An aptitude, or psychometric test is a test that measures ability, preference or behavioural competence.

Ability tests have right and wrong answers, such as a numerical reasoning test.

Preference is measured using personality, whilst behavioural competence can be measured using situational judgement tests.

Sometimes ability and preference tests are grouped as cognitive assessments or IQ tests.

This is because they ultimately test one’s cognitive intelligence.

The most common aptitude tests are numerical reasoning tests, verbal reasoning tests, situational judgement tests, logical reasoning tests, and personality questionnaires.

Assessment tests are used by employers to measure your hard or soft skills required in the workplace. For example, hiring managers may use numerical reasoning tests or logical reasoning tests to assess your ability to approach data. Assessors may also use written tests or situational assessments to measure behaviours.

Aptitude assessments (especially online aptitude tests) allow employers to quickly measure the IQ and skills of large quantities of candidates.

Aptitude tests are a quick and proven method to select top talent at a low cost.

Most of the large global employers use aptitude tests in their recruitment process.

Top employers compare aptitude test results of candidates against the job profile and select the talent with the best “fit”.

Companies often use a combination of aptitude test results to select, e.g. numerical, verbal, personality, situational to have a more rounded picture of a candidate’s skills.

Practicing aptitude tests is the only scientifically proven way to get better results in recruitment processes (Bradley et al., 2019).

To pass aptitude tests you need to practice.

This helps you get familiar with how questions are asked, and better at working under time pressure.

Select practice sites that offer not only questions in a pdf format but the entire test experience. Details matter when you answer questions under stress.

SHL assessment tests are some of the most commonly used aptitude tests in the world.

They are designed by a company called SHL and based on decades of research and training.

These tests are renowned for helping organisations select the best job candidates.

There are ability and personality SHL tests and these are typically taken online.

Aptitude tests ultimately measure one’s cognitive intelligence.

Sometimes ability and preference tests are grouped as cognitive assessments or IQ tests.

Ability tests have right and wrong answers, such as a numerical reasoning test.

This ability test looks at how well you reason with numerical information.

Preference is measured using personality and situational judgement tests. These look at how you would respond at work.

Aptitude tests are used where the cognitive intelligence needs to be measured. In particular in the job application process, development, internal selection for career progression, and internal assessment and performance management.

Most industries use aptitude tests in their recruitment. It is a cost effective and proven method to sift through candidates quickly. Key industries using aptitude tests include: Consulting, Banking, Finance, FMCG, Tech, Engineering, and so many more. All major multinationals such as Big 4 (e.g. PwC, KPMG), P&G, Goldman Sachs, IBM, GlaxoSmithKline, Amazon, Apple, etc. use psychometric tests for selection.

To prepare for numerical reasoning tests, you need knowledge of basic maths and its practical use. Refresh your high school maths: ratios, percentages, reading and interpreting charts.

For verbal reasoning tests, you need a good understanding of written texts and be able to spot cause-effect relationships. Reading helps but you can also seek and analyse text where the writer is looking for causation or patterns.

Preparation for logical reasoning tests is different because it requires the ability to find patterns quickly to pass. Sudoku, simple math games, and puzzle books can help with preparation.

SHL is one of the oldest and most respected assessment test providers globally.

All SHL aptitude tests go through a rigorous scientific validation process.

These tests are built on decades of experience and have been used for a long time.

They are proven to select the best job candidates by the largest organisations globally.

SHL tests allow employers to quickly and accurately sift candidates to hire people with the best possible job capabilities.

SHL provides both the tests and required consultancy and training for HR departments using their assessment tests.

There are several providers of tests similar to SHL assessments.

We (GF) are one of them.

GF is trusted by over 150 universities and business schools worldwide, and helps hundreds of thousands of students and graduates pass their SHL candidate assessment tests the first time.

Our online test platform provides a range of SHL online practice tests with free questions and answers.

We also provide SHL practice test packages through a one-time purchase.

All GF’s SHL tests come with worked solutions and explanations to help you prepare and succeed.

Our team of organisational psychologists have developed the most popular online aptitude tests for SHL.

Try our free SHL practice tests to learn more.

SHL tests measure ability and preference.

Ability tests require right answers.

One of SHL’s most popular ability tests is the numerical reasoning test.

This looks at how well you can interpret numerical information to answer questions.

Preference, on the other hand, is measured using SHL’s personality and situational tests.

These include the Occupational Personality Questionnaire (or OPQ).

The SHL OPQ test asks you to rate statements based on your preferences at work.

SHL tests score you using percentiles.

Percentiles tell you how well you’ve done in comparison to others, or a norm group.

For example, scoring at the 20th percentile means you did better than 20% of the people you were compared with.

Employers usually select candidates scoring at the 30th percentile and higher in their aptitude tests.

For your SHL test practice, do not select provider(s) that only provide worked solutions – select those that also share the percentile at which you scored.

Practice tests from these providers are ideal as, like employers, they compare you to similar test takers and tell you how you rank in comparison.

Graduates First work with 150+ universities and business schools and score you using percentiles, so you can compare your results vs. other students and candidates.

Psychometric practice tests are widely available online.

Always check for quality before you buy.

Reading provider reviews on trusted sites like Trustpilot can help.

We provide SHL certified psychometric tests to over 150 universities and business schools worldwide.

Examples of practice psychometric tests offered by providers include Numerical Reasoning and Verbal Reasoning tests.

Check out our free SHL practice tests here.

8 winning steps that help with psychometric tests practice and will drive your success:

1. Start your practice with a trusted practice psychometric test provider (visit more than 1 test provider to practice a variety of different questions)
2. Deep practice (a thorough understanding of every question and worked solution) brings better results than taking many tests without deep understanding of the solution
3. Take your first psychometric test to set yourself a benchmark; good tests enable you to track your progress
4. If your benchmark result is low, the next several tests should be focused on deep practice and understanding perfectly the solution; ignore the clock and time pressure
5. If your benchmark is good (i.e. above 30% percentile), move to point 7 below
6. Repeat these tests until you are confident that you understand every single solution (may require going back to your school maths); then move to phase 2
7. Practice following psychometric tests to improve speed, accuracy and develop your personal winning strategy (e.g. you may want to skip the question if you do not know the answer immediately so you answer all the questions you know the answer to first, and then move on to the questions requiring more time for thinking)
8. Learn from your mistakes by going over previous answers to identify what topics you are weakest in and focus on improving yourself in these key areas with next tests

Utilising the tips provided will maximise performance and greatly increase your chances of success in psychometric tests.

Game assessments do not have a simple trick or solution that you can utilise, however you can prepare by focusing on these key factors:

1. Research the employer that you are applying to. Find out if they use game assessments and what type of assessments do they use (e.g. Arctic Shores, Hirevue, Pymetrics).
2. Practice game assessments with a reliable provider to familiarise yourself with the style and learn to quickly assess what a game assessment measures. 
3. Minimise distractions by optimising the location in which you are taking your game assessments, with things such as, making sure you have a stable connection, being in a quiet space and giving yourself a decent amount of time to ensure you don’t feel rushed.
4. Stick to consistently using the same device across your game assessments to minimise mistakes, develop habits such as moves of your mouse (laptop) or fingers (mobile, tablet). Games often measure time of reaction.
5. Carefully read the instructions to make sure that you understand perfectly what the assessment is asking you to do and keep going if you struggle as there will be other tests to complete and you can show your strength by continuing to push forward even with a setback

By understanding and utilising these key tips you can ensure you are fully prepared for any game assessments you may face in future applications.

Best psychometric practice tests should:

1. Provide a full practice experience, not just questions in pdf: reliable psychometric tests providers offer dedicated platforms with full tests, unique questions, progress tracking, tests are timed. Your test practice is not only to get better at answering questions but also to manage stress and develop your personal tactics.
2. Provide benchmarking with other test takers: when applying for a job you will have competition. Better to understand how you compare when taking practice tests.
3. Be psychometrically validated: the questions need to be balanced across the test to assess properly what they are designed to do. Proper tests are not just a collection of random questions, they go through a validation process to prove they work. Usually, this information is provided by a test provider. If not, ask about it. Psychometric practice tests should be developed by experienced organizational psychologists and psychometricians.
4. Include worked solutions and a ‘progress and gap’ report: use these to improve your performance in the next practice test.
5. Have very good reviews from independent review websites (e.g. Trustpilot) and provide a fast responding customer service so you get your query dealt with ASAP.

We at GF offer leading psychometric practice tests used by over 150 universities and MBA schools in the UK, US, Australia, Hong Kong, Singapore, Switzerland and many more countries. Check our free psychometric practice tests.

1. Find out what game assessments the employer you apply to uses in recruitment. Check out our employer pages to find out. 
2. Read and learn everything you can about the assessment game developer and their games (start from our full guides: Pymetrics, Arctic Shores, Hirevue, Game Assessments Guide). Discover what and how they measure, how to succeed.
3. Practice similar games to get acquainted, develop your time management strategy, manual operations, understand your results, gain practical fluency. For practice use a laptop or mobile device to find out which one suits you best. You may start practicing assessment games with us.
4. Read the reports provided following completion of your game assessment practice
5. Use the data and feedback in your reports from the game practice to understand what is measured, how you performed vs other game takers and how to improve in critical areas that are measured

Game assessments are commonly used by employers during the hiring process

Game assessment can be practiced similar to aptitude tests to improve performance

GF provides practice assessment games that help prepare for Arctic Shores, Hirevue, Pymetrics

Examples of practice game assessments offered by us include BART (Balloon game), emotions (i-EQ) or numerical (…) and more

When looking for game assessments, select and use several providers and their products so you experience different scenarios.

While practicing game assessments you should focus on getting better in the following areas:

1. Get familiar with the user interface and experience to understand how you press, move, select the objects
2. Improve your speed in interacting with tasks (in particular on mobile)
3. Improve your accuracy of manual operations on the screen (in particular on mobile)
4. Get used to visual presentation of data, scenarios, questions

Video interviews are very similar to other types of interviews, in which you will be asked questions by the employer. In a video interview these can be pre-recorded or live. You will then have a set amount of time (normally two minutes) to prepare and answer each question.

Here are some of the best questions to ask at an assessment centre

• The role and responsibilities
• The type of training you will receive
• Potential achievements with the company
• Possible projects you could be working on
• Their favorite part about working with the company
• What you could accomplish within your first 3 months

An assessment center lasts for several hours and commonly consists of between two to four exercises that assess your key skills for the job. These exercises can include: Psychometric Tests, Group Exercises, Presentation Exercises, In-Tray Exercises, Interviews, Case Studies, E-Tray Exercises and Written Exercises.

To write a good CV ensure that you meet the following criteria:

1. Up-to-date contact information
2. Key qualifications
3. Relevant skills and experience
4. References
5. Use keywords from the job description
6. Relevant accomplishments
7. Maximum of 2 pages

Employers use a wide range of psychometric tests to hire, but will most commonly use: Numerical, Verbal or Logical tests, Personality questionnaires and Situational Judgement tests. Research the employer’s hiring process to find out the skills they will assess.

The best way to pass an assessment is the following:

1. Regular practice with tests similar to those you will face
2. Working in a quiet space to avoid distractions
3. Improving your time management skills
4. Ensure you are well prepared e.g. calculator and pen
5. Utilise feedback from practice tests and improve skills in key areas
6. Balance speed with accuracy, if a question is taking too long move to next one
7. Take breaks and ensure optimal health before taking a test
8. Be honest in your answers

Job Assessments are where you have your skills assessed in areas that are most suitable to the role and the industry you are applying to. These tests are most likely to be timed and/or utilise multiple choice questions.

Many assessments include a cut-off point at a set percentile group. Candidates scoring lower than this often don’t proceed to the next stage, as they may not have the required skills for the job e.g. banking numerical reasoning.

If you don’t perform well on a job test then it is very likely you will fail your application and miss out on the job that you wanted! Regular practice is proven to increase your score on tests which will greatly increase your chances of succeeding on future job tests and applications.

Game-based assessments are interactive psychometric tests which assess your behaviours, abilities and personality through engaging game-like activities and tasks instead of more traditional multiple choice question-based tests.

Game-based assessments are used by employers to assess certain skills, such as the P&G Digit Challenge or the PwC Balloon game. In these game assessments, you will be assessed on your numerical comprehension, risk management and attention skills.

When answering questions in a video interview, consider your key strengths, skills and preferences. Keep your answers to the point to remain within a set time limit, and use examples from your experiences so far to explain why you are the best fit for the job.

The questions asked in your video interview will focus around the requirements of the role and the employer. These can include:

• Why do you want this job?
• Tell me about yourself
• Why should we hire you?
• What do you know about this company?
• Where do you see yourself in five years?
• What is your biggest strength and weakness?
• How do you handle pressure in the workplace?
• Tell me a time you handled a dispute with a coworker
• How do you prioritize your day-to-day tasks?

In an interview, employers want you to be yourself while remaining professional. Speak clearly and in a calm tone, and show positive body language – relaxed eye contact, smiling and take notes to show listening.

To practice for your video interview, make sure to:

1. Research the employer’s values and culture.
2. Check the job description to understand the skills required.
3. Go through your CV/resume again to align your experiences with these skills.
4. Practice recording your answers to sample interview questions.
5. Use the STAR+R method to structure your answers using past experiences.
6. Read the video interview instructions carefully to understand what is required.
7. Check your connection and devices are set up properly before the online interview.
8. Make sure to have a clear, professional background and take the interview in a quiet and well-lit space.

It is often acceptable to look at notes during a video interview, as long as you avoid reading from these directly. Use the notes to remind yourself of key points and experiences to refer to when answering video interview questions.

During a video interview, aim to maintain relaxed eye contact with your webcam or camera as this increases the likelihood that your eyes align better with the interviewer’s. We also recommend ensuring your body language shows professionalism through sitting up straight too!

When writing your CV, consider these top 3 crucial rules:

1. Use key words – Always use words from the job description, and consider stronger action words when describing your skills.
2. Tailor your CV – Adapt your CV to the specific employer and job. Consider the key skills, traits and behaviours that are preferable for the role.
3. Be honest – Use real skills, qualifications and experiences in your CV, as it is important to stay professional and align with a company naturally.

An assessment centre can be challenging, packed with exercises and simulations to test your behaviours and skills. To boost your chances of passing, make sure to do your research, check what they are looking for and practice similar exercises to understand what to expect ahead of the day.