Numerical Reasoning, Verbal Reasoning, and Attention to Detail Tests

Reasonable adjustments & test accessibility

We committed to being the most inclusive.

If your candidates have a disability and need adjustments during the recruitment process we can copy tests and add time, you have a legal duty to provide this and we can help. When you plan a recruitment process, you could tell us about the help you need.

It’s not always easy for candidates to ask for an adjustment, so see some examples case studies, to act as a guide. You can use these to help you decide whether to give help or issue the test without help.

You are recommended to permit candidates to take the appropriate practice test before taking an actual test. We provide a mixed test for this purpose at no charge.

Test results & feedback

Once your candidates have completed the test, you can access test results and/or feedback by going to your account on our platform and/or your email inbox.

Your candidates/applicants test scores are calculated from their responses, which we compare with the results of a peer group who took the same test - this creates a percentile. For example, if you score at the 44th percentile, it means you scored better than 44% of the comparison group. Meeting the minimum required percentile is no guarantee of an invitation to continue the selection process.

For the Judgment Test candidates/applicants will receive a feedback report to help you understand your test performance. This also provides general suggestions about how to improve further. You candidates will be given answers to specific test questions, with vague references, to avoid compromising the security of the test. We never share test answers, this would give an unfair advantage to anyone who has them.

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What are aptitude tests?

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.

What are the most common aptitude tests?

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

What is an example of an assessment test?

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

Why do employers use aptitude tests in recruitment?

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.

How to pass aptitude tests?

Practicing aptitude tests is the only scientifically proven way to get better results in recruitment processes (Bradley et al., 2019). To pass aptitude tests you need to practice. This helps you get familiar with how questions are asked, and better at working under time pressure. Select practice sites that offer not only questions in a pdf format but the entire test experience. Details matter when you answer questions under stress.

What are IQ tests and EQ assessments?

These tests are renowned for helping organisations select the best job candidates. There are ability and these are typically taken online.

What do aptitude tests measure?

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.

Good hires grow your business

Good employees make the difference between an average company and a great company. For start-ups and scale-ups, it's even more important to get hiring right.

Attracting candidates is hard for small companies, so candidate experience is as important as accurate evidence-based selection decisions.

Graduates and apprentices

Early talent is where psychometric assessments are their most powerful. You can't really use past experience with this early talent, so data-driven accurate assessments are a great way to predict future performance.

We've helped many companies with their early careers campaigns. Our assessments identify top-performers whilst optimising DE&I, candidate experience, social mobility, and supporting neurodiversity.

Budgets and people

We understand the challenges faced by non-profits. We help you match your values and behavioural requirements to the perfect candidates. Values and skills are important.

Don't risk hiring on gut-feel. Our experts will help you choose the best assessments that work for you.

Trusted advice

You know you need to get hiring right, and you know that measuring cognitive ability and behavioural traits will help you identify the best talent. But you're up against large employers who have in-house experts.

High volumes

With large volumes of candidates, HR teams need an assessment solution that just works. Here it's extra-important to get technology integrations right, with optimised candidate experience, and effective volume-hiring administrative tools.

Where are aptitude tests used?

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.

Which companies use aptitude tests to recruit?

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.

How to prepare for most common psychometric tests?

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.

Why do employers use tests?

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

All 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. 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.

Where can I practice tests?

There are several providers of tests. We (RT) are one of them. We are trusted by over 200 businesses, and help thousands of applicants/candidates pass their candidate assessment tests the first time. Our online test platform provides a range of online practice tests with free questions and answers.

We also provide practice test packages through a one-time purchase. All RT tests come with worked solutions and explanations to help you prepare and succeed.

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

Try our free practice tests to learn more.

What do our tests measure?

Our tests measure ability and preference. Ability tests require right answers. One of our most popular ability tests is the numerical reasoning test. This looks at how well you can interpret numerical information to answer questions.

Emotive Preference, on the other hand, is measured using personality and situational tests. These include the Occupational Personality Questionnaire (or OPQ). The OPQ test asks you to rate statements based on your preferences at work.

How are tests scored?

Tests score you use absolute score and/or percentiles in defined groups. 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 50th percentile and higher in their aptitude tests.

For your 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.

Where can I practice psychometric tests?

Psychometric practice tests are widely available online. Always check for quality before you buy.

Reading provider reviews on trusted sites like Trustpilot can help.

How to practice psychometric tests?

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

Start your practice with a trusted practice psychometric test provider (visit more than 1 test provider to practice a variety of different questions)
Deep practice (a thorough understanding of every question and worked solution) brings better results than taking many tests without deep understanding of the solution
Take your first psychometric test to set yourself a benchmark; good tests enable you to track your progress
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
If your benchmark is good (i.e. above 50% percentile), move to point 7 below
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
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)
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.

Online tests for IQ and EQ assessments

Online tests