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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

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.

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.

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.

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.

The MAP Kindergarten Test is a computer-adaptive test that measures your child’s progress throughout their academic career.

The grades K through 2 tests assess mathematics and reading abilities.

The results from these tests allow teachers to identify the gaps in your child’s knowledge and to better understand their ability to learn and retain information.

The MAP test is administered three times in the academic year to ensure your child’s progress is properly recorded.

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.

The Saville assessments are used worldwide by companies during the recruitment process to assess a candidate’s suitability for a given role.

This series of tests measures numerical, verbal, spatial and abstract reasoning . You may also be assigned a situational judgement test and a personality questionnaire. Some roles may even require a mechanical reasoning test .

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.

OLSAT stands for Otis-Lennon School Ability Test.

Children take the test to help schools decide admissions into their gifted-and-talented programs.

Preparing your children for taking the OLSAT is a good idea as it could determine their eligibility and acceptance to extra academic programs that are offered by their schools.

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.

The McQuaig Word Survey is a type of personality assessment.

Survey responses are used to measure a candidate’s key personality traits and compare these with how they are currently behaving in the workplace.

The results from the survey indicate whether a candidate is behaving naturally in their current role, or whether they are making changes to their behaviour.

This article will help you pass the McQuaig Word Survey assessment test by giving you all the tools and practice questions you will need.

The Caliper test is an assessment used by employers to gain a better understanding of a candidate’s personality traits, cognitive abilities and motivations.

The Caliper test is used to help employers predict a candidate's suitability for a role.

In this article, we'll take a detailed look at what the Caliper test is and how it is scored.

We’ll also share some tips on how you can perform at your best when taking your Caliper assessment test.

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.

The Bennett Mechanical Comprehension Test (BMCT) , also referred to as the Bennett Mechanical Aptitude Test, is considered the most popular mechanical aptitude test.

However, it is also believed to be the hardest one to pass.

The BMCT requires you to have a knowledge and understanding of physical principles and answer 55 questions about the application of these concepts within 25 minutes.

You typically need to score in the top 20% of candidates to progress to the next stage of recruitment.

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.

There are a variety of tests and assessments that can be used by companies for candidates applying for jobs.

One of those is the Thomas GIA Test .

This article will define what the Thomas GIA Test is and who it is for, in addition to looking at what the test involves, how it is scored and tips for the next chance to pass the test.

You will also find Thomas GIA test examples and explanations for each answer.

The IE Global Admissions Test (ieGAT) is an entrance exam for the IE University (IEU) in Spain.

It covers numerical , logical and verbal reasoning .

Not every IE program requires an ieGAT score. However, as the programs that do are highly competitive, those who take the ieGAT Test must prepare themselves to achieve the best score possible.

This article will help you understand:

• What the ieGAT is
• The structure
• ieGAT scoring
• How to register for the ieGAT
• The best ways to prepare

More and more companies are introducing psychometric testing as a part of their recruitment processes.

This means that, if you are considering changing careers or applying for a new role within your existing industry, you may need to take an assessment.

One of the most popular tests for corporate employers is the test by Sova Assessment .

The United States Postal Service (USPS) provides extensive career opportunities and seemingly endless possibilities for professional development.

However, anyone looking to work at the USPS must pass a Virtual Entry Assessment designed to find suitable applicants for the role they are trying to fill.

This article covers the Postal Exam 474 , including its main parts, how to pass it and how to prepare for the Virtual Entry Assessment.

Let's start by looking at what exactly the 474 Virtual Entry Assessment is.

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.

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 was created by Saville Assessment, which is a huge name in the test publishing market.

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.

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:

• Learning Agility
• Leadership Traits
• 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.

Pymetrics tests identify specific behavioral characteristics and traits.

This article examines why pymetrics tests are used and what to expect in your assessment.

Tips are included to help you get the best results.

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.

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.

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.

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.

A List of Amazon Assessment Tests Available for Practice in 2024

• Amazon Work Simulation Assessment
• Amazon Maintenance Technician Test
• Amazon Coding Assessment
• Amazon Workstyle Assessment
• Amazon Area Manager Assessment
• Amazon Operations Manager Assessment
• Amazon Online MBA Assessment
• Amazon RME Apprenticeship Skills Battery Test
• Amazon Financial Analyst Assessment
• Amazon ATA Technical Assessment
• Amazon Control Systems Technician Test
• Amazon Warehouse Assessment Test

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.

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.

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.

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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.

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.

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:

• Abstract Reasoning
• Numerical Reasoning
• Logical Reasoning
• Verbal Reasoning
• Attention to Detail

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.

The Cognify test is a game-based cognitive assessment designed to measure an individual's cognitive aptitude to measure key job performance linked abilities and skills in a prospective candidate.

The Cognify test was once a product of Revelian, an Australian assessment company, but was later acquired by CriteriaCorp.

Moving away completely from the question-answer based template of traditional tests, Cognify uses an innovative approach where candidates don't face a series of questions on a screen.

Instead, the Cognify Assessment comprises 6-7 timed game-based mini-tests categorized into three cognitive abilities categories:

• Problem-Solving
• Verbal Knowledge

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

Cognify assessment is credited as having brought a paradigm shift in the field of psychometric testing.

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

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 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.

A mechanical aptitude 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 a mechanical comprehension 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 aptitude, are likely to be asked to take a mechanical reasoning test as part of the recruitment process.

Mechanical aptitude 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!

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 TestHQ .

The following tests are common cognitive ability tests:

• Spatial Reasoning
• Mechanical Reasoning
• Logical Ability Tests
• Space Visualization
• Information Processing
• Visual Pursuit
• Manual Speed and Accuracy

Spacial Reasoning Definition

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.

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. 

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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:

The in tray exercise (also called an e-tray exercise ) is a popular assessment activity which employers use to evaluate the skills of applicants in a workplace situation.

If you have an In Tray exercise coming up as part of your interview process, this article will help you prepare.

Within these exercises, candidates will be presented with a given scenario, along with a set of tasks to complete which may include things like responding to email messages, reports or briefing documents.

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.

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.

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.

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).

Testes SHL . Se você está lendo isso, há uma boa chance de você ter acabado de descobrir que fará um desses testes difíceis como parte de um processo de recrutamento em andamento.

Se você chegou tão longe e agora está se sentindo tenso para se sentar na frente de um ‘abstract quiz’, não se preocupe...

Nós cuidaremos de você.

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.

¿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.

Las pruebas de razonamiento verbal están diseñadas para examinar tu nivel de comprensión del pasaje de un texto.

Estas pruebas son un ejemplo de una prueba de habilidad (a veces conocida como pruebas de aptitud) y son utilizadas por los empleadores en combinación con pruebas de razonamiento numérico y pruebas de razonamiento lógico .

Las pruebas de razonamiento verbal tienen como objetivo identificar tu capacidad máxima de comprensión, o en otras palabras, el párrafo de un texto más desafiante que tú podrás entender.

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.

Bonus: Kostenloser uneingeschränkter Zugang zum Eignungs-Übungstest (für 30 Minuten) auf unserer Partner-Webseite JobTestPrep.

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 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.

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:

• Reading comprehension
• 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.

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.

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.

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.

What is a Verbal Reasoning Test?

A Verbal Reasoning Test is a type of cognitive assessment designed to evaluate an individual's ability to comprehend and analyze written information, make logical deductions and draw conclusions based on the presented text.

These tests are often used in various educational and employment settings to assess a person's verbal reasoning skills, which are essential for tasks that involve understanding and interpreting written or spoken language.

This inductive reasoning practice test has nine questions (and includes answers and full explanations).

This abstract reasoning practice test has 10 questions (and answers with full explanations).

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!

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.  

What Is a Deductive Reasoning Test?

A deductive reasoning test is a type of cognitive assessment that measures a person's ability to draw logical conclusions based on given information or premises.

Deductive reasoning is a form of logical thinking that involves moving from general statements or principles to specific conclusions. In other words, it is the process of applying a general rule or premise to a specific situation to determine a particular outcome.

In a deductive reasoning test, you are typically presented with a set of premises or statements that establish certain conditions or facts. You are then asked to use these premises to determine a valid conclusion.

The conclusions you reach must follow logically from the given premises, and the test assesses your ability to make accurate deductions based on the provided information.

Deductive reasoning tests are often used in educational settings, as part of standardized testing, and in various employment assessments.

They are designed to evaluate an individual's problem-solving skills, critical thinking ability, and their capacity to analyze information and reach logical conclusions.

These tests can take various formats, including multiple-choice questions, true or false questions or scenario-based questions where you need to determine the correct outcome based on the information provided.

Success in deductive reasoning tests often requires a strong understanding of logical principles and the ability to apply them effectively to specific situations.

What is Logical Reasoning?

Logical reasoning, often referred to as logical thinking or critical thinking, is a cognitive process that involves the ability to analyze information, identify patterns, make sound judgments and draw valid conclusions.

It is a fundamental skill that plays a crucial role in problem-solving, decision-making and rational thinking.

Logical reasoning involves breaking down complex information or situations into smaller, more manageable parts. It requires examining details and understanding the relationships between various elements.

What are the Types of Logical Reasoning Tests?

Logical reasoning tests come in various forms and are used by employers, educational institutions, and standardized testing organizations to assess an individual's ability to think critically and solve problems.

Here are some common types of logical reasoning tests:

• Verbal Reasoning Tests

Reading Comprehension: These tests assess your ability to understand and analyze written information, make inferences, and draw conclusions from passages of text.

Critical Thinking Tests: These tests evaluate your ability to analyze and evaluate arguments, identify assumptions, and assess the validity of statements or claims.

Analogical Reasoning Tests: Analogical reasoning involves recognizing relationships between words or concepts and applying these relationships to solve problems. For example, you might be asked to complete an analogy like "A is to B as C is to what?"

• Numerical Reasoning Tests

Numerical Computation: These tests assess your basic arithmetic skills, including addition, subtraction, multiplication, and division.

Numerical Sequences: These tests require you to identify patterns and relationships within number sequences and use them to predict the next number.

Data Interpretation: In these tests, you are presented with data in the form of tables, graphs, or charts, and you must interpret the information to answer questions.

• Abstract Reasoning Tests

Non-Verbal Reasoning: Abstract reasoning tests evaluate your ability to recognize patterns, shapes, and relationships among visual elements. They often involve series of diagrams or figures, and you must identify the logical rules governing them.

Inductive Reasoning: Inductive reasoning tests present you with a series of visual or abstract patterns and require you to identify the underlying rules and predict the next pattern in the sequence.

• Spatial Reasoning Tests

Spatial Awareness: These tests measure your ability to visualize and manipulate objects in three-dimensional space. You may be asked to complete puzzles, identify rotated or mirrored images, or solve spatial problems. Diagrammatic Reasoning Tests:

Diagram Interpretation: Diagrammatic reasoning tests use diagrams or symbols to present problems. You must analyze the diagrams to draw conclusions or identify patterns.

Syllogism and Logic Tests

Syllogisms: Syllogism tests present logical statements and ask you to determine whether a conclusion is valid based on the given premises.

Symbolic Logic: These tests involve working with formal logic symbols to evaluate logical arguments.

Inference and Deduction Tests

Inference Tests: Inference tests assess your ability to make logical deductions and draw conclusions based on a set of statements or information.

Deductive Reasoning: Deductive reasoning tests require you to apply deductive logic principles to solve problems and make decisions.

• Mechanical Reasoning Tests

Mechanical Understanding: These tests evaluate your knowledge of mechanical and physical concepts, such as gears, pulleys, levers, and basic physics principles.

• Cognitive Ability Tests

Cognitive Ability Tests: These assessments often include a combination of various reasoning types and are designed to measure overall cognitive abilities.

What are the Common Logic Tests Employers Use?

Employers often use a variety of logic tests to assess the cognitive abilities and problem-solving skills of job applicants. The specific logic tests used can vary depending on the nature of the job and the industry.

Here are some common logic tests that employers may use during the hiring process:

• Logical Deduction and Syllogism Tests
• Data Interpretation Tests
• Diagrammatic Reasoning Tests

This is a 10 question practice logical reasoning test . 

After you have given an answer to a question, the correct answer (and a full explanation of that answer) will be given.

What are the Topics Covered by a Logical Reasoning Test?

Syllogism, statements and assumptions, logical deduction, cause and effect, statements and conclusions, logical problems.

Set of 10 questions, along with correct answers and explanations for each.

Topics Covered:

General concepts, levers, springs, pulleys, area and volume, gears, inclined plane, basic electrical circuitry.

Difficulty Level:

Take a free practice mechanical reasoning test.

Situational awareness, evaluation of alternatives.

Take a Free Practice Situational Judgement Test

Block counting, 3D rotation, 2D rotation, reflection, broken shapes, transforming 2D to 3D, isometric view, difference in 2D versus 3D viewing.

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.

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.

What is the Critical Thinking Test?

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Critical Thinking Practice Test

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a three question practice in-tray exercise.

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 In-Tray Exercise

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

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:

• Virgin Atlantic
• Royal Mail Group
• Lloyds Banking Group
• AstraZeneca

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.

'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.

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?

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 CAT4 Level D is a cognitive ability test used by a number of UK secondary schools. Typically taken by pupils in Year 7, the CAT4 Level D tests a child’s verbal, non-verbal, quantitative and spatial reasoning skills to give an accurate picture of their learning potential.

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.

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.

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

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.

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.

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:

Schools may not administer all three sections and may instead focus on one or two sections to measure pupils’ progress in those subjects.

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.

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 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.

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 police work.

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:

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:

• 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.

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.

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.

This guide includes useful tips and Renaissance Star testing sample questions to help students prepare for the test and feel confident on test day.

You can find detailed information on interpreting and understanding your Renaissance Star Test scores in our dedicated article .

What Is the 6th Grade MAP Test?

The MAP Growth test system was created by educators from Oregon and Washington who established the Northwest Evaluation Association (NWEA) back in 1973.

Their goal was to create an assessment that could accurately measure and track academic progress in children to ensure they graduated high school with all the essential skills and knowledge they required.

In 2000, the first MAP Growth Test was published.

The test is administered in all grades and is based on a set of learning principles known as the Common Core Principles .

The CCAT test grade 3 is a standardized assessment administered to grade 3 students in Canada.

It measures verbal, quantitative and non-verbal reasoning skills and is used to identify a student's learning potential, typically for admission to gifted educational programs.

The CCAT test grade 3 is an assessment commonly used by schools in Canada.

If you’re the parent or guardian of a child preparing for the test, this CCAT grade 3 guide will tell you everything you need to know.

What Is the CCAT Test Grade 3?

The CCAT test (Canadian Cognitive Abilities Test) is a standardized assessment administered to students in grade levels K-12 in the Canadian educational system.

Rather than a measure of academic achievement, the test assesses a child's ability to learn, reason, and problem-solve.

The Independent School Entrance Examination (ISEE) test is used by many independent and magnet schools in the US and overseas as an admission test for children across the entire school age range, but more commonly from year five upwards.

It assesses a child’s academic levels of reasoning across math and literacy in comparison to children of the same age, the norm for that school grade and other applicants to the school.

Created and administered by the Educational Records Bureau (ERB), the ISEE test is available to be taken online or in a pen and paper format.

What Are the ISEE Levels?

There are four levels of the ISEE test.

• ISEE primary for entry into years two to four
• ISEE lower level for entry into years five to six
• ISEE middle level for entry into years seven to eight
• ISEE upper level for entry into years nine to 12

Each level of the ISEE test is created to be relevant to a specific school age group, increasing in complexity with each year and level.

An employer’s recruitment process can include a wide range of assessments and interviews for the candidate to take that indicate to the employer how an individual might fare in the job.

One common way to measure job performance though is by getting candidates to take the PI Cognitive Assessment, which measures mental ability and critical thinking skills.

This article will look in detail at the assessment, its format, who uses it, example questions and PI Cognitive Assessment tips on how to be successful when taking it.

The Raven’s Progressive Matrices is a test that is often used as part of the recruitment process for high-level management and analytical roles.

In this article, you will learn more about the test, its history and background, as well as the different types of tests that are available and what you can expect if you are going to be taking the test.

You will also find some example questions that you can expect to see in each type of test and get helpful pointers that you can use to prepare and do well in the assessment.

If you are applying for a role with the United States Postal Service (USPS) , you will usually be asked to complete at least one of four 477 Virtual Entry Assessments as part of the recruitment process.

These exams are used to evaluate various skills, aptitudes, personality traits and work preferences, which can show whether you have what it takes to be successful in the role in the future.

The USPS 477 Exam is sometimes referred to as the CS VEA, which relates to customer service.

An iReady level score of 3.00 or over means the student is working at or above the level required to meet the standard for their grade.

The level score is calculated in line with expectations when the test was administered, not in comparison to the expected score by the end of the school year.

What Are the iReady Diagnostic Scores?

The iReady diagnostic test is administered to US school children in grades K to eight.

The purpose of this school assessment test is to help parents and teachers check a student’s academic process at the beginning, middle and end of each school year.

It is a computer-adaptive test, which means the questions are adjusted to become more difficult if a series of correct answers is given.

As a result, the test is designed to challenge the skill level of the student sitting the test, as well as assess their strengths and opportunities for growth.

If a student answers a few questions in a row incorrectly, the questions that follow will be easier.

Many people find i-Ready Diagnostic scores difficult to interpret.

As a child progresses through each academic year and moves up the year groups, their expected score will change.

The average score increases year on year, too.

In this article, you can learn more about the different types of iReady diagnostic scores, how these scores are displayed, and how to interpret them to better understand a student’s iReady test performance.

There are two types of HESI Exam:

• The Admissions (A2) test
• The Exit exam

The minimum passing score for the Admissions test is usually between 75 and 80 for each section, although this varies between schools.

The composite score range for the Admissions (A2) test is 750 to 900, with 900 being the maximum possible score.

The HESI Exit Exam score ranges between 0 to 1,500. 850 is considered to be an acceptable score, although HESI recommends a minimum score of 900.

If you want to sit your NCLEX licensing exam, you will need to achieve a score of at least 850 on the HESI Exit Exam.

HESI is an acronym for Health Education Systems Incorporated .

As a company, HESI administers exams and provides study material to help prepare students for the NCLEX professional licensure exam.

If you want to work as a nurse in the US, many nursing and healthcare programs use HESI tests to screen prospective students and determine suitability and readiness for specific study routes.

In this article, you can learn more about the HESI score ranges and passing scores required for each of these tests and what impact your HESI results may have on acceptance into your preferred nursing program.

The SHL Deductive Reasoning Test is an assessment employers use to evaluate candidates' logical thinking skills.

It presents logical arguments and requires candidates to determine if conclusions follow from given premises.

Candidates can prepare by practicing tests, honing logical reasoning skills, and familiarizing themselves with formal logic rules to excel in this assessment.

What Is the SHL Deductive Reasoning Test?

The SHL Deductive Reasoning Test is a cognitive assessment tool used in the recruitment and selection processes for many roles in several industries.

SHL (Saville and Holdsworth Ltd.) is a well-known company specializing in psychometric assessments and organizational talent measurement solutions.

SHL assessment tools are used in the early stages of the recruitment process, enabling recruiters to identify candidates with the specific aptitudes needed for success in a role in an organization.

The Mettl tests are developed by the world's largest assessment provider, Mercer Mettl.

The tests have been designed to analyze various competencies, including verbal, logical and numerical reasoning.

Alongside, the Mettl assessments evaluate candidates' personalities and working styles, establishing whether they are an accurate fit for the role and the broader company.

The Mettl tests are a comprehensive recruitment tool provided by Mercer Mettl – the world's largest assessment provider.

Moreover, the Mettl tests are designed to assess various skills, including numerical , verbal and abstract reasoning.

The assessments are also constructed to understand candidates' behaviors and personality types.

This guide explains everything you need to know about the Mettl test, including tips on how to pass the test in 2024.

What Is the Mettl Test?

As mentioned, the Mettl test is a comprehensive recruitment tool designed to test a range of skills.

It allows employers to ensure they recruit the most suitable candidates for the role.

The MAP Test Grade 7 tests students’ proficiency in mathematics, reading and language usage.

Developed by the Northwest Evaluation Association (NWEA), it measures individual growth over time, adapting question difficulty based on responses.

This online test lasts around two to three hours, and the results are used to inform teaching or gauge students' ability levels.

Scoring is based on the RIT (Rasch Unit) scale, indicating a student's instructional level and growth potential in each subject area.

MAP Grade 7 Sample Question

The CogAT Kindergarten Test is an assessment designed to measure a child's abilities in various cognitive areas.

It plays a critical role in identifying a child's strengths and weaknesses and determining their readiness for advanced academic programs.

In this comprehensive study guide for 2024, you will explore the purpose, format, and structure of the CogAT Kindergarten Test.

Additionally, you will get valuable insights on how to prepare your child for the test, sample questions to familiarize yourself with the test content, strategies for success and answers to frequently asked questions.

Understanding the CogAT Kindergarten Test: Purpose, Format, and Structure

The purpose of the CogAT Kindergarten Test is to assess a child's cognitive abilities in areas such as verbal, quantitative, and nonverbal reasoning.

By evaluating these different components, the test provides educators and parents with valuable information about a child's potential and can help guide educational decisions.

Administered at college and university level, the Accuplacer test is used by some educational institutions to determine how prepared a student is for the next steps in their academic career.

This guide looks specifically at Accuplacer test scores – how they are awarded and what they mean – so you can better understand how your Accuplacer score might impact your learning experience.

Accuplacer test scores are a set of metrics that evaluate a student's knowledge and skills in specific subject areas including reading, writing and math.

The i-Ready Diagnostic Test is an internet-based adaptive diagnostic test linked to the i-Ready educational learning program.

Students from kindergarten to grade 12 take the test three times each year. The test is divided into two subtests:

i-Ready test results are used to help teaching staff create a personalized learning plan according to a student’s strengths and weaknesses.

What Is the i-Ready Diagnostic Test?

The i-Ready Diagnostic Test is a computer-adaptive, untimed assessment for students between grades K and 12.

Administered by Curriculum Associates , teachers can use it to monitor a student’s ability and progress throughout the school year.

In most cases, the i-Ready Diagnostic Test is administered three times each year. It is split into two subtests: math and reading.

The Cognitive Abilities Test (CogAT) 5th Grade Level is a crucial assessment tool for students between 10 and 11 years old.

Designed to measure verbal, nonverbal, and quantitative abilities, this standardized test plays a pivotal role in identifying students for gifted programs.

In this article, you’ll learn what the CogAT 5th grade test is, which subjects are tested, along with example questions and how best to prepare.

What Is the CogAT 5 Grade Test?

The Cognitive Abilities Test (CogAT) is a widely used standardized test designed to assess your child’s cognitive abilities in various areas.

The CogAT 5th Grade Level is specifically tailored for students in the 5th grade and measures their abilities in three main cognitive areas:

• Quantitative Reasoning
• Non-Verbal Reasoning

The State of Texas Assessments of Academic Readiness (STAAR) test is a standardized assessment issued to public school students in Texas in grades 3 to 12.

Below you’ll find a range of STAAR test practice questions to help you prepare – whether you’re a parent coaching a child through their exam prep or a high school student revising for a test of your own.

For more info on the STAAR Test, read our dedicated article.

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The Wechsler Intelligence Scale for Children (WISC-V) is a commonly used assessment for judging a child's intelligence. More than that, it can help to understand their reasoning and thinking abilities to support their development.

Here’s everything you need to know about this test.

The Wechsler Intelligence Scale for Children - Fifth Edition (WISC-V) is an individually administered and extensive evaluation tool used to assess children's reasoning and general thinking abilities.

It's typically given to children between ages 6 and 16.

After completing a test, children are awarded a Full-Scale Intelligence Quotient (IQ) score, along with age-based scores and rankings in several cognitive function fields.

Here we’ll provide an all-around study guide for parents whose children are required or scheduled to take the WISC-V test.

We’ll also include a comprehensive explanation of how it is constructed, its key features, tips for preparing, and a few example questions.

Let’s take a look!

The STAR assessments utilize a scoring system comprising scaled scores ranging from 0 to 1,400.

These scores reflect a student's proficiency level in subjects such as reading and math.

Benchmark categories provide descriptive labels for performance levels, while percentile rank compares a student's performance to a national reference group.

Additionally, grade equivalent scores and domain scores offer insights into grade-level equivalence and specific skill areas.

The STAR Assessment can play a crucial role in evaluating your child’s academic ability and guiding educational strategies.

Understanding its scoring system, test format and significance is important for parents and educators alike.

This article aims to provide comprehensive insights into the STAR Assessment, including its purpose, score interpretation and effective strategies to help children excel in these standardized tests.

The CogAT raw score represents how many questions were answered correctly on the CogAT test. This information is used to create the Universal Scale Score (between 100 and 150), which you will see on your child’s CogAT score report.

Here is an image of a typical score report:

With the MAP Growth Test used in many schools across the United States, MAP (Measures of Academic Progress) scores are an important part of your child’s life.

The MAP testing scores chart a student’s academic growth in a way that highlights areas of excellence and improvement.

It is essential that you understand how NWEA MAP scores are calculated so you can best support your child throughout their learning journey.

This guide will explain how to find and improve your child’s NWEA Map Scores.

The main three sections for the Upper and Middle level tests have a maximum score of 800. They have a total scaled score that ranges between 1,500 to 2,400.

Navigating the SSAT involves understanding its scoring system.

In this guide, you can explore the SSAT Score Chart and understand score ranges and percentile ranking and how they matter in private school admissions.

It's a comprehensive resource for decoding SSAT scores and making informed decisions about your child’s education.

What Is the SSAT Test?

The SSAT stands for the Secondary School Admission Test. The SSAT was first administered in 1957.

It is a standardized test designed for students seeking admission to private middle and high schools.

The primary purpose of the SSAT is to assess the skills and knowledge of students applying to independent or private schools.

It aims to provide an accurate measure of a student's academic abilities and readiness for a challenging curriculum.

The Microsoft Codility Test evaluates coding skills and algorithmic thinking.

Designed to streamline Microsoft’s recruitment process, the Microsoft Codility Test assesses candidates' ability to solve real-world problems efficiently. 

Candidates can prepare using coding practice platforms and mastering programming languages. It's an integral tool in selecting skilled software engineers for Microsoft's diverse roles.

The Smarter Balanced Assessment Consortium Test, known as the SBAC test, is a standardized assessment of English and math used by schools in participating states.

Administered to students in grades K to 12, it measures grade level proficiency and academic progress through computer-adaptive testing and performance tasks.

The Smarter Balanced Test is an educational tool developed and administered by the Smarter Balanced Assessment Consortium (SBAC), hence the abbreviation SBAC test.

In this article we explore what the test involves, what the results mean and how to help a student prepare for their SBAC assessment.

What Is the SBAC Test?

The SBAC assessment is a set of standardized tests that evaluate how well students are performing in the subjects of English Language Arts (ELA) and mathematics.

These assessments are taken by students ranging from elementary school to high school in multiple states across the US.

The tests are developed and managed by the Smarter Balanced Assessment Consortium (SBAC), a collaborative group of states working together.

FireTEAM Test Prep: Top Tips:

• Master time management
• Brush up on basic concepts
• Diversify your reading
• Play observational and memory games
• Assess your communication style
• Prioritize rest and sleep

If you're considering a career in firefighting, taking the FireTEAM test is a pivotal step that can open doors to various fire departments across the US.

This article covers everything you need to know to put in a strong performance, including an overview of its format, practice questions and FireTEAM test tips to help you create an effective study plan.

A career in the fire service is a challenging – but extremely rewarding – journey. Such an important, high-pressure job requires a high level of physical, mental and emotional skills.

As well as the necessary personality traits, you generally need a high school diploma or GED. If you have a college degree, you have a better chance of securing a role in the fire service.

You will also be required to take a series of assessments that evaluate your physical and mental strength. One of the assessments used by Californian fire departments is the FCTC Written Test. To become a firefighter in California, you must pass this entry-level test.

In this guide, we will explore what the FCTC Written Test includes and how you can prepare for success.

To successfully enlist in the US Marine Corps, certain standards must be met. Marines require both physical and mental strength as well as discipline, determination and the ability to overcome obstacles. This is sometimes referred to as the ‘Marine Mindset’.

One of the ways candidates who wish to enlist will be assessed is by taking a test known as the Armed Services Vocational Aptitude Battery (ASVAB).

A good score on the test suggests that a candidate possesses the mental skillset to be successful in the military.

Marines need to be able to make quick, accurate decisions and adapt to and overcome threats and obstacles on the battlefield.

The PiCAT test is a commonly used assessment tool for those applying to military positions, such as those in the US Navy or the US Army.

This article explores the PiCAT test in more detail. We look at the test format to familiarize individuals with what the Navy PiCAT and Army PiCAT test covers.

Preparation is vital to performing to the best of your ability in the PiCAT test.

The article includes PiCAT practice test questions, answers to help you prepare, and tips to give you the best opportunity to approach the test positively.

Mastering the Pipefitter Test is crucial for those entering the field.

This guide provides valuable insights, a pipefitter sample test and strategies to conquer the examination.

Discover expert tips to excel in your pipefitting career by navigating the challenges of this important assessment.

What Is the Pipefitter Assessment Test?

The Pipefitter test is an important evaluation tool for individuals aspiring to secure roles as pipefitters in the construction and industrial sectors.

Qualifications and certifications necessary for such positions can vary by state. This makes the pipefitter assessment test a valuable method of demonstrating skills and knowledge.

The National Center for Construction Education and Research (NCCER) administers the most popular pipefitter assessment test, designed to assess the potential skills of candidates.

It covers the principles related to the installation and maintenance of both high and low-pressure pipe systems.

In addition, it focuses on how these are used across various sectors, including manufacturing, electricity generation and climate control systems in buildings.

The HSBC Online Immersive Assessment contains 38 questions over five subtests. The test includes a combination of behavioural questions and cognitive ability exercises.

It is an untimed assessment, but most candidates can answer all test questions within 50 minutes.

Some people find the test difficult, but adequate preparation will stand you in good stead to pass the assessment.

What Is the HSBC Hiring Process Like?

HSBC is a major global bank and financial institution. It offers services via three global businesses and serves millions of customers daily.

The hiring process at HSBC comprises four key stages:

• Initial Screening and Application
• HSBC Online Immersive Assessment
• Online Job Simulation Assessment

What Is the Electronic Data Processing Test?

The Electronic Data Processing Test (EDPT) is a pre-employment test taken by military candidates who want to transfer to IT or computer programming roles within the Marine Corps or Air Force.

The EDPT test is one of the most challenging pre-employment tests currently on the market with a pass rate of around 10%.

It is 90 minutes long and has 120 multiple-choice questions. This means you have around 45 seconds to answer each question.

While the minimum ASVAB score varies between military branches, the minimum acceptable score is 31.

However, as the majority of candidates score between 30 and 70, you want to aim for a percentile rank of at least 60.

The ASVAB Test Score Report is a valuable document that provides detailed information about your aptitudes, skills, and qualifications for military service.

It includes Career Exploration Scores to guide career choices, individual scores on ASVAB subtests to assess specific abilities and the critical AFQT score that determines your eligibility for enlistment.

Understanding the information presented in this report is essential for making informed decisions about your military career options.

What Is in the ASVAB Test Score Report?

The ASVAB (Armed Services Vocational Aptitude Battery) Test Score Report provides a comprehensive overview of your performance on the ASVAB test, which is a critical step in the military enlistment process.

The report helps you and military recruiters assess your aptitudes, skills, and potential for various military occupations.

What Is the ACCUPLACER Reading Comprehension Test?

The Accuplacer Reading Comprehension test is part of a suite of assessments that are used to evaluate students prior to entry at college.

While the Accuplacer test battery is not used to determine whether a student will achieve a placement at college, the results are used to ensure that the student is studying at an appropriate level and is ready for education at this level.

Created by the College Board, which is a not-for-profit organization that is also responsible for creating assessments like the SATs, the Accuplacer tests are designed to offer better opportunities to students and make entry to top colleges accessible to all.

Problem Solving test

Summary of the problem solving test.

This Problem Solving test evaluates candidates’ ability to define problems and analyze data/textual information to make correct decisions . Our test helps you identify candidates with the analytical skills to assess and respond to complex business situations quickly and accurately.

Covered skills

Creating and adjusting schedules

Interpreting data and applying logic to make decisions

Prioritizing tasks and applying order based on a given set of rules

Analyzing textual and numerical information to draw conclusions

Use the Problem Solving test to hire

Any role that involves managing constantly shifting variables with tight deadlines, including administrative assistants, project managers, customer service managers, web developers, and people working in hospitality or sales.

Sign up for a Free forever plan and use this Problem Solving assessment test for free!

About the Problem Solving test

Effective problem-solving involves the ability to:

Define complex problems

Break it down into manageable parts using verbal and numerical reasoning skills

Develop approaches to solve the (sub)problem using creativity and analytical thinking

Execute flawlessly

Problem-solving abilities are difficult to assess through resume screening alone. A candidate might say they’ve solved several problems in the past, but that doesn’t show their ability to work well under pressure or tell you how sophisticated their problem-solving abilities are.

That’s why our Problem Solving test enables candidates to show off their skills in real time. This problem resolution test presents candidates with typical problem-solving scenarios like 1) scheduling based on a diverse set of conditions, 2) identifying the right sequence of actions based on several business rules, and 3) drawing conclusions based on textual and numerical information

Check out our practice preview questions to see the Problem Solving test in action.

A successful problem solver can quickly identify the key elements of the problem and work through the problem at speed without making mistakes. This multiple-choice test is also useful to check candidates' overall analytical skills.

The test is made by a subject-matter expert

The global IT industry has benefited from Anirban’s talents for over two decades. With a flawless reputation that precedes him, Anirban has earned a status as a sought-after agile project manager and consultant. He’s worked internationally as a Senior Project Manager with companies such as Ericsson, IBM, and T-Mobile.

Anirban’s love for learning helps him keep his skills sharp. He holds an MBA and a degree in engineering, is a certified Scrum Master, and has certifications in Prince2 and ITIL.

Crafted with expert knowledge

TestGorilla’s tests are created by subject matter experts. We assess potential subject-matter experts based on their knowledge, ability, and reputation. Before being published, each test is peer-reviewed by another expert, then calibrated using hundreds of test takers with relevant experience in the subject.

Our feedback mechanisms and unique algorithms allow our subject-matter experts to constantly improve their tests.

What our customers are saying

TestGorilla helps me to assess engineers rapidly. Creating assessments for different positions is easy due to pre-existing templates. You can create an assessment in less than 2 minutes. The interface is intuitive and it’s easy to visualize results per assessment.

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Any tool can have functions—bells and whistles. Not every tool comes armed with staff passionate about making the user experience positive.

The TestGorilla team only offers useful insights to user challenges, they engage in conversation.

For instance, I recently asked a question about a Python test I intended to implement. Instead of receiving “oh, that test would work perfectly for your solution,” or, “at this time we’re thinking about implementing a solution that may or may not…” I received a direct and straightforward answer with additional thoughts to help shape the solution.

I hope that TestGorilla realizes the value proposition in their work is not only the platform but the type of support that’s provided.

For a bit of context—I am a diversity recruiter trying to create a platform that removes bias from the hiring process and encourages the discovery of new and unseen talent.

Chief Talent Connector, small business (50 or fewer FTE)

Use TestGorilla to hire the best faster, easier and bias-free

Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free.

Learn how each candidate performs on the job using our library of 400+ scientifically validated tests.

Test candidates for job-specific skills like coding or digital marketing, as well as general skills like critical thinking. Our unique personality and culture tests allow you to get to know your applicants as real people – not just pieces of paper.

Give all applicants an equal, unbiased opportunity to showcase their skills with our data-driven and performance-based ranking system.

With TestGorilla, you’ll get the best talent from all walks of life, allowing for a stronger, more diverse workplace.

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The Problem Solving test will be included in a PDF report along with the other tests from your assessment. You can easily download and share this report with colleagues and candidates.

Why are problem solving skills important to employers?

Employers should use problem solving skills assessment tests because nearly every role benefits from staff with positive, troubleshooting mindsets.

Problem solving skills in the workplace mean that employees can respond quickly to challenges, creating processes that mitigate or remove obstacles that prevent the company from achieving its goals.

These challenges can be anything, for example: 

Delays in your supply chain

Conflict between team members

Technological problems

Problem solving skills are especially important in roles such as project management, administrative assistance, and planning work with ever-changing circumstances and tight deadlines.

By asking candidates to pass a problem solving test online during the recruitment process, you ensure that all your recruits have what it takes to troubleshoot problems, improve your productivity, and increase your chances of innovation.

 A problem solving skills test also ensures that you do this with minimal bias, using an objective numerical measure to establish the required skill set and build a shortlist.

You should also explore candidates’ approaches to creative problem solving in more depth with problem solving questions in the interview stage.

Key problem solving abilities to measure with a problem solving test

A strong problem resolution test evaluates candidates’ ability to define problems and analyze data and textual information to make decisions that best serve the business. 

Some of the considerations for problem-solving test questions include:

Creating and adjusting schedules: Candidates should use a problem-solving process to understand what they can realistically achieve within time and how to adjust schedules to account for variable outcomes.

Interpreting data and applying logic to make decisions: Job seekers should have an aptitude for aligning data with business goals and making actionable decisions.

Prioritizing and applying order based on a given set of rules: Applicants can determine which project tasks take priority by using prioritization rules and supporting information.

Analyzing textual and numerical information to draw conclusions: Examining textual and numerical information to reveal patterns, relationships, and trends can help candidates draw accurate conclusions and pick the best choice from a selection of alternative solutions.

What job roles can you hire with our Problem Solving test?

You can – and should – use an ability test of problem solving skills when screening for most roles to reduce time-to-hire, even when hiring globally like Nexus HR.

However, it is especially important when hiring for positions where effective problem-solving is needed – for example, managerial roles, project-focused roles, and jobs where employees frequently work under time limits.

Here are some examples of roles you should use a problem solving assessment for:

Administrative assistants: Employees who can think on their feet can swiftly resolve logistical challenges, manage schedules, and facilitate seamless communication.

Project managers : Problem solving skills are essential to keep projects on track and ensure deadlines are met, even when unexpected changes occur.

Customer service managers: Customer service reps must make prompt decisions to respond to customer queries and solve their issues quickly.

Web developers : Great programmers have the competency to spot problems in their code and identify possible solutions.

Venture capitalists: Venture capitalists must be able to think critically and spot both opportunities and risks in potential investments – problem solving skills are key here.

Hospitality staff : Hotel and restaurant workers thrive when they can identify and effectively respond to customer issues, turning negatives into positive experiences.

Salespeople: Sales professionals benefit from the ability to transform client challenges and objections into opportunities for problem-solving, which often leads to upsells and cross-sells.

Create a multi-measure assessment: 4 tests to pair with the Problem Solving test

Of course, a problem solving test alone can’t tell you if a candidate has all the right skills for the role. Instead, include a problem solving skills test as part of a multi-measure psychometric assessment alongside up to four other essential skills tests to find the best candidates.

Here’s an example of four tests you might include to make a strong multi-measure assessment:

Communication test : Ensure your candidates maintain clear communication with teammates and direct reports, which is essential when discussing problems, brainstorming solutions, and implementing the chosen strategy

Time Management test : Dig deeper into jobseekers’ abilities to respond to time-pressured tasks and manage deadlines

Critical Thinking test : Identify prospects with the cognitive ability and logical reasoning to solve nuanced problems, stay objective, and balance complexities in their decision-making process

Big Five (OCEAN) Personality test : Get insight into what kind of worker a candidate is through five key metrics: openness, conscientiousness, extraversion, agreeableness, and emotional stability.

Note: We haven’t included any role-specific skills tests here because they depend on the position you’re hiring for. However, we highly recommend you add at least one in your five-test assessment to ensure your candidates possess the right skills for the job.

An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.

Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.

A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now."

Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here .

Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.

Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive help center .

It depends! We offer five free tests, or unlimited access to our library of 400+ tests with the price based on your company size. Find more information on our pricing plans here , calculate the cost-benefit of using TestGorilla assessments, or speak to one of our sales team for your personalized demo and learn how we can help you revolutionize hiring today.

Yes. You can add up to five tests to each assessment.

We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email.

TestGorilla replaces traditional resume screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

We offer the following cognitive ability tests : Numerical Reasoning, Problem Solving, Attention to Detail, Reading Comprehension, and Critical Thinking.

Our cognitive ability tests allow you to test for skills that are difficult to evaluate in an interview. Check out our blog on why these tests are so useful and how to choose the best one for your assessment.

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Free Analytical Reasoning Test Questions Practice – 2024

What Is Analytical Reasoning?

Analytical reasoning, also known as logical reasoning , is a problem-solving method that focuses on identifying patterns and using logic to fill in missing pieces. This form of reasoning is slightly more detached from inferences and opinions, and places great emphasis on factual evidence. Analytical reasoning can be further simplified into two categories:

• Deductive Reasoning Deductive reasoning, sometimes called top-down logic, is the formation of a specific conclusion from a general premise or, in some cases, multiple hypotheses. Deductive reasoning is best for situations with multiple variables that must be accounted for and handled.
• Inductive Reasoning Inductive reasoning , also known as bottom-up logic, is the direct opposite of deductive reasoning as it forms plausible conclusions from a specific observation. Inductive reasoning works best when using context and practical intelligence to resolve an issue.
• Numerical Reasoning Numerical reasoning is the ability to apply logic to problems that include data, charts and graphs. Someone who has strong numerical reasoning skills is proficient in basic mathematical functions, statistical interpretation, and algorithms to name a few.
• Abstract Reasoning Abstract reasoning is the ability to identify patterns, extract main ideas, and analyze information. Abstract reasoning is an important factor of problem solving and decision making. This form of reasoning is complex and includes various aspects.

What Is an Analytical Reasoning Test?

Analytic reasoning tests are utilized by companies that wish to evaluate a candidate’s critical reasoning skills and their ability to pay attention to detail. This test is commonly administered for job seekers applying for mid- or high-level jobs that require a strength in mathematics. Management and human resource positions are also asked to partake in an analytical reasoning test so employers can measure their problem-solving capabilities. Depending on the role and company, participants may see one of three versions of the analytical reasoning assessment:

• Data Most common in the financial industry, the data heavy version of the analytical reasoning test supplies applicants with graphs, charts and tables with subsequent questions. The math aspect of the data version is usually simple, so the problem-solving method can be highlighted and evaluated.
• Written The written portion is used for leadership and management roles. Provided a passage, candidates must discern patterns and main ideas using the context and answer the multiple-choice questions that follow.
• Images The analytical reasoning test that focuses on image-related questions slightly resembles the non-verbal reasoning test. The applicant is supplied puzzle-like questions containing shape sequences and objects and must find the missing piece.

How to Prepare for an Analytical Reasoning Test?

Analytical reasoning test can be difficult to study for because it examines your raw critical thinking skills. If you are looking to optimize and improve your score, the best way to prepare is running through sample questions or completing online practice tests. By doing this, you can become familiar with the idea of the content and the learn how to pace yourself under the time constraint. Due to the acumen required for each question, preparing for the time limit is essential because many candidates find themselves skipping and guessing at the questions rather than dedicating time and effort to them. It is also helpful to understand the qualities employers are looking for by administering these tests, that way you can narrow your preparation.

Analytical Skills Test Sample Questions

• The facts prove the conclusion.
• The facts disprove the conclusion.
• Cannot say based on the information provided.

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Logical Reasoning Tests

• 100 questions

Logical reasoning tests are a type of psychometric test used to measure your problem-solving skills. They come in various forms, but all have the underlying purpose of assessing your logical aptitude and your ability to draw conclusions from a given set of information.

What is a logical reasoning test?

A logical reasoning test is an assessment that measures your ability to interpret information, apply logic to solve problems and draw relevant conclusions. It is typically non-verbal and in a multiple-choice format, and requires the use of rules and deduction to reach answers, rather than prior knowledge.

That said, logical reasoning is actually an umbrella term for multiple types of assessment, and you may find you’re asked to take any one of the following five test types as part of a job application.

Deductive reasoning

Commonly presented as a series of word problems, deductive reasoning tests require you to apply top-down-logic; that is, you must draw the right conclusion from a set of given premises.

Typically, you’ll be presented with a short paragraph, or stimulus, detailing an argument, scenario or a number of stated facts, and a set of possible answers. Only one of these answers can be true, based on the evidence provided.

You may also be given a conclusive statement and asked to decide if it is true or false, or if there’s insufficient information to conclude either way.

Inductive reasoning

Unlike deductive reasoning, inductive reasoning tests ask you to make general inferences – probable conclusions based on a set of information, rather than unquestionable outcomes.

This is most often done through the use of shapes, patterns, sequences and diagrams.

You’ll need to quickly identify relationships and rules, then apply these to find the most logical answer from the multiple-choice options. This could be identifying the odd one out, filling in the missing part of a pattern, or finding the next part of a sequence.

Diagrammatic reasoning

Similar to inductive reasoning, diagrammatic reasoning tests offer visual representations of a problem and require you to make logical connections to draw a conclusion.

Questions often take the form of a diagram with inputs and outputs, and you’ll be required to select which processes from a list of operators would achieve the documented effect.

You may also be presented with sets of abstract sequences, given a standalone visual, and asked to select which set it belongs to.

Abstract reasoning

Abstract reasoning tests are essentially inductive and/or diagrammatic reasoning tests under another name.

They too require you to find relationships and rules between visual sequences, then apply these to select the correct image from multiple options, be it a missing part or a continuation of the sequence in question.

Critical reasoning

Critical reasoning tests are more akin to deductive reasoning tests, in that you’ll be dealing with word-based scenarios, arguments, evidence and conclusions.

These tests tend to evaluate a range of skills. Argument analysis is common, in which a question is posed, and a yes/no answer given with a supporting statement. You’ll need to decide whether the statement is a strong or weak argument.

Other question types involve scenarios and statements from which you’ll be asked to make assumptions, deductions and inferences based on the evidence provided.

Critical reasoning tests are most commonly used in sectors where evidence-based judgement is an everyday requirement, such as law.

Why do employers use logical reasoning tests?

As with any form of psychometric assessment, employers use logical reasoning tests as a way to filter applicants, most commonly in the pre-interview stages of selection.

Logic forms a fundamental part of day-to-day decision making. Our reasoning capabilities determine how effectively we interpret the world around us, and how we use what we know to be fact to inform our choices. As such, logical reasoning is a vital part of many job functions.

In administering a logical reasoning test, employers are evaluating how well you’re likely to perform tasks like strategy development, risk assessment and forecasting, as well as general problem solving.

Additionally, the ability to quickly discern patterns, understand complex relationships, and make logical deductions underpins successful innovation and creative problem-solving in dynamic work environments. Thus, logical reasoning tests also serve as a method for assessing a candidate’s potential to contribute to innovative solutions and strategic thinking in their prospective role.

Common logical reasoning test publishers

Below are listed five of the most widely used publishers of logical reasoning tests, each of which has its own approach to this type of assessment.

SHL publishes and administers both inductive and deductive reasoning tests, the lengths of which vary depending on the level of role applied for. Typically though, they last no longer than 25 minutes and follow a standard format.

Kenexa’s logical reasoning test focuses on inductive or abstract reasoning, with candidates required to assess and manipulate shapes and sequences. It also has a deductive reasoning test, which it refers to as verbal reasoning.

Cut-e offers both inductive and deductive reasoning tests, with individual variations of each. The layout of Cut-e’s tests is known to be somewhat different to other publishers, so if you’re taking one be sure to practice specifically for this format.

As one of the best-known publishers of psychometric and aptitude assessments, Saville’s logical reasoning tests are widely used. They’re offered as either abstract or diagrammatic reasoning and have a time limit of around 20 to 25 minutes.

Logical reasoning tests from Talent Q are adaptive, which means the difficulty rating of a question is related to your performance on the question prior. Do well initially, and they’ll get harder. Struggle, and they’ll become a little easier.

How to prepare for logical reasoning tests

The best way to prepare for a logical reasoning test of any description is to train your brain to think more critically – and that means practice.

Try making puzzles a part of your daily routine or use brain-training apps in your downtime. If you’re preparing for a deductive or critical thinking test , take an analytical approach to reading the daily news. Instead of simply taking things on face value, ask yourself questions based on the evidence provided, and whether or not it’s enough to draw solid conclusions.

And make sure you take plenty of practice tests. This will help you understand how to answer logical reasoning tests , and will make you familiar with many of the common relationships found in abstract sequences, including orientation, shading, rotations and reflections.

If you’re struggling to identify relevant rules, work backwards from the answer. The better you understand where and how certain rules apply, the more picking them out will become second nature.

As you progress with your practice tests, start taking them under exam conditions, including setting yourself a time limit. Pacing is a key skill in logical reasoning tests, as your score will not only indicate how many correct answers you gave, but how long it took you to answer each question. By broadening your practice beyond traditional puzzles and tests, you foster a more adaptable and comprehensive critical thinking skill set, better reflecting the dynamic problem-solving required in many professional environments.

Lastly, be sure to practice the right type of test. Ask your prospective employer which of the five types of logical reasoning assessment you’ll be sitting, and if possible, which test provider they use. This will allow you to target your preparation to the specific test format you’ll face on assessment day.

Prepare yourself for leading employers

Free example logical reasoning questions

Below you’ll find example questions for the different types of logical reasoning test. Answers to each are given below the set of questions.

For further practice, check out our free logical reasoning test questions and answers .

Deductive reasoning test

All footballers are fit and healthy.

All famous sports players are footballers.

Given that the above is true, which of the following is the logical deduction?

• All footballers are famous sports people
• All famous people are fit and healthy
• All famous sports players are fit and healthy
• All fit and healthy people are footballers
• All football players are men

Inductive reasoning test

How many triangles will be in the 6th shape?

Diagrammatic reasoning test

In the grid, one box is missing. You must work out what rules are being applied in the other boxes in order to work out which of boxes A to F will complete the grid.

Abstract reasoning test

Which of the boxes comes next in the sequence?

Using deductive reasoning, the only logical answer is 3. To get to this answer, you need to simplify the given facts. All famous sports players are footballers, and all footballers are fit and healthy.

• We can’t deduce that all footballers are famous sports people, as we haven’t got that information.
• We can’t deduce that all famous people are fit and healthy, because the fact is about famous sports people.
• This is the logical answer.
• This information is not given; all footballers are fit and healthy but we can’t logically link that all fit and healthy people are footballers.
• This is obviously incorrect, as gender is not mentioned at all in the question.

The number of triangles is increasing by 2 as you move along the sequence. I you continue to add 2 until you reach the 6th shape you reach 14, so the answer is C).

In the question the key rule is that the number of ‘star’ shapes in the central column must always equal the number of double circle shapes.

If there are no star shapes there should be no circle shapes. If there are three star shapes, there should be three circle shapes. Option F is the only one that abides by this rule.

Please note: shapes are not in a set position within this sequence. It is merely the presence of the shapes that is important. 1. There are always two squares in the frame. 2. There are always two circles in the frame. 3. There is always one triangle in the frame. So the answer is D).

Sample Logical Reasoning Tests question Test your knowledge!

If all roses are flowers and some flowers fade quickly, which statement must be true?

• All roses fade quickly.
• Some roses fade quickly.
• Some flowers are roses.
• No roses are flowers.

What is the next logical step if when you press button A, light X turns on, and when you press button B, light Y turns on? Assuming button A is pressed and lights X and Y are currently on.

• Press button B to turn light X off.
• Press button A to turn light Y off.
• Press button A to turn light X off.
• Press button B to turn light Y off.

Choose the statement that best reflects an understanding of the given premises: Premise 1: All managers are employees. Premise 2: Some employees are interns.

• All managers are interns.
• Some managers are not employees.
• Some interns are not managers.
• No interns are managers.

On a team of four people, two people can write code and three can design UI. If one person has all these skills, how many people only have one of the skills?

In a new brand of cars, Model X has better mileage than Model Y. Model Z has worse mileage than Model Y but is cheaper than Model X. Which of the following statements is correct based on this information?

• Model Z is the cheapest and has the best mileage.
• Model X is cheaper than Model Y.
• Model X has better mileage than Model Z.
• Model Y is cheaper than both Model X and Model Z.
• Model Y has the worst mileage.

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Logical Reasoning Tests Tips

1 read each question carefully.

It’s vital you understand exactly what is being asked of you, so be sure to read every question thoroughly. There may well be distractors in the multiple-choice options; picking one of these because you’ve misinterpreted the question is a common error.

2 Analyse the stimulus

In deductive or critical reasoning tests, it’s important to fully digest the stimulus before drawing your conclusion. Again, a simple misunderstanding can be the difference between scoring or missing out on a mark, so make sure you’re aware of all the evidence presented to you.

3 Work out your answer before looking at the options

When working with abstract sequences or patterns, try to get an idea in your head of what the missing piece or next part of the sequence is likely to be, before you look at the multiple-choice options. This will help you zone in on the right response, rather than get distracted by irrelevant choices.

4 Make notes

There may be several relationships in any given sequence, and in diagrammatic reasoning tests you’ll need to be aware of multiple processes. Make notes as you go through to keep track of your thought process. It will help you to work methodically and avoid confusion.

5 Pay attention to pacing

You only have a set amount of time to work through all the questions, so be sure to pace yourself. Typically, problems become more complex as the test progresses, so aim to spend less time on questions at the start. Good pacing takes practice. You want to work quickly but not to the detriment of your accuracy.

6 Don't panic

Logical reasoning tests can be a little daunting if you’re not used to them but remember, we apply logic everyday without even realising it. Stay calm and remind yourself that the steps you need to take are familiar to you, it’s just that the problem you’re solving is presented in an unfamiliar way.

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Logical Reasoning Tests FAQs

How are logical reasoning tests scored.

Logical reasoning tests are scored comparatively. That is to say, you’ll receive one mark for each correct answer, and your total score will be compared to the average results of other test-takers. Different employers may assess your results in different ways. Some will look only at your raw score against an average benchmark, while others may also consider your pace.

What are logical reasoning tests used for?

No matter the type of logical reasoning test used, you’re being assessed on your problem-solving and critical thinking skills. Employers are trying to determine if you have the required ability to interpret information, identify patterns and relationships, and draw solid conclusions. These are skills used on a daily basis in many job roles, so logical reasoning tests are widely used.

How is logical thinking measured?

Logical reasoning tests give a good indication of your lateral thinking skills by measuring your ability to analyse and interpret information to make evidence-based decisions – be they inferences, assumptions or unquestionable conclusions.

Why is logical reasoning important?

Logical reasoning is important in work-based environments because it is this skill set that allows you to work through many everyday business problems and come to the right resolution. Logical thinkers make decisions based on what they know to be true, rather than gut feeling; set achievable goals based on past performance; and approach complex problems in a systematic manner.

Where can I practice logical reasoning tests?

You can find practice tests for all types of logical reasoning assessments on our website, along with detailed answer explanations and guides. You can also find practice tests online from individual publishers which will help you get to grips with specific formats and time constraints.

Which employers use logical reasoning tests?

Logical reasoning tests are commonly used for managerial-level roles and above in many corporate job sectors, including law, investment banking and consultancy, as well as human resources, customer service and market research. It’s also likely you’ll be required to sit some form of logical reasoning test for acceptance onto a graduate scheme with many larger employers.

Reviews of our Logical Reasoning tests

What our customers say about our Logical Reasoning tests

Naveen Dabas

June 11, 2024

i think the uniqueness of the shapes define the intelligence in the test.

at first it seemed quite complicated then i think the common sense says that natural intelligence can crack the test.

January 17, 2024

It was a good test. Great variety of questions.

Some questions were too easy ,while some questions took a little longer to be solved. Overall the test was good. Considerations can be made to make the test a little more tough and challenging

Samuel Johnson

United States of America

December 24, 2023

Great service overall

Good question variety - the content of the test and the style differ slightly from the actual Korn Ferry test for which I am preparing.

South Africa

October 23, 2023

Fun & challenging!

I enjoyed the variety that this test offered. I would have preferred instant, question-by-question feedback over feedback at the end.

TheReal MacBen

Philippines

October 14, 2023

The varying patterns of the figures in each box, and what could be the next chain in that pattern.

I like how the test contained fun and interesting questions that needed logical thinking. However, it is not as complex as one test I answered, so the website should give an option of difficulty in tests.

MARTINE METIEKAM

September 26, 2023

Interesting

I have difficulty identifying the sequence. Honestly, I am not very familiar with the test. Thank you.

Andreas Karlsson

September 15, 2023

I found some of the patterns challenging at first but I do love to solve these little puzzles and recognize the patterns within

September 10, 2023

Take one peice at a time

each task was a test to see if you could follow the pattern, some were difficult but it was a nice brain teaser.

September 02, 2023

Quick access to test, without any unnecessary sale propositions

I should not have to create an account to just take a sample test. I am happy to make an account once I take 1 or 2 tests and see whether I want to create an account

Paul Kitchener

United Kingdom

August 29, 2023

Good prep for recruitment test

I liked that I could skip a question and come back to it if I found it difficult under the time limit

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Problem solving skills are important to assess during the pre-employment stages of hiring. Use this test to assess a candidate's problem solving abilities.

• What is a problem solving skills test?

A problem solving test enables you to determine whether candidates demonstrate the skills necessary to solve a problem successfully.

The test evaluates individuals on their ability to identify problems, break the problem down into smaller categories and apply their analytical, logical, critical, and creative thinking to determine the best course of action in the given situation. Using these skills, candidates can then demonstrate their skills in resolving problems.

The test is a timed test that covers common scenarios encountered in the workplace where individuals need to problem-solve. These include reading, understanding, and interpreting data to make logical inferences, prioritising and planning based on identifying related patterns and relationships, and adjusting and creating schedules.

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Problem-solving is an essential skill required in many roles, no matter the type of industry or level of seniority.

Determining a candidate's approach to problem solving and proficiency in using the skills required to be an effective problem-solver is essential for recruiting the best candidates.

Often, determining an individual's problem solving skills is difficult to evaluate through an interview, application form, or resume alone. Candidates may state they can effectively solve problems, but how can you be sure that they can use their problem solving skills effectively and in practice when in the workplace?

The problem solving skills test overcomes this hurdle by providing you with an objective way to assess an individual's ability to solve problems.

Given that the test uses work-based scenarios to help identify an individual's skill level in solving problems, the test also has a number of additional benefits for recruiters. These include evaluating an individual's skills crucial to problem-solving such as their analytical thinking, logical reasoning , and critical thinking skills when determining the best way forward in any given situation.

Problem solving is a must-have skill for most candidates and one that is needed on a day-to-day basis for many roles. Due to this, the test can also be used in the recruitment process for several positions where the ability to identify problems, analyse and apply logical thinking is required to carry out the role successfully.

Examples of such roles include:

• Project managers
• Project planners
• Event planners
• Hospitality Managers
• Retail Managers
• Administration Managers
• Business Managers
• Administration assistants

More Soft Skills Tests

• Time Management
• Project Management
• Interpersonal Skills
• Communication
• Adaptability
• Decision Making
• Accountability

Sample Problem Solving question

You are working in a manufacturing company specializing in organic health and beauty products. For the last six months, you have been part of a team working on the concept of a new men’s shampoo to be added to the existing product range. With the help of a junior employee, you have been overseeing the market research and have just finished conducting a large number of customer focus groups. Unfortunately, the evidence is overwhelming that the concept as it stands will not be successful after all of the team's hard work. What would you do?

Facilitate a brainstorming session with the team to find a way to adjust the product in a way that addresses the focus group feedback.

Suggest to the head of product development that you could organize additional focus groups to get further information before recommending any changes.

Use this project as a learning opportunity by identifying ways to improve the idea generation process in order to ensure more successful products in the future.

Recommend the company finishes developing the product then offer a free trial to a group of customers to see if the feedback is consistent with the focus groups.

Our problem solving skills test asks a variety of questions that vary in difficulty level. Candidates who demonstrate strong problem solving skills should be able to answer most of the questions correctly.

The problem solving skills test provides valuable insight into a candidate's ability to effectively solve problems. The test is structured using multiple-choice questions: a familiar format for most test-takers, that allows for instant and objective scoring.

As well as the correct answer, there are typically 2–3 distractors, representing common misconceptions and mistakes. This helps make the test more challenging, so a candidate's ability can be measured more accurately.

Test scores are provided to the user and can be compared to other test-takers in your talent pool, to see how they perform relative to each other.

Each test has been thoroughly reviewed to ensure accuracy and validity in line with industry standards. It has been written, examined and edited by I/O psychologists and psychometric professionals. It has also been reviewed by a diverse sample of job seekers to check for any issues including sensitivity, face validity, fairness and accessibility.

This test is continually monitored so our team can optimize performance and regularly assess fairness issues.

Predictor of job success

Assessments

A full suite of assessments

Our platform comes with 12 tests across both foundation and advanced levels so they’re suitable for everyone. Including aptitude, behavioural and personality tests, you’ll have a full range of tests to help you find the candidates you’re seeking.

An array of candidate metrics

For each of your candidates, you’ll be given a comprehensive report. Included will be all the metrics you need to build a detailed picture of each candidate and ensure you’re making the right hiring decisions.

“The platform is so simple to use. I had used competitor providers for over six years and will never go back. Fast, efficient and friendly!”

There are many skills required to be an effective problem-solver. An individual's problem-solving skills can be measured by assessing their skill in first identifying a problem. Then, analyse the situation, break it down into separate components, critically evaluate, and finally apply logical thinking to solve the issue.

There are many types of problem-solving that recruiters can test. They include the ability to identify patterns in relationships and use this to solve problems. Other types of problem-solving cover organisational and planning issues, solving related numerical issues or adjusting and creating schedules based on problems that arise.

Most roles in any industry require an element of problem-solving to be effective in day-to-day work activities. Examples of such occupations include those working in project management, business management, and the retail and hospitality sectors. It is worth remembering that problem-solving is a skill required at any level, not just in leadership or senior-level positions.

Problem-solving skills tests are designed to evaluate an individual's skill level in solving problems. Individuals must use their analytical thinking, critical thinking, and logical reasoning skills to determine the best course of action given the situation.

Problem-solving tests enable recruiters to get an objective understanding of an individual's skill in this area, allowing them to recruit the best candidates for their roles.

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