Aptitude Tests
An "aptitude test" (also called a "psychometric test") is a structured systematic means of testing a job candidates' aptitudes to perform specific tasks and react to a range of different situations given. Aptitude tests each have a standardised method of administration and scoring with the results quantified and compared with all other test takers.
To take WikiJob's practice aptitude tests see:- Numerical Reasoning Practice Tests
- Verbal Reasoning Practice Test
- Diagrammatic Reasoning Practice Test Example Questions
To take high quality professional assessment grade SHL style practice Verbal and Numerical reasoning tests
Aptitude Tests: Part of the Selection Process
[Edit]Aptitude tests are increasingly 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.
Employers use aptitude tests (such as SHL, PSL and the GTIOS psychometric test) alongside interviews, personality tests, application forms, assessment centres, academic results and other selection methods. No test is perfect, but all aim to give an indication of how candidates will respond to the challenges they will face in their day-to-day role at a firm.
Online and Paper Based Aptitude Tests
[Edit]Aptitude tests can be taken online or at a testing centre, such as a firm's offices, where they are usually paper based. Often a firm may ask you to complete both types of test, to confirm you did not cheat during the initial unsupervised online test.
Test Structure
[Edit]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 an aptitude test. Some tests escalate in difficulty as they progress. Typically these tests are not designed to be finished by candidates.
Scores and Marking
[Edit]Your score relates your performance to an average group. Your aptitude, ability or intelligence has a relative value to this average result.
Typically, an 'average' performance is all that is required to pass an aptitude test. Most employers take people's backgrounds into consideration for marking. For example, maths graduates will have an unfair advantage over arts graduates on a numerical test. Consequently, most employers use these tests as only part of the assessment process.
Negative marking
[Edit]Many aptitude tests incorporate negative marking. 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.
Preparation and Practice
[Edit]Evidence suggests that some practice of similar aptitude tests may improve your performance on real aptitude tests. Practice exam technique and try to become more familiar with the types of aptitude 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.
Treat aptitude tests like an interview: get a good night's sleep, plan your journey to the test site, and arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely.
Before the actual aptitude test itself, you will be almost certainly be given practice examples to try. Make sure you ask questions if anything is unclear at this stage. 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 not form part of the assessment.
Taking the Test
[Edit]You should work quickly and accurately through the test. Don’t get stuck on any particular question: should you have any problems, return to it at the end of the test. You should divide your time up per question as accurately as you can- typically this will be between 50 and 90 seconds per question.
Remember that the tests are difficult and often you will not be expected to answer all the questions. Be particularly cautious if the aptitude test uses negative marking, however if this is not the case, answer as many questions as possible in the time given. Remember that multiple choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make.
Conclusion
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Coaching Material
[Edit]Professional coaching material is available here for candidates interested in maximising their success at interview and specifically when taking aptitude tests.
Practice Aptitude Tests
[Edit]To take high quality SHL style practice Verbal and Numerical reasoning tests
Further information
[Edit] For further information on aptitude tests/psychometric tests see:To take WikiJob's practice aptitude tests see:
To ask questions and get advice about aptitude tests/psychometric tests visit the WikiJob discussion forum.
Aptitude Test Providers
This is a list of companies that produce aptitude tests that are used by employers as part of the recruitment process:To practice aptitude tests online, please
Cubiks
Cubiks is an international HR consultancy that produce various psychometric tests, assessment tools and run assessment centres on behalf of graduate employers.
Cubiks tests include: PAPI, PAPI Job Profiler, The Cubiks Multi-Rater Assesment, E-tray and The Cubiks Team Role Questionnaire.
Deloitte are known to use Cubiks E-tray style exercise at their assessment centre.
Candidates can take Cubiks practice numerical and verbal reasoning tests online, here. These tests are almost identical to SHL style verbal and numerical reasoning tests.
GTI Online Solutions (GTIOS)
GTI Online Solutions (GTIOS) is a psychometric test producer who provides tests for employers to use as part of their recruitment and assessment process.
GTI Online Solutions produce the GTIOS Psychometric Test.
Kenexa
Kenexa is a psychometric test producer who provide tests for employers to use as part of their recruitment and assessment process.
Kenexa produce numerical reasoning, verbal reasoning and logical reasoning tests and are producers of the PSL test.
Candidates can take practice questions on the PSL / Kenexa website in preparation for their interviews.
See also: Aptitude Tests, PSL and GTIOS Psychometric Test.
SHL
"SHL" (known in full as SHL Group Ltd) create and provide psychometric tests (SHL tests) for employers to use as part of their recruitment assessment and selection processes. SHL produce psychometric / aptitude tests, (including numerical, verbal, and diagrammatic), inductive reasoning tests, personality questionnaires and motivation questionnaires in both paper and online formats. SHL tests are commonly used at assessment centres and in first stage online assessments of candidates.
SHL Test Use
SHL is one of the most well known aptitude and psychometric test providers in the UK, where the company has its headquarters (which are in Surbiton, Surrey). Although the company is global, its international offices are much smaller than its UK office. Whilst many of the UK Times Top 100 graduate employers use SHL tests for at least part of their graduate assessment process, very few companies use SHL tests in America, Europe, Asia or elsewhere outside of the UK.
Preparing for SHL Tests
SHL tests usually test candidates on numerical, verbal or logical reasoning skills or on personality traits. For psychometric (or personality) type tests, there is little preparation to do. The questions in these tests do not test a certain type of skill, but act as a measure of your personality type to provide your potential employer some insight into what kind of employee you will be. It is possible to prepare for aptitude tests which measure your numerica, verbal and/or logical thinking abilities. The best way to prepare for these types of tests is to:
- Use GCSE level revision guides to familiarise yourself with essential skills (this is very useful for preparation for numerical tests)
- Take practice SHL tests or SHL style tests, to help familiarise yourself with these types of tests and types of questions
Practice SHL Tests
Candidates can take practice SHL test questions on SHL's practice test website in preparation for their interviews or on a separate SHL test micro-site designed specifically for graduates.
Further SHL Test Practice
WikiJob recommends taking as many practice tests as possible in the run up to your employer aptitude tests. The more tests you take, the better you will become at answering these difficult questions.
- Candidates can buy a professional practice pack of
SHL style tests here.
- Candidates can also take free SHL style numerical and verbal reasoning tests on WikiJob by clicking these links: aptitude tests, verbal reasoning, numerical reasoning and logical reasoning.
Articles on SHL
The following articles give further information about SHL tests and other aptitude tests.
Buy a professional practice pack of
SHL Tests
Other Types of Aptitude Test
Further Information
For further information on SHL or other types of aptitude tests visit the WikiJob forums.Buy a professional practice pack of
What is SHL?
"SHL" is an international company that produces psychometric assessment tests for employers to use to evaluate and compare various abilities in job candidates. The type of tests SHL produce include numerical, verbal, and diagrammatic reasoning tests, inductive reasoning tests, personality questionnaires and motivation questionnaires in both paper and online formats. SHL tests are commonly used at assessment centres.
SHL operate in over 50 countries worldwide and provide tests in over 30 languages.
Practice SHL Tests
To practice SHL style aptitude tests online, please
Thomas International
Thomas International is a personality and intelligence test provider used by many firms as part of their recruitment candidate evalution process. Thomas International run several tests, including:
- the Personal Profile Analysis (PPA)
- the Emotional Intelligence Questionnaire (EIQ)
- the Thomas360
- the General Intelligence Assessment (GIA)
Now see - Aptitude tests.
Practice Psychometric Tests
It is important to take practice psychometric tests before your interviews and assessment days, to ensure you are fully prepared for the real thing.
Studies have shown that even a small amount of preparation can seriously improve a candidate's performance.
Prepare for many different types of practice psychometric tests to help you in the lead up to your interviews and assessment days.
Take Practice Numerical Tests Here
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Take Practice Verbal Reasoning Tests Here
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Types of Aptitude Test
The following is a list of the different types of aptitude test that are used by employers as part of their candidate recruitment and assessment process:
- Critical Thinking
- GTIOS Psychometric Test
- Numerical Reasoning
- Perceptual Speed
- Personality and Preference Inventory (PAPI)
- PSL
- Rust Alpha
- Situational Judgement Test
- Spatial Visualisation
- Watson Glaser critical thinking test
To practice aptitude tests online, please
Abstract Reasoning
Abstract reasoning tests (also known as inductive reasoning and/or diagrammatic reasoning tests) are used to assess a candidate's general intellect and ability to work out new concepts and abstract ideas, rather than testing their prior knowledge. Abstract reasoning questions require candidates to recognize patterns and similarities between shapes and figures. This type of test is useful to employers because the ability to answer abstract reasoning questions is independent of educational experience and cultural background, and can be used to provide an objective indication of intellectual potential.
You can take practice abstract reasoning tests and improve your performance - click here
These tests are most useful to employers when the job being applied for, involves dealing with abstract ideas or concepts that you cannot prepare for, as many technical jobs do. As you would expect, these tests are most often used when the job you are applying for involves: a high degree of problem solving; dealing with complex data or concepts; developing new strategies or policies, and/or; performing non-routine tasks where initiative is required.
However, abstract reasoning questions may be used by any employer as an assessment for any position, as they are seen to be a good measure of general intelligence, and test your ability to perceive relationships and work out any co-relationships, without any prior knowledge of language or mathematics.
- For further information on "abstract reasoning" tests and questions, see the wiki page on diagrammatic reasoning, which includes practice questions and explanations.
- To take practice tests visit WikiJob's partners
Assessment Day and Job Test Prep.
You can take practice diagrammatic reasoning tests and improve your performance - click here
Critical Thinking
Critical thinking is defined as a form of reflective reasoning which analyses and evaluates information and arguments by applying a range of intellectual skills in order to reach clear, logical and coherent judgements within a given context.
Critical thinking tests force candidates to analyse and evaluate short passages of written information and make deductions to form answers. These tests are used to determine an individual's ability to think critically and as a way of assessing a candidate's suitability for an organisation or a specific position within it.
Critical thinking tests are particularly widely used by law firms.
A well-known and widely used critical thinking test is the Watson Glaser critical thinking test.
To practice aptitude tests online, please
Diagrammatic Reasoning
Diagrammatic reasoning questions are designed to assess your logical reasoning ability. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed; a typical test might allow candidates 30 minutes to complete 20 questions.
Many of the aptitude tests that you will face during the job selection process will contain questions of this type. These questions may either be integrated into a test along with verbal reasoning and numerical reasoning questions, or they may be presented as a separate diagrammatic reasoning test paper.
You can take practice diagrammatic reasoning tests and improve your performance - click here
The aptitudes measured by questions that use words and numbers can easily be related to real world jobs which invariably require some degree of literacy and numeracy. Questions which use figures and diagrams seem to have very little application in the real-world and yet these types of question appear in most graduate and management aptitude tests. This is because evidence from psychology shows that this type of pure reasoning question is less dependent on your educational and cultural background than either verbal or numerical questions.
Diagrammatic Reasoning or Abstract Reasoning?
The term diagrammatic reasoning is often used interchangeably with "abstract reasoning" by employers, although technically speaking abstract reasoning questions are slightly different to diagrammatic reasoning questions.
If you are told that the test you are going to sit contains diagrammatic reasoning questions then it is a good idea to ask to see a sample of the types of question that it will contain, to find out exactly what sort of questions you are going to be asked.
You can take practice diagrammatic reasoning tests and improve your performance - click here
Abstract Reasoning Questions
"Abstract reasoning" (which, to make things even more confusing, are also sometimes known as "inductive reasoning") questions involve a series of figures which appear in a sequence or pattern – these can be thought of as the 'problem' figure. You need to analyse this problem figure and determine which of the answer figures best completes it. For example:
1. Which symbol in the Answer Figure best completes the sequence in the Problem Figure ?
In this example, the question figure is rotated clockwise through 90 degrees each time. The answer is therefore option C which represents the last shape rotated through a further 90 degrees.
2. Which of the Answer Figures best fits the missing space in the Question Figure?
In this example, each complete row and column of the question figure contains one line of each type – horizontal, vertical, bottom-left-to-top-right and top-left-to-bottom-right. Option D is the correct answer as when this is used to complete the figure each row and column contains one of each line type.
Diagrammatic Reasoning Questions
You can take practice diagrammatic reasoning tests and improve your performance - click here
In this example, the diagram shows 'inputs' and 'outputs' in the large boxes. The 'operators' or 'processes' are shown in the small boxes. You need to determine what effect each of the 'operators' or 'processes' is having on the 'input' in order to produce the 'output' shown.
In this example, there are two operations separating each input from the output. The first task is to isolate the function of one of these operations and then to use a process of elimination to work out what each operator does.
If we examine the Operator C/E in the diagram above, we can deduce that it cannot reverse the colours of the input because in Path A-C the input and output colours are the same.
Using this piece of information, we can assume that Operator D is reversing input and output colours. Looking at Path D/E, this means that Operator C/E must be reflecting the input in the vertical plane.
Using this piece of information, we can deduce that Operator A is adding the angled line to the input, from top left to bottom right.
Finally, we can deduce that Operator B must be rotating the input 90 degrees clockwise.
Now that we know what effect each of the operators has, we can proceed to answer the questions.
The answers in order therefore are: D, B, A, C. The original test is available here (20 minutes).
Good exam technique for this type of question is to write down a note about the operation next to the symbol as you work them out. Often when performing written tests at asssessment centres you will not be allowed to write on the original question paper. In this case, you are usually provided with scrap paper onto which you can do a quick sketch. It is very easy to make mistakes on this type of question while under pressure, so make sure you take time and care to not become confused when answering - a single incorrect assumption can derail all your answers for the question.
Diagrammatic & Abstract Reasoning
Even though the terms diagrammatic reasoning and abstract reasoning are sometimes used interchangeably by employers when referring to aptitude tests, you need to be clear about which type of questions you can expect. You can then practice the questions to make sure that you are comfortable with each type. This will allow you to spend your time answering the question rather than trying to work out how to answer it.
- You can find examples of both types of question at psychometric-success.com as well as professional coaching material.
You can take practice diagrammatic reasoning tests and improve your performance - click here
Practice Tests
To take high quality assessment grade SHL style practice Verbal and Numerical reasoning tests
Further Information
For candidates intending to improve their performance taking psychometric tests, high quality coaching literature is available here.
For further information also see - Aptitude Tests.
Document Review
A document review exercise is a type of aptitude test used by recruiters to measure the quality of a candidate's observations, attention to detail, spelling, grammar and understanding of the format and structure of professional office documents. Candidates are usually given a document and asked to find as many errors and inconsistencies in the data as possible, in a limited time period.
In particular, recruiters will be looking for candidates to identify:- Spelling and grammar errors;
- Formatting errors (e.g. paragraph alignment, font); and
- Content errors (e.g. conflicting information).
There is usually no 100% correct answer to a document review exercise, as small details may be affected by individual interpretation.
An example 'document review exercise is available on the Accenture graduate website, here.
Fast Track Test
The Fast Track Test is an SHL produced test of verbal and numerical reasoning ability. In this test, candidates will be given a series of cards (roughly 20 per question). The cards each contain certain details and candidates must ascertain the connection between the cards.
GMAT (Graduate Management Admission Test)
The Graduate Management Admission Test ("GMAT") is a standardised admission test for measuring aptitude to succeed academically in graduate business studies.
Business schools frequently use the test as one of many selection criteria for admission into an MBA (Master of Business Administration) program.
Practice GMAT Tests
Candidates can take a limited range of practice GMAT test questions here.
Candidates can also take GMAT style numerical reasoning and verbal reasoning practice tests on WikiJob, here.
GMAT: Further Information
The following articles give further information about GMAT tests and other types of aptitude test.
GMAT
Other Aptitude Tests
For further information on the GMAT or other types of aptitude test visit the WikiJob forums.
What is the GMAT?
The "Graduate Management Admission Test" (GMAT) is a test designed to assess candidates' ability to study and successfully pass a graduate business studies course, such as an MBA. The GMAT is a fairly international test, used most commonly in the United States, Canada and the United Kingdom.
What does the GMAT consist of?
The GMAT consists of three main sections: verbal reasoning, numerical reasoning and analytical writing.
Verbal Reasoning Section
The GMAT verbal reasoning paper lasts for one hour and 15 minutes. It consists of 41 multiple choice questions. Three types of question will be provided: sentence correction, critical reasoning and reading comprehension.
- Sentence Correction questions will consist of a sentence, all or part of which has been underlined, with five answers available to chose from. Your job is to evaluate the grammar, logic, and effectiveness of the sentences provided and to choose the best of several suggested answer options to replace the underlined section of the sentence. The goal is to choose the answer that results in the clearest sentence that does not change the meaning of the original.
- Critical Reasoning questions require you to analyse and evaluate the reasoning in short paragraphs or passages. You will need to select an answer that does not require making assumptions that violate common sense standards by being implausible, redundant, irrelevant, or inconsistent. These questions may ask you to draw a conclusion, to identify assumptions, or to recognise strengths or weaknesses in an argument.
- Reading Comprehension questions relate to a passage that is provided for you to read. The passage can be about almost anything, and the questions provided will test how well you have understood the passage. The GMAT uses reading passages of approximately 200 to 350 words. Each passage has three or more questions based on it. The questions ask about the main point of the passage, about what the author specifically states, about what can be logically inferred from the passage, and about the author's attitude or tone.
Numerical Reasoning Section
The GMAT numerical/quantitative reasoning paper last for one hour and 15 minutes. This paper consists of 37 multiple choice questions. There are two types of question: problem solving and data sufficiency.
- Problem Solving questions present multiple-choice problems in arithmetic, basic algebra, and elementary geometry. Some problems will be plain mathematical calculations; the rest will be presented as real life word problems (numerical reasoning) that will require mathematical solutions.
- Data Sufficiency questions consist of a question plus two associated statements that provide information that might be useful in answering the question. You must determine whether either statement alone is sufficient to answer the question; whether both are needed to answer the question; or whether there is not enough information given to answer the question.
Analytical Writing Section
The GMAT analytical writing assessment last for exactly one hour. This consists of writing two essays, each of which will be read by two examiners who each grade it from 0-6. If the two scores are within one point of each other they are averaged, otherwise they are marked by a third examiner.
Taking the GMAT
You only need basic computer skills to be able to complete the GMAT exam. Candidates only need to be able to:
- use a mouse;
- enter responses to questions in on-screen answer boxes;
- move on to the next question;
- use a word processor function;
- understand how to access the "Help" function.
Make sure you familiarise yourself with the mechanics of taking a computer-adaptive test by taking practice GMAT tests, before attempting the real thing.
Test Time
Candidates are given three and a half hours to complete the entire GMAT test paper. Two 10 minute breaks are usually provided, between the three test sections.
GMAT Questions
The verbal reasoning and quantitative reasoning sections of the GMAT are computer-adaptive. In a computer-adaptive test, if a candidate gives the correct answer to a question, the following question provided will be more difficult. If a candidate answers a question incorrectly, the following question will be easier.
In a computer-adaptive test, only one question at a time is presented. Because the computer scores each question before selecting the next one, you may not skip, return to, or change your responses to previous questions at any point during the test.
The questions used in the computer adaptive sections of the GMAT are taken from a large bank of possible questions. The specific questions you will be asked will depend entirely on your performance during the test.
Answering GMAT Questions
Randomly guessing answers can significantly lower your scores on the GMAT exam. If you do not know the answer to a question, you should try to eliminate as many answer choices as possible and then select the answer you think is best.
Completing the GMAT Exam
During the GMAT, pacing is critical because there is a severe penalty for not completing the exam. Both the time and number of questions that remain in the section are displayed on the screen during the exam. There are 37 Quantitative questions and 41 Verbal questions. If a question is too time-consuming or if you don’t know the answer, make an educated guess by first eliminating the answers you know to be wrong, before moving on. Make sure you complete each section of the test.
GMAT Scores
The ‘Total Score’ excludes the analytical writing assessment, and ranges from 200 to 800. The score distribution resembles a bell curve with a standard deviation of approximately 100 points. About two-thirds of test takers score between 400 and 600, with a median score of around 500.
Most business schools publish the average and median score of their latest intake which can give you an indication of the score that you will need for admission.
How is the GMAT Scored?
Candidates' GMAT scores are determined by:
- the number of questions answered;
- whether the questions have been answered correctly or incorrectly; and
- the level of difficulty and other statistical characteristics of each question.
The questions in an adaptive test are weighted according to their difficulty and other statistical properties, not according to their position in the test.
Are all Qestions on the GMAT Counted?
Answers to trial questions are not counted in the scoring of your test. The results of all otehr questions will be counted.
MBA & GMAT
Most international MBA providers only evaluate the quantitative section of the GMAT when considering candidate applications. This is because the quantitative section of the GMAT is generally considered to be the most difficult.
GTIOS psychometric test
The GTI Online Solutions (GTIOS) psychometric test is used in the online application process of a large number of city firms. The tests deployed are a product of specialist companies including SHL and Kenexa amongst others.
Firms that are known to use it include:amongst many others.
The test is comprised of two parts:You will be given some practice questions at the beginning so you can familiarise yourself with the style of the test. The test is timed so you must correctly apportion the right amount of time to each question.
Numerical Reasoning
This will test your basic math skills. Specifically, it will test:- Basic arithmetic and understanding of numbers
- Fractions
- Ratios
- Percentages
- Averages
- Ability to interpret tables of data
- Ability to interpret charts & graphs
- Compound interest
It does not require an ability above GCSE. You will require a calculator, and may require some paper to work on. The questions are multiple choice, however, all the wrong choices have been created in such a way as to mislead you.
It is especially important, if you do not understand a question, to move on once your time has expired. You can return to the question before the end of the test.
Verbal Reasoning & Comprehension
This requires you to read short passages on business related topics and then select from a multiple choice the appropriate answer. The correct answer is the most literal one. Do not select any answers which require you to infer something, assume something, or use information not contained in the passage, as these are intentional red herrings.
Test Results
The test result is generated immediately and forwarded to the firm to which you are applying. Generally speaking, firms will consider the psychometric test in conjunction with your application. Everybody is different and not everybody is good at psychometric tests, and firms are fully aware of this.
Now see
For more information see:
- Aptitude Tests,
- SHL; and,
- PSL.
Inductive Reasoning
Inductive reasoning is another name for abstract reasoning.
For more information see - abstract reasoning.
Logical Reasoning
Logical Reasoning aptitude tests (also known as Critical Reasoning tests) may be either verbal (word based, e.g. "Verbal Logical Reasoning"), numerical (number based, e.g. "Numerical Logical Reasoning") or diagrammatic (picture based, see diagrammatic tests for more information).
Unlike other Numerical Reasoning or Verbal Reasoning tests which ask candidates to say if a statement following on from a short passage is true, false, or impossible to tell (such as those used by SHL), logical reasoning tests assess a candidate's ability to use logic and structured thinking to deduce from a short passage which of a number of statements is the most accurate response to a posed question.
This involves the ability to isolate and identify the various components of any given argument.
Verbal Logical Reasoning Tests
[Edit]Logical Reasoning tests always consist of a series of questions (usually 20 to 30) based on short passages called "stimuli." Each stimulus takes the form of an argument - a conclusion based on evidence. You will need to understand the stimulus to answer the questions based on it. Common types of questions include weakening, strengthening, assumption, main point, inference, and parallel logic. Each is designed to test your ability to understand, analyze, evaluate, and manipulate arguments.
Assumption
[Edit]One type of logical reasoning question you'll find on Verbal Logical Reasoning tests is the assumption. An assumption bridges the gap between an argument's evidence and conclusion. It is a piece of support that is not explicitly stated but that is required for the conclusion to remain valid. When a question asks you to find an author's assumption, it's asking you to find the statement without which the argument falls apart.
In order to test whether a statement is necessarily assumed by an author, you can use the Denial Test. Simply deny or negate the statement and see if the argument falls apart. If it does, that choice is a necessary assumption. If, on the other hand, the argument is unaffected, the choice is wrong.
Consider the following example:
"Edward plays badminton for Epsom High School. Therefore, Edward must be over six feet tall."
In this statement, the second sentence is the conclusion and the first sentence as the evidence for it. However, in this case the argument is not complete. The piece that is missing is the assumption.
From the information above, we can re-phrase the example as: All badminston players for Epsom High School are over six feet tall. Now we can use the Denial Test. If it was not true that all badminton players for Epsom High School are over six feet tall, then we could not logically conclude that Edward must be taller than six feet. It would be possible that he was, but it would also possible that he was not. By denying the statement like this, the argument has fallen to pieces; it is no longer valid. This is our conclusive proof that the statement above is a necessary assumption of this argument.
Test Taking Strategy
[Edit]The strategy of tackling Logical Reasoning tests entails being an active reader. This means thinking about what you're reading; paraphrasing the complicated parts; determining the topic, scope, the author's purpose and passage structure, and author's voice; and asking yourself questions about the passage.
Example Logical Reasoning Question
[Edit]This is an example of a typical questions from a Verbal Logical Reasoning (or Verbal Critical Reasoning) test:
"If all beaches were publicly owned, we would have to rely on government funds to maintain them. It is true that more people would have access to the ocean and beaches, but at what cost? If the beaches are not cared for adequately, soon there will be nothing left worth having access to. We should consider carefully before nationalizing more coastal property."
- Which of the following, if true, would most weaken the argument above?
A - The public does not want additional access to beaches.
B - The government is currently responsible for the maintenance of all public and private beaches.
C - The public already has some access to many beaches.
D - Other property has been nationalized in the past with no complaints from the original owners of the property.
E - Some privately owned beaches are not well maintained.
- Answer: B
The evidence is that, while nationalizing will allow more people more access to beaches, it could also lead to WORSE beaches. The author points out that access to beaches is only good if the beaches themselves are cared for adequately and are therefore desirable. The author's conclusion is the last sentence: We should consider carefully before nationalizing more coastal property. So, the author believes we have reason to be concerned that the beaches won't be taken care of as well as when they were privately owned, but nowhere is this claim supported; it is assumed. So the answer choice must deny the central assumption and imply that the government would do a good job taking care of beaches. Choice two agrees with what we want, by saying that private beaches are cared for by the government. So, if the government were to nationalize those beaches, nothing changes: It should take on no new maintenance obligations, and we have little additional cause for concern about dirty beaches.
For Numerical Logical Reasoning example questions, see here.
PSL
PSL tests are a type of verbal and numerical psychometric test produced by Kenexa and administered to job applicants, either online, or at assessment centres.
Several large firms use PSL tests as part of their recruitment process, including Lloyds TSB and Deloitte.
Candidates can take practice PSL tests on the PSL / Kenexa website.
Perceptual Speed
Perceptual speed is the ability to quickly and accurately compare letters, numbers, objects, pictures, or patterns. In tests of perceptual speed the things to be compared may be presented at the same time or one after the other. Candidates may also be asked to compare a presented object with a remembered object.
Aptitude Tests
Many aptitude tests and IQ tests measure candidates' perceptual speed, including the Thomas International General Intelligence Assessment. Statistically, women tend to outperform men in terms of perceptual speed.
- To take practice perceptual speed tests visit this Job Test preparation website.
- For more information on perceptual speed and aptitude tests visit the WikiJob forums.
Personality and Preference Inventory (PAPI)
The Personality and Preference Inventory (PAPI) is a questionnaire which asks you to rate how much or how little you agree with particular statements about yourself. For example, a potential statement might be: "I prefer to tackle tasks sequentially rather than juggle many tasks at once."
It is worth considering which key competencies are important to your prospective employer when answering questions on the Personality and Preference Inventory (PAPI) questionnaire.
Rust Alpha
The Rust Advanced Numerical Reasoning Appraisal (RANRA) is usually used as a companion test alongside the Watson Glaser critical thinking test. It is used specifically to assess the higher level numerical skills required of managers. The test assesses an individual's capacity for deduction, interpretation and evaluation. It is not a computational maths test, but an assessment of mathematical knowledge and real-life problem solving ability.
SiftAbility Test
SiftAbility™ is known as a Situational Judgement assessment tool. In this type of test, candidates are presented with real life situations based on the challenges they are likely to face in the actual workplace of the employer they are interviewing with. Candidates will be asked what they would do in response to each given scenario.
This type of test is usually taken online, and access is usually provided once an online application form of some kind is completed.
The exercises in SiftAbility tests are not timed but once you have started an exercise it must be completed before closing the window (although there is a facility to save it). When you have completed scenarios you must submit the responses to the individual exercises so that they can be assessed.
Once your employer receives all candidate results, they will compare performances to produce a merit list of candidates with cut-off standards appropriate to the particular roles applied for.
SiftAbility™ Tests
[Edit]SiftAbility™ tests are said to remove many criticisms concerning fairness and validity that are directed at more traditional testing methods. For example, the ability to work without a time restriction is a benefit for people with specific reading and mental processing difficulties. Because the questions are situational, and not academic, they are also said to take out the bias of different standards of education, from the job assessment process.
There is no scientific evidence to back up these claims, although the test has proved a useful means of assessing candidates for some job roles.
Situational Judgement Test
Situational Judgement Tests (SJTs - also known as Situational Judgement Questionnaires) are a type of psychological
You can take practice situational judgement tests here
Most commonly, your task on a Situational Judgement Test will be to select both the most effective and the least effective response to the situation described. However, some tests may ask you to pick only the most effective response, or to list the responses in order of effectiveness.
Background
[Edit]Situational Judgement Tests have been used for over 60 years, dating back to the 1940s. They have become increasingly popular as tools for recruitment because they can assess job related skills other assessments are unable to measure, such as problem solving, decision making and interpersonal skills.
You can take practice situational judgement tests here
SJTs are useful for assessing soft skills and non-academic, practical intelligence. They are often used in combination with a knowledge based test to give a better overall picture of a candidate's aptitude for a particular job.
Situational Judgement Test have been used by PricewaterhouseCoopers (PwC), the Civil Service Fast Stream, the Department of Work and Pensions (DWP), Transport for London (TfL), Network Rail and the NHS Graduate Management Training Scheme, amongst many other companies and organisations.
The Test
[Edit]Unlike most psychological tests SJTs are not usually acquired "off-the-shelf", but are in fact designed as a bespoke tool, tailor-made to suit individual job role requirements. For this reason, and also because Situational Judgement Tests are produced by a number of different firms, tests may differ slightly from one another in terms of length, format and structure.
You can take practice situational judgement tests here
However, a Situational Judgement Test usually consists of between twenty-five to fifty short descriptions of problem situations. Each description is usually followed by one, two or three questions, which will ask you to select either: the most effective and the least effective responses available; just the most effective response available, or; to rank all the responses in order of effectiveness.
You can take a situational judgement test at http://www.surveymonkey.com/s/SituationalJudgementPractise. This research version is based on academic situations but the competencies measured are representative of those that real employers seek.
The Questions
[Edit]Situational Judgement Tests usually consist of a series of work based scenarios that could be faced by someone working in the job position you have applied for. Scenarios may range from ethical dilemmas to difficulties with colleagues or clients, to common everday problems. SJT's usually assess the key competencies companies believe are essential for employees to possess to be successful in the particular job role applied for. In each scenario one or more of the competences from the original job description person specification is likely to be tested.
Each answer is worth one mark. Your score will be the total number of correct answers.
Preparation
[Edit]No special training, knowledge, or experience is required in order to take this type of test. A candidate's answers should draw on general knowledge and life experience only.
However, candidates will benefit from practising similar questions, such as those below. It would also be useful to familiarise yourself with the key competencies your prospective employer is looking for from candidates, as it is these competencies that are likely to be tested in the Situational Judgement Test questions.
If you are preparing for the "European Personnel Selection Office (EPSO) Situational Judgement Tests", it's worth having a look at the practice tests here
You can also find further help at Online EU Training's site and other free practice material can be found at http://www.markparkinson.co.uk/psychometric_links.htm
Tips
[Edit]During the test it is important that you read each scenario and each possible response, before answering the question or assigning rankings. The first option available may seem very sensible, but it is important to avoid assigning any rankings until you have considered each option carefully. For example, the last option available may be an even more sensible option and the most effective response.
Bear in mind that you are not being asked to judge if an option is right or wrong, just to evaluate which is the best (and worst) option available to you from those provided. For questions that ask you to rank responses in number order, it is important to note that the ranking is relative. All the available options may be effective, or they may all be ineffective. It is your job to decide on the relative rank, rather than to decide if each option is right or wrong.
Use only the information provided in the question. Do not make assumptions during the SJT.
Sample SJT Report to be used in the Assessment Centre
[Edit]This sample shows how the "European Personnel Selection Office (EPSO)" tests EU job candidates and the competencies it tests: see sample.
Example Questions
[Edit]Question One
This question is taken from a Situational Judgement Test that asks candidates to choose the most effective and the least effective responses from a list of five.
1) Everyone in your department has received a new computer system except for you.
What would you do?
Please choose the most effective and the least effective responses:
- A - Assume this is a mistake and speak to your manager.
- B - Confront your manager regarding why you are being treated unfairly.
- C - Take a new computer from one of your colleagues.
- D - Complain to Human Resources.
- E - Quit.
Answers to Question One
- A - This is the most effective response available from the list. If you have not been given appropriate equipment to do your job, then speaking to your manager (who has responsibility for ensuring you are given the correct equipment) is the right thing to do.
- B - It is not right to assume you have been treated unfairly, until you have spoken to your manager.
- C - Although you have not been given a new computer and your colleagues have been, it would not be right to take someone else's computer. This does not fix the problem, just moves the problem on to someone else.
- D - Making a complaint would be a good decision if your manager fails to act after you have spoken to them, but you should speak to them first.
- E - This is the least effective response available from the list. Quitting would be ridiculous, after what is effectively only a small problem.
Question Two
This question is taken from a Situational Judgement Test that asks candidates to rank the available responses from most effective to least effective in number order.
2) You are aware that large amounts of company property have been going missing over the past couple of weeks. You have noticed one of your colleagues putting stationary and other equipment from the office into her bag on a number of occasions and suspect that she is responsible.
What is your response to the situation?
Rank the following options in number order from the least effective to most effective response, with (5) being the least effective and (1) being the most effective.
- A - Gather more evidence and catch her red handed.
- B - Confront your colleague and ask her about what you have noticed.
- C - Inform your manager that you suspect your colleague is stealing.
- D - Don't do anything, if guilty your colleague will be caught.
- E - Privately ask some of your colleagues if they have noticed anything suspicious recently.
Answers to Question Two
- 5 (least effective) - D
This would be the worst option from the list. This option does not resolve the issue. You have not addressed why this behaviour is occurring, confronted your suspicions or informed anyone else. This activity is illegal and may now continue indefinitely.
- 4 - A
In this option you are not taking decisive action. Instead, you are spying on your colleague and wasting your own time. In the meantime more hospital property may be stolen.
- 3 - E
In this option, you are at least doing something, but are still not taking any decisive action. Gathering further information will not necessarily bring about a resolution or allay your suspicions, will not prevent further theft and may lead to misplaced rumours being spread about your colleague, who may quite possibly be innocent.
- 2 - C
By doing this you take decisive action and draw your problem to the attention of someone senior, who can deal with the situation through the correct channels. However, you might be wrong and you haven't given your colleague the chance to explain their actions first.
- 1 - (most effective) B
This is the best option from the list as it allows you to discuss the issue directly with your colleague addressing your suspicions and clearing any doubt or ambiguity. On the basis of this outcome you would then proceed to option C.
Question Three
This question is taken from a Situational Judgement Test that asks candidates to choose only the most effective response from a list of four.
3) At the end of a busy day at work, you accidentally send an e-mail containing an attachment with some confidential client information to the wrong person.
Which of the following would be the best thing to do?
- A - Decide to leave the office and deal with any problems tomorrow.
- B - Decide to overlook your error, send the e-mail to the correct person and leave things like that.
- C - Immediately send a follow up email to the "wrong" person, or if possible telephone them explaining your mistake. Then send the email to the correct person.
- D - Find your manager, explain what has happened to them and let them deal with any problems.
Answers to Question Three
- A - This is the least effective decision. In this scenario, you would have sent the wrong person the important email, but not have sent the correct individual the email.
- B - This is not an effective decision. Although you do send the email to the correct person, you do not rectify the error you have made, which you must do.
- C - This is the most effective decision. In this scenario you explain your mistake to your colleague and send the email to the correct person.
- D - This is not an effective decision. If the contents of your email are very confidential then it would be a good idea to explain your mistake to your manager. However, it is not necessary to pass this type of issue to your boss to deal with, when you could quite easily deal with this yourself.
To take practice tests visit this preparation website.
For further information on Situational Judgement Tests, and any other type of assessment, see Aptitude Tests.
Need to practice Numerical or Verbal Reasoning tests?
Spatial Visualisation
Spatial visualisation ability or Visual-spatial ability refers to the ability to mentally manipulate 2-dimensional and 3-dimensional figures.
It is typically measured with simple cognitive tests and is predictive of user performance with some kinds of user interfaces.
Now see - Aptitude tests.
Thomas International General Intelligence Assessment
The Thomas International General Intelligence Assessment (GIA) is a timed test that is administered through the Thomas International website. It consists of five individual sets of questions that are designed to measure fluid and crystalised intelligence and give employers an indication of your likely response to training.
The GIA consist of a series of tests including reasoning, perceptual speed, number speed and accuracy, spatial visualisation and word meaning. The test measures both a candidate's speed and their accuracy.
Your responses are compared with the scores of a sample of the UK population and the result is given in the form of 'percentile position'. e.g. if your score is in the 75th percentile, you have done better than 75% of the sample population.UK Clinical Aptitude Test (UKCAT)
The UK Clinical Aptitude Test (UKCAT) is an aptitude test used in the assessment and selection process by a consortium of UK university Medical and Dental Schools.
Practice UKCAT Tests
Candidates can take a selection of practice UKCAT test questions at Job Test Prep UKCAT practice questions.
Candidates can also take UKCAT style numerical reasoning practice tests and verbal reasoning practice tests on WikiJob, here.
Further Information on UKCAT
The following articles give further information about the UKCAT test and other types of similar aptitude tests.
UKCAT Tests
Other Aptitude Tests
For further information on the UKCAT test or other types of aptitude tests visit the WikiJob forums.
What is the UKCAT?
The UK Clinical Aptitude Test (UKCAT) is a test used in the assessment and selection process by a consortium of UK university Medical and Dental Schools. The test helps universities to make more informed choices from the many highly-qualified applicants who apply for their medical and dental degree programmes each year. Using a standardised test such as the UKCAT ensures that the candidates selected have the most appropriate mental abilities, attitudes and professional behaviour required for new doctors and dentists to be successful in their clinical careers.
What is the UKCAT?
The UKCAT does not contain any curriculum or science content; nor can it be revised for. It focuses on exploring the cognitive powers of candidates and other attributes considered to be valuable for health care professionals.
The test is run by the UKCAT Consortium in partnership with Pearson VUE, a computer-based testing organisation. The UKCAT test is delivered by computer at specialist test centres.
UKCAT Test Reliability
The UKCAT has been developed to assist in creating a 'level playing field' for applicants from diverse educational and cultural backgrounds.
Who Takes the UKCAT?
The requirement to take the UKCAT applies to all EU and the majority of international applicants as well as to all UK applicants. There are test centres in many locations around the world, including all EU countries.
If there is no test centre in your country, or no safe transport route to a test centre, you must first consult the rules for exempted candidates. If you believe you are exempt from the UKCAT because of where you live and study, you must contact the UKCAT Administrator for permission to be exempt. This will be confirmed with a unique exemption number.
UKCAT Universities
Most Medical and Dental Schools in the UK require you to take UKCAT as part of their admissions process. The requirement to take the test applies to all UK and EU applicants as well as the majority of international applicants.
Structure of the UKCAT
The UKCAT is designed to be a test of aptitude and attitude, not academic achievement. The latter is already demonstrated by GCSEs, A-Levels, Scottish Highers or undergraduate degrees. It attempts to assess a certain range of mental abilities and behavioural attributes identified as useful. These mental abilities include critical thinking as well as logical reasoning and inference.
The UKCAT consists of five sub-tests: Verbal Reasoning, Quantitative Reasoning, Abstract Reasoning, Decision Analysis, Non-cognitive Analysis.
- Verbal Reasoning - assesses candidates' ability to think logically about written information and arrive at a reasoned conclusion.
- Quantitative Reasoning - assesses candidates' ability to solve numerical problems.
- Abstract Reasoning - assesses candidates' ability to infer relationships from information by convergent and divergent thinking.
- Decision Analysis - assesses candidates' ability to deal with various forms of information to infer relationships, to make informed judgements, and to decide on an appropriate response.
- Non-cognitive Analysis - identifies aspects of each candidate's personality and character in order to determine their suitability for a career in medicine or dentistry.
Verbal Reasoning Section
The UKCAT Verbal Reasoning subtest assesses a candidate's ability to read and think carefully about information presented in passages. In this subtest, you will see passages of text. For each passage, there will be four statements relating to the text. Each statement is considered a test item. You will be presented with eleven passages, each with four statements. In total, you will be presented with 44 test items and the test will last for 22 minutes.
Your task is to read each passage of text carefully and then decide whether the statements follow logically from the information in the passage. For each statement, there are three answer options you can choose from:
- True: This means that, on the basis of the information in the passage, the statement is true or logically follows for the passage.
- False: This means that, on the basis of the information in the passage, the statement is false.
- Cannot tell: This means that you cannot tell from the information in the passage whether the state is true or false.
When deciding whether a statement is true, false, or can't tell, it is important to base your answer only on the information in the passage and not on any knowledge you may have. Your task is simply to judge whether or not the statement follows logically from information presented in the passage.
Quantitative Reasoning Section
The Quantitative Reasoning subtest assesses a candidate's ability to solve numerical problems. This subtest requires the candidate to solve problems by extracting relevant information from tables and other numerical presentations. It assumes familiarity with numbers to the standard of a good pass at GCSE but the problems to be solved are less to do with numerical facility and more to do with problem solving (i.e. knowing what information to use and how to manipulate it using simple calculations and ratios). Hence it measures reasoning using numbers as a vehicle rather than measuring a facility with numbers.
In this subtest, you will be presented with ten tables, charts, and/or graphs. For each, you will be presented with four test items that relate to that table, chart, or graphs. For each item, there are five answer options to choose from. Your task is to choose the best option. A calculator is available for use in this section.
The Quantitative Reasoning subtest consists of 40 items, associated with 10 tables, charts and/or graphs. Candidates will be given 22 minutes for this subtest.
Abstract Reasoning Section
The Abstract Reasoning subtest assesses a candidate's ability to identify patterns amongst abstract shapes. The items include irrelevant and distracting material which can lead the individual to unsatisfactory solutions. The non-critical person may remain satisfied with such solutions. The test therefore measures both an ability to change track, critically evaluate and generate hypotheses which can be relevant in the development of new ideas and systems.
In this subtest, you will be presented with two sets of shapes labelled 'Set A' and 'Set B'. All the shapes in Set A are similar in some way, as are the shapes in Set B. Set A and Set B are not related to each other. For each pair of Set A and Set B, you will be presented with five 'Test Shapes'. Your task is to decide whether each test shape belongs to Set A, Set B, or neither. You will be presented with a total of thirteen pairs of Set A and Set B. For each pair, you will be presented with five items. In total, you will be presented with 65 test shapes (items), associated with thirteen pairs of Set A an Set B shapes. The subtest lasts for 16 minutes.
Decision Analysis Section
The Decision Analysis subtest assesses a candidate's ability to decipher and make sense of coded information. You will be presented with a scenario and a significant amount of information together with items that become progressively more complex and ambiguous. The judgements that are required cannot be based on logical deduction alone and this simulates decision making in the real world, where decisions cannot always be made with all the information neatly accessible in one place.
In this subtest, you will be presented with one scenario, which may contain text, tables, and other information. You will be presented with 26 items related to that information. Each item may have four response options or five response options. On some items, more than one option may be correct. In this case, you will be asked to identify all the correct options. This subtest lasts for 30 minutes (one minute for instruction and twenty-nine minutes for items).
Non-Cognitive Analysis Section
The Non-Cognitive Analysis component of the UKCAT is designed to identify additional attributes and characteristics that contribute to success in either medicine or dentistry careers; robustness, empathy and integrity. This non-cognitive component, the fifth subtest of UKCAT should take no more than 30 minutes to complete.
Questions for any individual candidate are drawn from a bank of questions and in consequence candidates will find that they have been asked similar types of questions to each other, but not necessarily the same questions. Some new questions in any section of the UKCAT may not be used as they are being evaluated for future use.
Candidates receive results from the non-cognitive subtest alongside their scaled numerical results from the other parts of UKCAT. However the results from this part of the UKCAT test will not be in a numerical format like the other 4 subtests. You will be given a brief summary of your results for this part of the test in the form of a short descriptive passage.
Two examples would be:
"You appear to balance being self-sufficient, discreet and happy to make your own decisions with being socially and emotionally engaged and outgoing."
"You have a moderate tendency to be impulsive, to take most opportunities as they arise and to be quite emotional in your reactions to events"
It is important to recognise that the results from this part of the assessment cannot be interpreted as an indication of whether you would make a good doctor or dentist at this stage. This is because they describe an aspect of your personal style as compiled by your answers to the specific questions presented to you. Medical and dental professionals require a wide range of styles to fit with the differing demands of the many different areas where they work.
Use of sub-test 5 results
The consortium believes that it is not appropriate to use the results of the non-cognitive sub-test 5 in the actual selection process until such time as there is evidence to support a relationship between the test results and success or failure as a medical or dental student, and eventually as a doctor or dentist. However, it is anticipated that some universities will use the results from the sub-test 5, where appropriate, in the counselling and mentoring of individual students while on their medical/dental degree programme and to assist in their personal development towards becoming a successful doctor or dentist. The test result is therefore still important.
Taking the UKCAT
The entire UKCAT test is delivered by computer. Candidates are not allowed to bring external materials in to the exam. A basic calculator is provided, along with a white board and a marker pen or paper with a pencil, for taking notes. The equipment and conditions vary slightly between different test centres.
Time
Including warm-up time (time allocated to reading the instructions), the test lasts a maximum of two hours. Each of the sub-tests is in a multiple choice format and is separately timed.
Content and Preparation
There is no curriculum content as the test is designed to probe innate skills. These include basic arithmetic, reading and writing ability, along with character, and personal and social attitudes.
Preparing for the UKCAT
Past UKCAT papers are not available. However, specimen questions are available on the UKCAT website and at Job Test Prep. Practice verbal reasoning and abstract reasoning tests and example questions are also available on WikiJob.
The UKCAT Consortium specifies "The UKCAT does not contain any curriculum or science content; nor can it be revised for" However, although the UKCAT exam is made up solely of psychometric tests, research does suggest that a candidate's performance, even when taking only psychometric tests, can be improved through practice.
Practice Questions
Practice verbal reasoning and abstract reasoning questions are available on WikiJob. More specific UKCAT practice questions are also available on the UKCAT website.
Verbal Reasoning
This is the type of verbal reasoning test most commonly used to assess job candidates. It is not the same verbal reasoning test used in intelligence tests.
- Practice
Verbal Reasoning Test at the bottom of this page.
What is a Verbal Reasoning Test?
[Edit]Verbal reasoning tests are a form of
In a verbal reasoning test, you are typically provided with a passage, or several passages, of information and required to evaluate a set of statements by selecting one of the following possible answers:
True - (The statement follows logically from the information or opinions contained in the passage)
False - (The statement is logically false from the information or opinions contained in the passage)
Cannot Say - (Cannot determine whether the statement is true or false without further information)
You are to assume that all the information in each of these written passages is true, and you should only use the information in each passage to work out your answer. Candidates should not use prior knowledge when answering verbal reasoning questions.
Candidates should respond to each question by clicking on the answer that is correct. If you make a mistake or want to change an answer just click to go back, or forward, through the questions.|
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Verbal Reasoning Test Technique
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Books & Websites That Can Help
[Edit]There aren't any perfect books for helping with verbal tests, but we think the following are quite good. Practising before can really improve your chances of success and help ensure you pass aptitude tests first time.
The following website offers a wide range of professionally constructed verbal reasoning questions, written in the same style as PSL and SHL tests (the tests most graduate emloyers use to assess candidates). There is a charge for using the tests, but the extent of the questions available is vast.
Practice Verbal Reasoning Tests
[Edit]WikiJob has a series of online tests you can take as practice for the real thing.
This test consists of 40 questions to be answered in 20 minutes (although there is no timer on the test itself). Unlike the real the test, you are not permitted to change your previous answers, so be careful. Our test is slightly harder than the real thing, in order to make it challenging practice.
You can take tests as many times as you like.
Verbal Reasoning Practice Test 1 - Free!
[Edit]Verbal Reasoning Practice Test 2
[Edit]Verbal Reasoning Practice Test 3
[Edit]Verbal Reasoning Practice Test 4
[Edit]You must be logged in to take the free tests and must subscribe to take the other tests.
Advanced SHL Style Verbal Reasoning Practice Tests
[Edit]WikiJob users are now able to practice
SHL Style Verbal Reasoning Test Practice Pack
[Edit]
Watson Glaser
The Watson Glaser critical thinking aptitude test is an assessment tool and type of critical thinking test designed by Watson Glaser to measure an individual's critical or logical thinking skills.
The Watson Glaser test measures a candidate's abilities in:
- Drawing inferences: the ability to evaluate the validity of inferences drawn from a series of factual statements.
- Recognising assumptions: the ability to identify unstated assumptions or presuppositions in a series of assertive statements.
- Argument evalutation: the ability to determine whether certain conclusions necessarily follow from the information in given statements or premises.
- Deductive reasoning: the ability to weigh evidence and deciding if generalisations or conclusions based on the given data are warranted.
- Logical interpretation: the ability to distinguish between arguments that are strong and relevant and those that are weak or irrelevant to a particular question at issue.
Co-norming
The Watson-Glaser test has been co-normed on a sample of over 1,500 respondents representative of graduate level candidates. You will be judged against this respondent group when you sit the test.
Test timing
Most people complete the Watson Glaser test within 50 minutes (approximately 10 minutes per sub-test). Tests administrators normally allow candidates one hour to complete the test.