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FREE Numerical Reasoning Practice Test
This Numerical Reasoning Practice Test has 10 questions (and includes answers and full explanations).
FREE Verbal Reasoning Practice Test
This Verbal Reasoning Practice Test has 10 questions (and includes answers and full explanations).
FREE Inductive Reasoning Practice Test
This Inductive Reasoning Practice Test has 9 questions (and includes answers and full explanations).
FREE Abstract Reasoning Practice Test
This Abstract Reasoning Practice Test has 9 questions (and includes answers and full explanations).
FREE Cognitive Ability Practice Test
This Cognitive Ability Practice Test has 10 questions (and includes answers and full explanations).
FREE Deductive Reasoning Practice Test
This Deductive Reasoning Practice Test has 10 questions (and includes answers and full explanations).
FREE Logical Reasoning Practice Test
This Logical Reasoning Practice Test has 8 questions (and includes answers and full explanations).
FREE Mechanical Reasoning Practice Test
This Mechanical Reasoning Practice Test has 10 questions (and includes answers and full explanations).
FREE Watson Glaser Practice Test
This Watson Glaser Practice Test has 10 questions (and includes answers and full explanations).
FREE Situational Judgement Practice Test
This Situational Judgement Practice Test has 10 questions (and includes answers and full explanations).
FREE Spatial Reasoning Practice Test
This Spatial Reasoning Practice Test has 10 questions (and includes answers and full explanations).
FREE SHL Practice Reasoning Test
This SHL Practice Reasoning Test has 10 questions (and includes answers and full explanations).
FREE Diagrammatic Reasoning Test
This Diagrammatic Reasoning Test has 8 questions (and includes answers and full explanations).
FREE Practice Critical Thinking Test
This Practice Critical Thinking Test has 3 questions (and includes answers and full explanations).
FREE This Practice Error Checking Test
This This Practice Error Checking Test has 3 questions (and includes answers and full explanations).
FREE Practice In-Tray Exercise
This Practice In-Tray Exercise has 3 questions (and includes answers and full explanations).These tests require you to answer questions based on statistics, figures and charts.
A means of assessing your verbal logic and capacity to quickly digest information from passages of text.
A business-related scenario that assesses how well you can prioritise tasks.
Tests that measure your logical reasoning, usually under strict time conditions.
Psychological tests that assess your judgement in resolving work-based problems.
Tests that identify how well a candidate can see the underlying logic in patterns, rather than words or numbers.
A measurement of general intelligence, covering many categories of aptitude test.
These assess your ability to apply mechanical or engineering principles to problems; they are often used for technical roles.
Designed to assess a candidate’s ability to critically consider arguments; often used by law firms.
These tests assess your capacity to mentally manipulate images, and are often used in applications for jobs in design, engineering and architecture.
An unusual type of aptitude test that focuses on your ability to identify errors in complex data sets.
Aptitude tests are designed to be challenging.
To ensure that you do as well as you possibly can, there really is no substitute for practice.
But don’t waste time practicing more than you need to.
Find out exactly what type of aptitude test you will be taking and practice just this type of test.
First use example questions with explained answers to familiarise yourself with the types of questions you will be asked and then take practice tests to improve your performance.
Aptitude tests are typically quite short, often less than 15 minutes long, and are usually completed online.
Tests generally have challenging time limits and often increase in difficulty throughout the test.
This is to put the candidate under pressure and try to understand what their maximum level of performance is.
Typically, tests present the candidate with some information and ask them to use this information to answer a question, usually providing a number of possible answers.
The more questions the candidate answers correctly within the time limit, the better their score will be.
While some aptitude tests will only focus on one type of thinking (either verbal or numerical reasoning, for example) some will have multiple sections that will test various different types of skills.
A multi-part assessment such as that will often take about an hour to complete.
Each section will be roughly 10 to 30 questions, depending on how complex each question is on a particular test.
Basically, if there are more complex questions, the assessment section will have fewer questions.
The position for which the test is being given may also determine the complexity and length of the assessment, i.e., the higher-level the job, the more questions and more complex questions are likely to be asked.
Aptitude tests are norm referenced.
This means that your performance on the test will be compared to a “norm group.”
A norm group is a group of people with similar characteristics to the candidate, a group of graduate trainees for example.
Your score will be compared to the scores of the people in the norm group, and this will allow the assessor to understand your performance relative to others who are similar to you.
Usually, a candidate’s score is expressed as a percentile.
This, then, tells the assessor what percentage of the norm group their performance surpassed.
If a candidate scored on the 75th percentile, for example, they have performed better than 75 percent of the norm group.
Each particular employer may have a different performance level required for specific positions.
To be successful, the candidate must achieve a level of performance that exceeds a stated minimum.
Candidates will usually not know what the minimum score requirement is before they take an aptitude test.
Aptitude tests are often used by employers as part of a selection process for a job.
While aptitude tests won’t necessarily test candidates on their ability to perform a specific job within a company, they will give the employer a general sense of how well a candidate can think on their toes and demonstrate critical-thinking skills that would be reflective of the type of thinking they’ll need to do on the job.
Administering aptitude tests allows companies to narrow down the number of candidates who have applied for a job to a more refined group that may be more qualified for the job.
Aptitude tests are most often used before a formal interview and are normally conducted online.
Employers often use the results of the tests in conjunction with how a candidate has performed in an interview to make a final hiring decision.
Combined, the two modes of assessment give employers a clearer picture of a candidate’s ability.
An aptitude test is a systematic means of testing a job candidate’s abilities to perform specific tasks and react to a range of different situations.
The tests each have a standardised method of administration and scoring, with the results quantified and compared with all other test takers.
No prior knowledge is assumed , as employers seek to determine innate ability at a particular competency.
Aptitude tests are usually taken online or at a testing centre , such as a firm’s offices, where they can be electronic or paper-based.
Tests are timed and are typically multiple choice. It is not uncommon for some available answers to be deliberately misleading, so you must take care as you work through.
Some tests escalate in difficulty as they progress. Typically these tests are not designed to be finished by candidates.
Most employers take people’s backgrounds into consideration for marking.
For example, maths graduates will have an unfair advantage over arts graduates on a numerical test.
Many aptitude tests incorporate negative marking. This means that for every answer you give incorrectly, a mark will be deducted from your total (rather than scoring no mark). If this is the case, you will normally be told beforehand.
In any test that does incorporate negative marking, you must not guess answers, even if you are under extreme time pressure, as you will undo your chances of passing.
Evidence suggests that some practice of similar aptitude tests may improve your performance in the real tests. Practice exam technique and try to become more familiar with the types of test you may face by completing practice questions.
Even basic word and number puzzles may help you become used to the comprehension and arithmetic aspects of some tests.
Treat aptitude tests like an interview: get a good night’s sleep, plan your journey to the test site, and arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely.
Before the actual aptitude test, you will almost certainly be given practice examples to try. Make sure you ask questions if anything is unclear at this stage.
You will normally be given some paper on which to make rough workings. Often you can be asked to hand these in with the test, but typically they do not form part of the assessment
Don’t get stuck on any particular question: should you have any problems, return to it at the end of the test. You should divide your time per question as accurately as you can – typically this will be between 50 and 90 seconds per question.
Remember that the tests are difficult and often you will not he expected to answer all the questions.Be particularly cautious if theaptitude test uses negative marking; if this is not the case, answer as many questions as possible in the time given.
Remember that multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make.
