Abstract Reasoning Tests

These tests measure your ability to spot and make connections in shapes and patterns to solve problems. They are non-verbal tests and do not require you to analyse verbal or numerical information. These can also be known as inductive reasoning or diagrammatic reasoning tests.

Employers use them to understand your strategic thinking, lateral thinking, and fluid intelligence. They are used by many organisations especially finance, accounting, banking, engineering.

The tests measure the accuracy and speed in which you can identify the relationship between a collection of shapes and patterns. They are normally timed and provide multiple-choice answers.

Preparation Tips:

• The questions can be formed in a range of different ways which can make these tests tricky, so practice is important.
• Keep practising to train your brain in this skill.
• Full instructions are provided so read these carefully.
• Stay calm and keep an eye on the time.

Resources:

Remember to check out the employer website for any specific resources and tips.

• Graduates FirstLink opens in a new window
• NumericalReasoningTest.orgLink opens in a new window
• Bright NetworkLink opens in a new window 
• PracticeReasoningTests.comLink opens in a new window 
• SHL DirectLink opens in a new window 
• Assessment DayLink opens in a new window

Verbal Reasoning Tests

Verbal reasoning test are designed to assess your ability to understand what you’ve read, think constructively, and reach accurate conclusions. They reveal how well you can analyse written information within a timeframe.

Preparation Tips:

• Find out who your test provider will be and see if they have any example questions. There are a number of different test providers, the main ones include SHL, Cappfinity, Kenexa, Saville, Cubiks and Talent Q.
• Verbal reasoning tests are deliberately written in complex and sometimes convoluted language. Small assumptions can catch you out. Read each passage two or three times to make sure you understand what’s being said, or not being said, before you answer. All the information will be there to answer the questions.
• Note how long the assessment will last and how many questions you need to answer within that time. Then calculate how much time you can devote to each question and stick to it.
• Hone your analytical skills. Brush up on your ability to absorb information and pinpoint key themes by reading passages or articles, particular in subject disciplines you are unfamiliar with.

Resources:

Remember to check out the employer website for any specific resources and tips.

• Graduate First: Verbal Reasoning test PracticeLink opens in a new window
• Verbal reasoning test workbook / Mike ByronLink opens in a new window includes worked solutions
• Cappfinity: Verbal Reasoning TestLink opens in a new window
• Practice Reasoning: Verbal Reasoning Practice TestLink opens in a new window
• Institute of Psychometric Coaching: Verbal reasoning test guideLink opens in a new window

Critical Reasoning Tests

Critical reasoning tests are designed to assess your ability to reason through an argument logically and make an objective decision. This type of assessment is commonly used in the legal field where precision and reasoning are critical. The duration of the critical reasoning test can vary depending on the test provider.

Preparation Tips:

• Practise regularly to become more familiar with the types of questions that are asked.
• Reading widely can help you improve your vocabulary and comprehension skills.
• Make sure you read the instructions carefully and allocate your time accordingly.
• Learn to identify patterns in the questions. This can help you answer questions more quickly and accurately.

Resources:

Remember to check out the employer website for any specific resources and tips.

• Free BCAT Practice Test | The Lawyer PortalLink opens in a new window
• Graduates First Watson Glaser practice questionsLink opens in a new window
• Practice Reasoning Tests: Watson Glaser Critical Thinking TestLink opens in a new window
• Practice Reasoning Tests: Practice Critical Thinking TestLink opens in a new window

Situational Judgement Tests (SJTs)

SJT tests explore how you behave in a typical work-based scenario and are included in recruitment processes so employers can get a feel for whether potential employees are likely to behave in a way which is expected in the role. They give insights into your judgement and decision-making abilities.

They commonly ask you to resolve hypothetical (often conflict) situations and the correct answers to these scenarios are often not obvious. The right answers are determined by what the organisation feels are important behaviours, values, and approaches or what is required for that particular role.

You may be asked to rank different options, identify your most and least preferred options, or some combination of the two. Sometimes rather than being text-based you may come across videos of the workplace and interactive activities.

Strength-based recruiters may also use SJTs to assess your fit for the role.

Preparation Tips:

• Research the employerLink opens in a new window, specific skills and values required for the role and the culture of the organisation to help shape your test responses from what you have learned about expected approaches and behaviours.
• Be able to say why you chose your ‘least preferred option’.
• Use personal insights gained from your own experiences to inform your responses. Most importantly, consider whether your behaviour will have an impact. Doing nothing is often not a good strategy.

Resources:

Remember to check out the employer website for any specific resources and tips.

• Graduates First: find out which competencies the test was looking for and how your answers compare
• Graduates First: Situational Judgement Tests What Are They?Link opens in a new window
• Assessment DayLink opens in a new window free practice test booklet with 16 questions and detailed solutions booklet
• Practice Aptitude TestsLink opens in a new window 8 practice questions with reasoned answers to work through
• JobTestPrep Link opens in a new windowa free test and answers
• Open Psychometric Test ResourceLink opens in a new window

Gamified Assessments

Gamified-assessments, also known as game-based psychometric assessments or gamified-recruitment, are becoming an increasingly common tool to screen candidates and it’s estimated that 10% of major graduate employers are using them currently.

Game-based assessments incorporate ‘game elements’ into psychometric tests and can be used alongside, or as an alternative to, traditional psychometric test solutions. This means that gamified tests look very much like ‘fun’ computer games. They can involve playing short-response games (like memorising number sequences or making decisions about how much risk to take) or playing longer interactive scenarios. The companies involved in making these tests claim that they are more engaging for the candidate and provide employers with more reliable measures of personality because they collect thousands of data points.

Tests may be trying to discover qualities such as how you process information, your memory, how you approach problems eg. do you plan ahead or can you stay focussed? They might be assessing your determination to succeed and whether you persevere with impossible tasks.

Preparation Tips:

• As it’s very difficult to predict what each game is looking for it’s probably best to just be yourself and not overthink your strategy.
• You can still research the company and consider what qualities that the games could be looking for. (eg. whether you are competitive, take risks, persevere with tasks) but try not to spend too much time over-analysing what approach could be best to adopt.
• Make sure you read all the instructions for the game carefully before you start until you are absolutely clear about expectations.
• It’s much better to use a computer rather than a mobile phone for the real test, even if you prefer to practice on your mobile.
• Make sure that your device is fully charged and set so you won’t be interrupted by calls, notifications, alerts or updates, as you want to be able to concentrate without distractions.

Resources:

Remember to check out the employer website for any specific resources and tips.

• Read Game-based and Gamified Candidate Assessments. Full 2023 Guide.Link opens in a new window by Graduates First.
• Graduates First have 8 practice games that you can have a go at – see under “Game Assessment” in their left menu.
• Graduates First Video - How to pass game assessmentsLink opens in a new window.
• Arctic ShoresLink opens in a new window provides candidate guidance.
• PymetricsLink opens in a new window describe what their games are designed to assess.

Technical tests

Technical tests are designed to assess your competence in various technical domains, including but not limited to programming, problem solving and critical thinking. They comprise a series of tasks and challenges that will test your knowledge, creativity, and ability to apply theoretical concepts to practical scenarios.

Preparation Tips

• Understand the key technical skills and requirements mentioned in the job description and specification. This will give you a clear idea of what to expect in the technical test.
• Dedicate time to practice coding challenges on platforms like LeetCode or HackerRank which are the most used platforms by recruiters.
• Time management is crucial during technical tests. Practice completing tasks within specified time limits to ensure you can efficiently allocate your time during the actual test.
• Pay close attention to the instructions provided for each test or question. Understand the requirements, constraints, and any additional information provided before attempting to solve the problem.
• Make sure that your device is fully charged and set so you won’t be interrupted by calls, notifications, alerts or updates, as you want to be able to concentrate without distractions.

Resources

Remember to check out the employer website for any specific resources and tips.

• HackerRankLink opens in a new window: a technology hiring platform for assessing developer skills for over 3,000+ companies around the world
• LeetCodeLink opens in a new window: online programming learning platform
• CodeSignalLink opens in a new window: skills assessments and AI-powered learning tools
• CodinGameLink opens in a new window: play coding games, have fun, build skills
• Sphere Online Judge (SOJ)Link opens in a new window: how to code and build efficient algorithms
• Grind 75Link opens in a new window: a curated list of 75 coding problems from LeetCode to prepare for technical interviews
• Technical Interview HandbookLink opens in a new window: a technical interview guide
• GitHub Coding Interview UniversityLink opens in a new window: software engineer study plan
• Cracking the coding interviewLink opens in a new window
• ForageLink opens in a new window: entry level software engineer interview questions and answers
• IndeedLink opens in a new window: 8 software engineer interview questions
• Code AcademyLink opens in a new window: 9 software engineer interview questions and answers

Personality and Self Tests

Personality tests assess a candidate’s sense of self and are designed to identify your unique traits, strengths, personal characteristics, and behaviours. Although they may vary in reliability employers use these tests to assess a candidate ‘fit’ for their organisation and specific team. There are a variety of tests that will help you to reflect on your personality and increase your self-awarenessLink opens in a new window.

Preparation Tips:

• Be mindful about how you are feeling when you answer the questions, as this will influence your responses. Think about your workload, other commitments when scheduling your assessment.
• Personality tests do not measure knowledge and skills so you may feel there is no need to prepare. However, if you are feeling anxious about the test, you may find it helpful to do some research on the assessment you will be given and see some sample questions to help give you a sense of what to expect.

Resources:

Remember to check out the employer website for any specific resources and tips.

• There are a variety of resources to help you to understand what to expect including 16 PersonalitiesLink opens in a new window, which utilises the Myers-Briggs Type Indicator personality assessment approach.
• Warwick careers blogLink opens in a new window: ‘7 Free online questionnaires to help get you started on your career planning’
• If you’re a neurodivergent person understanding the challenges in recruitment and selection may help to reduce your anxiety.Link opens in a new window