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Take Quiz. Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for a particular type of job.
In general these tests will measure critical thinking skills, attention to detail and problem-solving skills. Aptitude tests are often used as part of an interview process, particularly for graduate jobs, entry level jobs and jobs in Finance. Broadly speaking there are three types of aptitude test :. 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. 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. 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.
If a candidate scored on the 75th percentile, for example, they have performed better than 75 percent of the norm group. 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.
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. 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. Familiarize yourself with common types of questions that you will be asked. For example, numerical tests often have questions about percentages. Make sure you know how to work these out before your test!
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.
Another name for inductive reasoning tests. 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. 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. 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. Listen to the instructions you are given and follow them precisely. 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. 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 multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make. Skip to content. Take one of our practice aptitude tests : numerical, verbal, inductive, abstract, cognitive, deductive, logical, mechanical and Watson Graser. This Numerical Reasoning Practice Test has 10 questions and includes answers and full explanations.
This Verbal Reasoning Practice Test has 10 questions and answers including full explanations. This Inductive Reasoning Practice Test has 9 questions and includes answers and full explanations. This Abstract Reasoning Practice Test has 10 questions and includes answers and full explanations. This Cognitive Ability Practice Test has 10 questions and answers including full explanations. This Deductive Reasoning Practice Test has 16 questions and includes answers and full explanations.
This Logical Reasoning Practice Test has 10 questions and includes answers and full explanations. This Mechanical Reasoning Practice Test has 10 questions and answers including full explanations. This Watson Glaser Practice Test has 10 questions and includes answers and full explanations.
This Situational Judgement Practice Test has 10 questions and answers including full explanations. This Spatial Reasoning Practice Test has 10 questions and answers including full explanations.
This Diagrammatic Reasoning Test has 8 questions and answers including full explanations. This Practice Critical Thinking Test has 3 questions and answers including full explanations. This Practice Error Checking Test has 3 questions and answers including full explanations.
This Practice In-Tray Exercise has 3 questions and answers including full explanations. What Are Aptitude Tests? Broadly speaking there are three types of aptitude test : Verbal reasoning tests which assess your ability to understand and interpret written information.
Click here for a verbal reasoning practice test. Numerical reasoning tests which assess your ability to understand and use numbers. Click here for a numerical reasoning practice test. Inductive reasoning tests also known as spatial or abstract reasoning tests which assess your ability to see patterns in data and work flexibly with unfamiliar information.
Click here for an inductive reasoning practice test. 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. A multi-part assessment such as that will often take about an hour to complete. Aptitude tests are norm referenced. This, then, tells the assessor what percentage of the norm group their performance surpassed. Each particular employer may have a different performance level required for specific positions.
Aptitude tests are often used by employers as part of a selection process for a job. Aptitude tests are most often used before a formal interview and are normally conducted online. 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. The secret to not being intimidated by tests?
These are the most common types of aptitude test that you will encounter:. Numerical reasoning tests These tests require you to answer questions based on statistics, figures and charts. Verbal reasoning tests A means of assessing your verbal logic and capacity to quickly digest information from passages of text. Intray exercises A business-related scenario that assesses how well you can prioritise tasks.
Diagrammatic tests Tests that measure your logical reasoning , usually under strict time conditions. Situational judgement tests Psychological tests that assess your judgement in resolving work-based problems. Inductive reasoning tests Tests that identify how well a candidate can see the underlying logic in patterns, rather than words or numbers. Cognitive ability tests A measurement of general intelligence, covering many categories of aptitude test.
Free interview details posted anonymously by Indeed interview candidates. In this case, when candidates apply, they'll receive an email invitation with instructions on how to complete the assessment. Basic questions such as: introduction and what can you bring to the company. Even if you have a degree in accounting, acing these tests requires preparation. Do you think that you have what it takes to pass them all, how about you take the quiz to find out! The assessment may evaluate whether a candidate has the specific knowledge, skills or abilities required for the role, or may give the employer information about the candidate's personality or Get ready for Excel interview Assessment Test for job application using this step by step guide.
More employers are using tests as part of the hiring process. Aptitude tests can evaluate skills, abilities, and potential. Some companies use situational judgment tests, which present scenarios that correspond to particular roles. Psychological tests, scenario-based tests, and performance tasks can measure empathy, self-awareness, and emotional literacy. They can also reveal how things work in an organization and which traits matter most—invaluable information in any job search. If you thought your test-taking days ended when you left school, think again. The more senior the role, the more likely the employer is to use assessments to identify candidates with the right traits and abilities.
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. No prior knowledge is needed, as the tests measure innate ability at a particular competency. Aptitude tests are usually administered online — most often after a candidate has made their initial job application — and are used to filter unsuitable applicants out of the selection process, without the need for time-consuming one-to-one job interviews.
An aptitude test measures your ability to reason and learn new skills. Aptitude tests are used throughout the world to screen applicants for jobs or educational programs. Depending on your industry and role, you may have to take one or more of the following kinds of test, each focused on specific skills:. Another form of aptitude test is the Critical Thinking test, which measures your Critical Thinking abilities. By far the most common Critical Reasoning test is the Watson Glaser test. Get all the information you need about the Watson Glaser Critical Thinking test and take a free Watson Glaser practice test. Most of the world's companies recruit online and are overwhelmed with applicants.
Upon completing the test, you will receive your own personalized personality profile. This report is designed to help you determine if your personality profile matches the desired work profile. See below a PDF sample of our full report. This Report is also available for printing below.
Try s of real aptitude tests, questions & answers written by experts. Practice FREE aptitude tests and get tips, guides and solutions.
Each test is free to take and includes questions, answers and fully explained solutions. After you take a test, write a comment below it to let others know how you found it. Take Quiz. Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for a particular type of job.
An assortment of aptitude test questions with the answers explained below. Here you will get a taste of what aptitude tests look like and try a few free examples. This question is rather straightforward, simply divide the profits of each company by the number of employees each company has. From left to right, the circle moves one place clockwise around the box each time.
These tests tell employers what they need to know, not just what you want to share with them. Once your pre-employment test finds your profile does not match the requirements, it will be almost impossible for you to remain in the race to get the job you applied for. To address this challenge, the Institute of Psychometric Coaching IPC now offers online professional preparation solutions to help you express your true capabilities in your pre-employment tests.
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