hugely popular in the US because, as a skilled trade, it's a sector that has good job prospects, both in terms of wage structure and job security.

According to, the average salary of an electrician is almost $60,000 per year.

Moreover, as an increasing number of everyday items transition into electrical or digital variations, the demand for qualified electricians will likely continue to soar.

Most candidates choose to take the apprenticeship route to gain employment as an electrician. This allows them to learn on the job while also undertaking the rigorous training that they need to keep themselves (and their customers) safe.

But, before you can begin an apprenticeship, candidates must pass the IBEW aptitude test.

This test for electrical apprenticeship suitability will give detailed insight into whether you have the right skills and aptitudes to succeed as an electrician. It's not about checking your electrical knowledge.

It's about identifying your math and reading skills – if those are not up to par, you might not be suited to a career as an electrician.

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Many schools use the CogAT Test 6th Grade to assess the non-verbal, verbal and quantitative abilities of sixth-grade students.

The Level 12 CogAT test is a useful tool for checking a student’s individual academic strengths and weaknesses. It can also be used as a screening assessment for entry into the gifted and talented program.

What Is the CogAT Test 6th Grade?

'CogAT' is an acronym for Cognitive Aptitude Test.

CogAT tests are usually administered at school by a teacher or instructor, although some schools employ test proctors and specialists to administer the tests.

This guide is designed to support you and your child through the CogAT Test 6th Grade. You can use it to find out what to expect from the test and tips on how to prepare for it.

We have also included information on the purpose of the test and how to interpret your child’s results.

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The Procter and Gamble Assessment Test describes a series of pre-employment screening tests used by Procter and Gamble (P&G).

If you have applied for a job at P&G, you will be expected to sit these tests as part of the hiring process.

Each of the different tests is designed to assess a specific aptitude that is required for a job role at P&G.

In this article, you can learn more about the different tests used by Procter and Gamble. We have also provided tips on how to prepare for the assessments.

What Is the P&G Assessment Test?

The selection process for Procter and Gamble is highly competitive. More than one million people apply for P&G jobs each year, but only 1% of those candidates are offered a job.

If you are applying for jobs at P&G, you will be expected to sit the P&G Assessment Test at an early stage of the application process.

The P&G Assessment Test was formerly known as the P&G Reasoning Test. Once you have completed the online application form, your details will be reviewed by the shortlisting panel.

If your application is considered suitable for the job role you have applied for, you will be asked to sit the P&G Assessment Test.

To take the test, you will need to open the link sent to you by the hiring team.

You can take the test remotely.

You may be asked to sit the Interactive Assessment, the PEAK Performance Assessment, or both – this will be dependent on the job role you have applied for.

The Interactive Assessment measures cognitive abilities and the PEAK Performance Test looks at situational judgment and personality.

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The 4th grade MAP test is a computer-adaptive test taken three times a year to track your child’s academic development in grades 2 to 5.

It measures reading, language and mathematical abilities and is a useful tool for understanding your child’s current academic level, and identifying areas that need additional support and those students eligible for gifted and talented programs.

As tests can be a challenging experience for younger children, proper preparation is essential.

Throughout this article, you’ll find details about the test, example questions and the best ways to help your child prepare for the MAP test (grade 4).

What Is the MAP Test Grade 4?

The Measure of Academic Progress (MAP) Test is an adaptive aptitude test created by the Northwest Evaluation Association (NWEA).

It is designed to track your child’s academic progress throughout their school life and is administered three times during the year.

The MAP test grade 4 is taken at the beginning, middle and end of grades 2, 3, 4 and 5.

The first test is in Fall and sets the benchmark for your child’s performance. The second is in Winter and assesses their progress.

The final time is in the Spring and measures how far they have progressed and if they are ready for the next grade.

The adaptive nature of the test means that your child will only answer questions they can answer.

For example, if your child is in the 3rd grade and finds their first questions challenging, the next question will be easier.

Equally, if your child finds the first questions easy, the next question will be harder and include topics learned in the 5th grade.

The test will adapt after each question, making it unique to your child. The 4th grade MAP test scores are also unique to your child and will clearly reflect where they need additional support.

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The Measures of Academic Progress (MAP) test is a widely used tool that measures a student’s progress and growth based on the common core curriculum followed by most US schools.

This adaptive, computer-based test provides educators with valuable data to evaluate learning and tailor instruction to meet individual needs.

The 3rd grade MAP test is specifically designed to measure growth and achievement in reading skills, language usage and mathematics.

This guide is a comprehensive overview of the MAP test for third-graders, including what the test measures, how it works and tips for preparing your child for the test.

What Is MAP Testing for 3rd Grade?

The 3rd grade MAP test was developed by the Northwest Evaluation Association (NWEA). It is responsible for creating reliable assessments that accurately measure student learning.

The MAP test is one of the most popular assessments developed by NWEA and is used by many schools across the USA to assess students from kindergarten to 12th grade.

The 3rd grade MAP test accurately measures student growth and achievement across different subject areas.

These are:

  • Reading skills
  • Language usage
  • Mathematics

Each subject area covers different aspects designed to measure students’ understanding of various concepts and skills.

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The Renaissance Star testing uses a scaled score system to evaluate student performance. With a range of 0 to 1,400 for Star Reading and Star Math tests and 300 to 900 for Star Early Literacy tests, the scaled score is a numerical representation of a student’s overall performance.

This scoring system helps educators accurately track and measure academic growth over time.

This guide includes useful tips and Renaissance Star testing sample questions to help students prepare for the test and feel confident on test day.

A List of Renaissance STAR Tests Available for Practice in {YEAR}

What Is the Renaissance Star Assessment?

Renaissance Learning Star testing is a widely used computer-adaptive test that measures student proficiency in reading, math and early literacy.

Star assessments provide teachers and administrators with valuable insights into student progress. It also helps identify areas where additional support may be needed.

The Renaissance Star testing was developed by the education technology company Renaissance Learning.

The company was founded in 1986 by Judi and Terry Paul, who wanted to develop software to help students improve their reading skills.

The Renaissance Star reading test was first introduced in 1996 and has since become a widely used assessment tool in many schools across the USA and worldwide.

It is designed to be administered online and is available in English and Spanish languages, making it accessible to a diverse range of students.

The Star tests are used to:

  • Evaluate student learning
  • Identify areas of strength and weakness
  • Guide future educational instruction
  • Measure growth and progress over time

Custom tests tailored to a specific audience are also available.

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