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- SHL are one of the pioneers of online psychometric testing. Their aptitude tests and methodology are very popular within the psychometric testing industry. SHL tests include verbal reasoning , numerical reasoning , inductive reasoning and mechanical reasoning, amongst other variants. Sounds daunting? The norm group is typically made up of individuals with similar characteristics, for example age, nationality or education level. The cut off point represents the minimum ability needed to be successful in a particular job role or department function. How to Pass SHL Tests: 6 Top Tips While aptitude tests aim to assess your level of ability, there are ways to develop your approach to the tests themselves. This video shows examples of SHL tests. Think of it like revision. For mechanical reasoning tests see the video below for test examples , the topics may include devices such as pulleys, springs, circuit boards and gears.
- There are a number of benefits to revising for the tests in this way. The tests are designed to place you under maximum pressure, as the business is trying to understand your true potential. The time limits can be challenging, so to be successful you need to work quickly and accurately. Make sure you read the instructions thoroughly at the start of the assessment and understand exactly how long you have to complete it.
- If you find yourself stuck on a particular question for too long, move on to the next one. Watch the video below for some excellent time management strategies. Then Check It Again Make sure you understand the instructions for the test , and then scrutinise each question. Check your workings and answer selections before moving on. Are you a morning person or a night owl? Choose a time that is good for you in terms of your energy, alertness and relaxation. Make yourself comfortable. Get a drink, go to the toilet, grab some chewing gum and switch the heating on before the assessment starts. Make a checklist of helpful materials that you may need. Calculator, pens and some paper are generally allowed and always useful. Grab a safe, quiet spot. Tell your family, partner, kids or friends to leave you alone for a specific amount of time. Sleep can be the difference between you demonstrating your real potential, and having an off day.
- SHL tests are often given to candidates more than once. Give it your best shot on your own. Once you have given your answer to a question, you will be able to check the right answer and see a full explanation. Difficulty Level:.
- These tests contain questions that assess your knowledge of ratios, percentages, number sequences, data interpretation, financial analysis and currency conversion. Buy tests Free test What is a numerical reasoning test? A numerical reasoning test is a form of psychometric assessment commonly used in the application stages of the recruitment process. General arithmetic, percentages , fractions and averages are all common elements of a numerical reasoning test, but its main focus is statistical information.
- Candidates are required to work with graphs, tables and charts to identify key facts and figures, and apply the correct logic to form an answer in response to a worded question. That said, they are increasingly common for any role that involves a level of data interpretation or numerical analysis , including marketing and HR. Why do employers use numerical tests? In a competitive job market, employers of all shapes and sizes use a range of methods to narrow down their pool of candidates for any given opening. Numerical reasoning tests are one such method. The questions posed in these tests are based on the particulars of a given job function, such as determining profit margin or estimating material quantities. As such, they give employers a good indication of how an applicant would perform in the role in question, allowing them to separate those with promise from those who would struggle with their daily tasks.
- Numerical reasoning tests are also a good measure of how well an individual works under pressure. Employers want to know that you can perform well in any given circumstance, and since these assessments are timed, they demonstrate your ability to interpret data and draw accurate conclusions at speed. How numerical reasoning tests work Numerical reasoning tests are not standardised. They can vary in duration, complexity and format depending on a number of factors, including: The test provider — there are several publishers of numerical reasoning tests, each with its own slight variation on the assessment, so the exact nature of your test will depend on which provider the employer uses.
Interpreting Your Score In A Pre-employment Cognitive Ability Test
For example, the questions posed to an aspiring engineer will differ from those presented for a financial post. The level of the position — typically, the higher up the ladder you climb, the more complex the numerical reasoning test, so the difficulty rating of your assessment will increase as you progress from graduate, to professional, to managerial level. That said, there are commonalities across the board which can help you prepare for your numerical reasoning test. Typical Structure Generally speaking, numerical reasoning tests are short, timed assessments presented in a multiple choice format. Their exact length can vary from roughly 10 to 45 minutes, and the number of questions will be relevant to their duration. As a guide, one question for every minute is a reasonable expectation, but some of the more difficult tests require more speed.6 SHL Test Tips: How To Get Top Scores On Any Test, Every Time.
If you have the right skill set, the questions themselves would not be too difficult to answer under normal circumstances. Many test publishers use what are known as distractors — answer options purposefully similar to the correct answer, or that could be achieved if a common mistake was made. In addition, numerical reasoning tests for graduate level positions can be quite complex in their nature. Common Question Types You can expect a range of questions that cover various aspects of numerical understanding.- Currency conversion questions are also a common occurrence. Numerical reasoning questions often take the form of a number series , where your numerical logic will be tested, rather than your ability to perform basic calculations. The last common question type is data interpretation. With these, you may be presented with numerical data in the form of graphs, charts and tables, or in a paragraph of written text, and asked to make an inference based on the information provided.
- Your prospective employer will receive your raw score, that is the number of correct answers, which will then be measured against a benchmark score. This benchmark score will either be based on the performance of other candidates for the role, or the historical scores of employees in a similar position of comparative level. There is no differential or negative scoring in a numerical reasoning test. You can easily improve your score with practice, and by mastering some key formulas for success. Addition, subtraction, multiplication and division should be revised as the very basics. Generally speaking, GCSE level understanding is sufficient.
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SHL tests are the most common brand of ability, behavioural and personality tests. SHL psychometric tests are available in 30 languages across countries. Many employers choose to include SHL tests as part of their recruitment process. SHL tests can be used to highlight candidates with the skills and knowledge needed to progress into leadership roles in the future. They are suitable for use across all job industries and hierarchy levels, although they are especially popular for graduate recruitment schemes.How To Cheat On SHL CEB Reasoning Tests (and Why You Shouldn’t!)
It is also possible to search for specific keywords to find a suitable test. Want to take some SHL practice tests? At the start of the recruitment process, employers identify key competencies that are required to succeed in the advertised job role. Once these documents have been written, employers select the SHL tests which will help them to assess how well a candidate meets the key competencies required for the job role. The assessment categories for SHL tests include: 1. The assessments that are available include: Skills Assessments Typically, these will include assessments that have been created to evaluate business, IT and software skills. Employers will choose a specific skills assessment according to the job role they are recruiting for. For example, when recruiting for a secretarial vacancy, they may ask candidates to complete a spelling and grammar, or letter writing test.- Tasks will include numerical calculations and equations, word-based mathematical problems and the interpretation of data presented in spreadsheets, graphs or charts. Verify Inductive Reasoning Test — This is sometimes called a diagrammatic reasoning or logical reasoning test. It is used to assess problem-solving abilities — often, a sequence of shapes or images will be provided and candidates will be expected to identify the pattern and determine how the sequence continues.
- Verify Deductive Reasoning Test — Candidates are required to analyse the information provided to identify strengths and weaknesses of an argument, the information needed to complete the scenario that has been outlined to them or make logical conclusions. Verify Verbal Ability Test — This assessment is used to find out how well a candidate can understand and analyse written information. Candidates are required to read and interpret a section of text before answering questions to demonstrate their understanding of the written information and how this can be used. Typically, candidates will be expected to apply this knowledge to different devices, including cogs, gears, pulleys and levers. Verify Checking Test — This test looks at how well a candidate can check and compare information in an administrative setting. Employers will be looking for candidates that can check information with both speed and accuracy. Simulations SHL can create customisable interactive simulations to put candidates into realistic workplace situations.
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Candidate responses during a simulation are then used to gauge their abilities in areas such as accuracy, coaching and customer service. Behavioural Situational Judgment — Unlike many of the other tests, there are no right or wrong answers for situational judgment tests. Instead, they are used to find out how a candidate is likely to react and respond to certain situations within the workplace. Realistic Job and Culture Previews RJP — This test can be used to give applicants an insight of working for the recruiting organisation. It is often used at the very start of the application process to help candidates decide whether they wish to continue with their application. In most cases, RJPs are not scored; however, candidates will receive feedback on their response to each scenario. Universal Competency Framework UCF — Linked to behaviours that can be observed, this test offers a framework which can be used to assess performance, potential and behaviour.- Candidate responses can be used to help understand behaviours and how these might impact on their suitability for work within particular job roles and work environments. Test results can help to identify whether the candidate works best on their own or within a team, whether they prefer to work within small or large teams, and whether they tend to focus more on detail than the overall picture. The results can be used to make a judgment on whether or not a candidate would be a good fit for the existing team. Motivation Questionnaire MQ — This test is designed to measure 18 different motivational factors.
SHL Tests: 6 Smart Tips To Pass Every Time (+ Practice Test)
Candidates are expected to read information relating to a workplace situation and then rate each one in terms of how this might affect their motivation levels. This pack can then be used by recruiters to help inform their recruitment decision. Many employers require prospective employees to complete one or more SHL tests during the early part of the recruitment process. Typically, candidates will be notified of this via an email, which will include a link to the online tests. A deadline for the completion of the tests will be provided; this is likely to be anything from a few days to several weeks. Results from the initial tests will be used to help decide whether or not to invite a candidate to interview. Applicants who are moved forward to the next stage of the selection process will probably be asked to complete further SHL test s as part of the interview or assessment centre.- It is important to bear in mind that the results from both sets of tests will be compared. If they appear to be very different, employers may be alerted to potential cheating. Complete plenty of practice tests — There are plenty of online resources which enable you to practise SHL tests. Your best first option is to visit the official SHL Direct website. You can take practice tests here, although not that many are available. The more practice tests you complete, the more familiar you will become with the format, question types and time constraints of SHL tests. Be prepared — If you are the type of person who works best first thing in the morning, plan to complete the tests as early in the day as possible. If there are other people in the house at the time you are planning to do the tests, let them know to ensure that they do not disturb you.
- Before you get started, have something to eat, make yourself a drink and grab any materials you might need, such as a pen, paper and calculator. Manage your time — As mentioned, each SHL test will have a timeframe during which candidates must complete it. One reason for this is to put candidates under pressure, to see how they perform and understand their potential. When starting a test, allow yourself time to carefully read the full instructions, including how much time you have to complete it. If you find yourself stuck on one particular question, try not to spend too much time trying to work it out.
- Unless it is a test that times out if you skip a question or give an incorrect answer this information will be given within the test instructions , then it is best to move onto the next question. SHL Assessments Many employers incorporate SHL tests or other cognitive ability or aptitude assessments into their recruitment processes. You are especially likely to be asked to complete SHL tests if you are applying for graduate roles. SHL tests can be a challenge — the best way to prepare is practice, as this will help you to become familiar with the format of the test and the type of questions you will be asked to answer. Reviewing your results after each practice test will enable you to identify the areas that you need to focus on improving.
- Remember, the more practice you do, the quicker you will be able to complete questions — and, hopefully, this will lead to a higher score when it comes to a live test situation. Visit JobTestPrep to take free tests or buy a paid course, guaranteed to help you improve your performance. To find out more click here.
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