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

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

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

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

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

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

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

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

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

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

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

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

To pass aptitude tests you need to practise.

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

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

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

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

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

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

Aptitude tests ultimately measure one’s cognitive intelligence.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

There are several providers of tests similar to SHL assessments.

We (GF) are one of them.

GF is trusted by over 100 universities and business schools worldwide, and helps hundreds of thousands of students and graduates pass their SHL candidate assessment tests the first time.

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

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

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

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

Try our free SHL practice tests to learn more.

SHL tests measure ability and preference.

Ability tests require right answers.

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

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

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

These include the Occupational Personality Questionnaire (or OPQ).

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

SHL tests score you using percentiles.

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

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

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

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

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

Graduates First work with 100+ universities and business schools and score you using percentiles, so you can compare your results vs. other students and candidates.

Psychometric practice tests are widely available online.

Always check for quality before you buy.

Reading provider reviews on trusted sites like Trustpilot can help.

We provide SHL certified psychometric tests to over 100 universities and business schools worldwide.

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

Check out our free SHL practice tests here.

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

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

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

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

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

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

Best psychometric practice tests should:

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

We at GF offer leading psychometric practice tests used by over 100 universities and MBA schools in the UK, US, Australia, Hong Kong, Singapore, Switzerland and many more countries. Check our free psychometric practice tests.

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