sample test item of problem solving

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For questions or information:

Choosing between Objective and Subjective Test Items

Multiple-Choice Test Items

True-false test items, matching test items, completion test items, essay test items, problem solving test items, performance test items.

Two Methods for Assessing Test Item Quality
Assistance Offered by The Center for Innovation in Teaching and Learning (CITL)
References for Further Reading

I. Choosing Between Objective and Subjective Test Items

There are two general categories of test items: (1) objective items which require students to select the correct response from several alternatives or to supply a word or short phrase to answer a question or complete a statement; and (2) subjective or essay items which permit the student to organize and present an original answer. Objective items include multiple-choice, true-false, matching and completion, while subjective items include short-answer essay, extended-response essay, problem solving and performance test items. For some instructional purposes one or the other item types may prove more efficient and appropriate. To begin out discussion of the relative merits of each type of test item, test your knowledge of these two item types by answering the following questions.

Quiz Answers

1 Sax, G., & Collet, L. S. (1968). An empirical comparison of the effects of recall and multiple-choice tests on student achievement. J ournal of Educational Measurement, 5 (2), 169–173. doi:10.1111/j.1745-3984.1968.tb00622.x

Paterson, D. G. (1926). Do new and old type examinations measure different mental functions? School and Society, 24 , 246–248.

When to Use Essay or Objective Tests

Essay tests are especially appropriate when:

the group to be tested is small and the test is not to be reused.
you wish to encourage and reward the development of student skill in writing.
you are more interested in exploring the student's attitudes than in measuring his/her achievement.
you are more confident of your ability as a critical and fair reader than as an imaginative writer of good objective test items.

Objective tests are especially appropriate when:

the group to be tested is large and the test may be reused.
highly reliable test scores must be obtained as efficiently as possible.
impartiality of evaluation, absolute fairness, and freedom from possible test scoring influences (e.g., fatigue, lack of anonymity) are essential.
you are more confident of your ability to express objective test items clearly than of your ability to judge essay test answers correctly.
there is more pressure for speedy reporting of scores than for speedy test preparation.

Either essay or objective tests can be used to:

measure almost any important educational achievement a written test can measure.
test understanding and ability to apply principles.
test ability to think critically.
test ability to solve problems.
test ability to select relevant facts and principles and to integrate them toward the solution of complex problems.

In addition to the preceding suggestions, it is important to realize that certain item types are better suited than others for measuring particular learning objectives. For example, learning objectives requiring the student to demonstrate or to show , may be better measured by performance test items, whereas objectives requiring the student to explain or to describe may be better measured by essay test items. The matching of learning objective expectations with certain item types can help you select an appropriate kind of test item for your classroom exam as well as provide a higher degree of test validity (i.e., testing what is supposed to be tested). To further illustrate, several sample learning objectives and appropriate test items are provided on the following page.

After you have decided to use either an objective, essay or both objective and essay exam, the next step is to select the kind(s) of objective or essay item that you wish to include on the exam. To help you make such a choice, the different kinds of objective and essay items are presented in the following section. The various kinds of items are briefly described and compared to one another in terms of their advantages and limitations for use. Also presented is a set of general suggestions for the construction of each item variation.

II. Suggestions for Using and Writing Test Items

The multiple-choice item consists of two parts: (a) the stem, which identifies the question or problem and (b) the response alternatives. Students are asked to select the one alternative that best completes the statement or answers the question. For example:

Sample Multiple-Choice Item

*correct response

Advantages in Using Multiple-Choice Items

Multiple-choice items can provide...

versatility in measuring all levels of cognitive ability.
highly reliable test scores.
scoring efficiency and accuracy.
objective measurement of student achievement or ability.
a wide sampling of content or objectives.
a reduced guessing factor when compared to true-false items.
different response alternatives which can provide diagnostic feedback.

Limitations in Using Multiple-Choice Items

Multiple-choice items...

are difficult and time consuming to construct.
lead an instructor to favor simple recall of facts.
place a high degree of dependence on the student's reading ability and instructor's writing ability.

Suggestions For Writing Multiple-Choice Test Items

Item alternatives.

13. Use at least four alternatives for each item to lower the probability of getting the item correct by guessing.

14. Randomly distribute the correct response among the alternative positions throughout the test having approximately the same proportion of alternatives a, b, c, d and e as the correct response.

15. Use the alternatives "none of the above" and "all of the above" sparingly. When used, such alternatives should occasionally be used as the correct response.

A true-false item can be written in one of three forms: simple, complex, or compound. Answers can consist of only two choices (simple), more than two choices (complex), or two choices plus a conditional completion response (compound). An example of each type of true-false item follows:

Sample True-False Item: Simple

Sample true-false item: complex, sample true-false item: compound, advantages in using true-false items.

True-False items can provide...

the widest sampling of content or objectives per unit of testing time.
an objective measurement of student achievement or ability.

Limitations In Using True-False Items

True-false items...

incorporate an extremely high guessing factor. For simple true-false items, each student has a 50/50 chance of correctly answering the item without any knowledge of the item's content.
can often lead an instructor to write ambiguous statements due to the difficulty of writing statements which are unequivocally true or false.
do not discriminate between students of varying ability as well as other item types.
can often include more irrelevant clues than do other item types.
can often lead an instructor to favor testing of trivial knowledge.

Suggestions For Writing True-False Test Items

In general, matching items consist of a column of stimuli presented on the left side of the exam page and a column of responses placed on the right side of the page. Students are required to match the response associated with a given stimulus. For example:

Sample Matching Test Item

Advantages in using matching items.

Matching items...

require short periods of reading and response time, allowing you to cover more content.
provide objective measurement of student achievement or ability.
provide highly reliable test scores.
provide scoring efficiency and accuracy.

Limitations in Using Matching Items

have difficulty measuring learning objectives requiring more than simple recall of information.
are difficult to construct due to the problem of selecting a common set of stimuli and responses.

Suggestions for Writing Matching Test Items

5. Keep matching items brief, limiting the list of stimuli to under 10.

6. Include more responses than stimuli to help prevent answering through the process of elimination.

7. When possible, reduce the amount of reading time by including only short phrases or single words in the response list.

The completion item requires the student to answer a question or to finish an incomplete statement by filling in a blank with the correct word or phrase. For example,

Sample Completion Item

According to Freud, personality is made up of three major systems, the _________, the ________ and the ________.

Advantages in Using Completion Items

Completion items...

can provide a wide sampling of content.
can efficiently measure lower levels of cognitive ability.
can minimize guessing as compared to multiple-choice or true-false items.
can usually provide an objective measure of student achievement or ability.

Limitations of Using Completion Items

are difficult to construct so that the desired response is clearly indicated.
are more time consuming to score when compared to multiple-choice or true-false items.
are more difficult to score since more than one answer may have to be considered correct if the item was not properly prepared.

Suggestions for Writing Completion Test Items

7. Avoid lifting statements directly from the text, lecture or other sources.

8. Limit the required response to a single word or phrase.

The essay test is probably the most popular of all types of teacher-made tests. In general, a classroom essay test consists of a small number of questions to which the student is expected to demonstrate his/her ability to (a) recall factual knowledge, (b) organize this knowledge and (c) present the knowledge in a logical, integrated answer to the question. An essay test item can be classified as either an extended-response essay item or a short-answer essay item. The latter calls for a more restricted or limited answer in terms of form or scope. An example of each type of essay item follows.

Sample Extended-Response Essay Item

Explain the difference between the S-R (Stimulus-Response) and the S-O-R (Stimulus-Organism-Response) theories of personality. Include in your answer (a) brief descriptions of both theories, (b) supporters of both theories and (c) research methods used to study each of the two theories. (10 pts. 20 minutes)

Sample Short-Answer Essay Item

Identify research methods used to study the S-R (Stimulus-Response) and S-O-R (Stimulus-Organism-Response) theories of personality. (5 pts. 10 minutes)

Advantages In Using Essay Items

Essay items...

are easier and less time consuming to construct than are most other item types.
provide a means for testing student's ability to compose an answer and present it in a logical manner.
can efficiently measure higher order cognitive objectives (e.g., analysis, synthesis, evaluation).

Limitations In Using Essay Items

cannot measure a large amount of content or objectives.
generally provide low test and test scorer reliability.
require an extensive amount of instructor's time to read and grade.
generally do not provide an objective measure of student achievement or ability (subject to bias on the part of the grader).

Suggestions for Writing Essay Test Items

4. Ask questions that will elicit responses on which experts could agree that one answer is better than another.

5. Avoid giving the student a choice among optional items as this greatly reduces the reliability of the test.

6. It is generally recommended for classroom examinations to administer several short-answer items rather than only one or two extended-response items.

Suggestions for Scoring Essay Items

Examples essay item and grading models.

"Americans are a mixed-up people with no sense of ethical values. Everyone knows that baseball is far less necessary than food and steel, yet they pay ball players a lot more than farmers and steelworkers."

WHY? Use 3-4 sentences to indicate how an economist would explain the above situation.

Analytical Scoring

Global quality.

Assign scores or grades on the overall quality of the written response as compared to an ideal answer. Or, compare the overall quality of a response to other student responses by sorting the papers into three stacks:

Read and sort each stack again divide into three more stacks

In total, nine discriminations can be used to assign test grades in this manner. The number of stacks or discriminations can vary to meet your needs.

Try not to allow factors which are irrelevant to the learning outcomes being measured affect your grading (i.e., handwriting, spelling, neatness).
Read and grade all class answers to one item before going on to the next item.
Read and grade the answers without looking at the students' names to avoid possible preferential treatment.
Occasionally shuffle papers during the reading of answers to help avoid any systematic order effects (i.e., Sally's "B" work always followed Jim's "A" work thus it looked more like "C" work).
When possible, ask another instructor to read and grade your students' responses.

Another form of a subjective test item is the problem solving or computational exam question. Such items present the student with a problem situation or task and require a demonstration of work procedures and a correct solution, or just a correct solution. This kind of test item is classified as a subjective type of item due to the procedures used to score item responses. Instructors can assign full or partial credit to either correct or incorrect solutions depending on the quality and kind of work procedures presented. An example of a problem solving test item follows.

Example Problem Solving Test Item

It was calculated that 75 men could complete a strip on a new highway in 70 days. When work was scheduled to commence, it was found necessary to send 25 men on another road project. How many days longer will it take to complete the strip? Show your work for full or partial credit.

Advantages In Using Problem Solving Items

Problem solving items...

minimize guessing by requiring the students to provide an original response rather than to select from several alternatives.
are easier to construct than are multiple-choice or matching items.
can most appropriately measure learning objectives which focus on the ability to apply skills or knowledge in the solution of problems.
can measure an extensive amount of content or objectives.

Limitations in Using Problem Solving Items

require an extensive amount of instructor time to read and grade.
generally do not provide an objective measure of student achievement or ability (subject to bias on the part of the grader when partial credit is given).

Suggestions For Writing Problem Solving Test Items

6. Ask questions that elicit responses on which experts could agree that one solution and one or more work procedures are better than others.

7. Work through each problem before classroom administration to double-check accuracy.

A performance test item is designed to assess the ability of a student to perform correctly in a simulated situation (i.e., a situation in which the student will be ultimately expected to apply his/her learning). The concept of simulation is central in performance testing; a performance test will simulate to some degree a real life situation to accomplish the assessment. In theory, a performance test could be constructed for any skill and real life situation. In practice, most performance tests have been developed for the assessment of vocational, managerial, administrative, leadership, communication, interpersonal and physical education skills in various simulated situations. An illustrative example of a performance test item is provided below.

Sample Performance Test Item

Assume that some of the instructional objectives of an urban planning course include the development of the student's ability to effectively use the principles covered in the course in various "real life" situations common for an urban planning professional. A performance test item could measure this development by presenting the student with a specific situation which represents a "real life" situation. For example,

An urban planning board makes a last minute request for the professional to act as consultant and critique a written proposal which is to be considered in a board meeting that very evening. The professional arrives before the meeting and has one hour to analyze the written proposal and prepare his critique. The critique presentation is then made verbally during the board meeting; reactions of members of the board or the audience include requests for explanation of specific points or informed attacks on the positions taken by the professional.

The performance test designed to simulate this situation would require that the student to be tested role play the professional's part, while students or faculty act the other roles in the situation. Various aspects of the "professional's" performance would then be observed and rated by several judges with the necessary background. The ratings could then be used both to provide the student with a diagnosis of his/her strengths and weaknesses and to contribute to an overall summary evaluation of the student's abilities.

Advantages In Using Performance Test Items

Performance test items...

can most appropriately measure learning objectives which focus on the ability of the students to apply skills or knowledge in real life situations.
usually provide a degree of test validity not possible with standard paper and pencil test items.
are useful for measuring learning objectives in the psychomotor domain.

Limitations In Using Performance Test Items

are difficult and time consuming to construct.
are primarily used for testing students individually and not for testing groups. Consequently, they are relatively costly, time consuming, and inconvenient forms of testing.
generally do not provide an objective measure of student achievement or ability (subject to bias on the part of the observer/grader).

Suggestions For Writing Performance Test Items

Prepare items that elicit the type of behavior you want to measure.
Clearly identify and explain the simulated situation to the student.
Make the simulated situation as "life-like" as possible.
Provide directions which clearly inform the students of the type of response called for.
When appropriate, clearly state time and activity limitations in the directions.
Adequately train the observer(s)/scorer(s) to ensure that they are fair in scoring the appropriate behaviors.

III. TWO METHODS FOR ASSESSING TEST ITEM QUALITY

This section presents two methods for collecting feedback on the quality of your test items. The two methods include using self-review checklists and student evaluation of test item quality. You can use the information gathered from either method to identify strengths and weaknesses in your item writing.

Checklist for Evaluating Test Items

EVALUATE YOUR TEST ITEMS BY CHECKING THE SUGGESTIONS WHICH YOU FEEL YOU HAVE FOLLOWED.

Grading Essay Test Items

Student evaluation of test item quality , using ices questionnaire items to assess your test item quality .

The following set of ICES (Instructor and Course Evaluation System) questionnaire items can be used to assess the quality of your test items. The items are presented with their original ICES catalogue number. You are encouraged to include one or more of the items on the ICES evaluation form in order to collect student opinion of your item writing quality.

IV. ASSISTANCE OFFERED BY THE CENTER FOR INNOVATION IN TEACHING AND LEARNING (CITL)

The information on this page is intended for self-instruction. However, CITL staff members will consult with faculty who wish to analyze and improve their test item writing. The staff can also consult with faculty about other instructional problems. Instructors wishing to acquire CITL assistance can contact [email protected] .

V. REFERENCES FOR FURTHER READING

Ebel, R. L. (1965). Measuring educational achievement . Prentice-Hall. Ebel, R. L. (1972). Essentials of educational measurement . Prentice-Hall. Gronlund, N. E. (1976). Measurement and evaluation in teaching (3rd ed.). Macmillan. Mehrens W. A. & Lehmann I. J. (1973). Measurement and evaluation in education and psychology . Holt, Rinehart & Winston. Nelson, C. H. (1970). Measurement and evaluation in the classroom . Macmillan. Payne, D. A. (1974). The assessment of learning: Cognitive and affective . D.C. Heath & Co. Scannell, D. P., & Tracy D. B. (1975). Testing and measurement in the classroom . Houghton Mifflin. Thorndike, R. L. (1971). Educational measurement (2nd ed.). American Council on Education.

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Problem solving test: Pre-employment screening assessment to hire the best candidates

Summary of the problem solving test.

This Problem Solving test evaluates candidates’ ability to define problems and analyze data and textual information to make correct decisions. This test helps you identify candidates who use analytical skills to evaluate and respond to complex situations.

Covered skills

Creating and adjusting schedules, interpreting data and applying logic to make decisions, prioritizing and applying order based on a given set of rules, analyzing textual and numerical information to draw conclusions, use the problem solving test to hire.

Any role that involves managing constantly shifting variables with tight deadlines. This may include administrative assistants, project managers, planners, and people working in hospitality or sales.

You can use this test for free when you sign up for a free plan

graphic image for cognitive ability tests

About the Problem Solving test

Effective problem-solving requires a broad skill set that enables individuals, teams, and businesses to advance towards stated objectives. It involves the ability to define a problem, to break it down into manageable parts, to develop approaches to solve the (sub)problem using creativity and analytical thinking, and to execute flawlessly.

This problem solving test allows you to identify candidates who display these abilities. The test presents candidates with typical problem-solving scenarios like scheduling on the basis of a diverse set of conditions, identifying the right sequence of actions based on a number of business rules, and drawing conclusions based on textual and numerical information.

The test requires candidates to identify the right answers to the questions in a limited amount of time. Successful candidates can quickly identify the key elements of the problem and work through the problem at speed without making mistakes. This is a great test to include to check candidates' overall analytical skills.

The test is made by a subject-matter expert

The global IT industry has benefited from Anirban’s talents for over two decades. With a flawless reputation that precedes him, Anirban has earned a status as a sought-after agile project manager and consultant. He’s worked internationally as a Senior Project Manager with companies such as Ericsson, IBM, and T-Mobile.

Anirban’s love for learning helps him keep his skills sharp. He holds an MBA and a degree in engineering, is a certified Scrum Master, and has certifications in Prince2 and ITIL.

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Why problem-solving is a crucial skill

We’ve all been thrown a curveball at work. An unexpected problem crops up and we need to make a plan to solve it. This is called problem-solving and it’s an important skill in most job roles because employees will encounter difficult or complex situations or problems that need to be solved.

Interestingly, unlike some career skills, problem-solving translates to both an individual’s personal and professional lives, making it crucial to potential success. But this may make it harder for recruiters to find the right candidate for a job where problem-solving skills are needed. In this case, a problem-solving test can help you find the best candidate capable of handling situations that influence business functions.

Problem-solving in the workplace

In business, problem-solving relies on a candidate’s ability to create processes that mitigate or remove obstacles that prevent the company from achieving its goals. Consequently, these issues or situations can create a gap between desired outcomes and actual results. This means that problem-solving plays an important role in how employees meet this challenge and work through it.

Roles such as project management, administrative assistance, and planning work with changing circumstances and tight deadlines on a day-to-day basis. When recruiting for these roles, finding candidates who have good problem-solving skills is crucial to their success in the role.

To gain insight into a candidate’s skill in this area, you can use a problem-solving test. Through expert formulation, a skill-specific test can help you understand a candidate’s level of proficiency. And testing your applicants before you start the interview process can highlight the candidates with the skills most relevant to the role.

A process-driven skill

In the workplace, there are important steps that can contribute to a candidate’s ability to successfully solve problems. Let’s take a look:

Identify the problem

Problem-solving begins with accurately identifying the problem. This determining factor looks at whether a candidate can find the origin and the implications of the problem. It includes:

• Differentiating between fact and opinion

• Compiling data to determine the problem

• Identifying underlying causes

• Recognizing which processes are affected• Pinpointing the process standard

By accurately identifying the problem, individuals can proceed to the next step to solve the problem.

Determine alternative solutions

Once an individual has established the source of the problem, they can determine alternative solutions. The goal of plotting solutions to the problem is to remedy it and realign it with business goals. A creative problem-solving test may identify whether an individual has the competency to determine solutions. Key competencies in seeking solutions include:

• Establishing alternative solutions that align with business goals

• Determining whether a problem needs short- or long-term solutions

• Evaluating how solutions may impact on resources; and determining if there are any barriers to implementing the solutions.

Although any problem can have multiple solutions, the simplest or fastest one may not always be the best course of action. This is where solution comparison comes into play.

Compare solutions and plot a course

Once all possible solutions are determined, it is important to compare them. This involves evaluating each solution without bias to determine the optimal solution to the problem.

Through the evaluation process, the individual should rule out options that do not align with company goals, may take too much time and/or resources, or are unrealistic in their approach.

Some considerations when determining the best solution include the likelihood of solution implementation, whether all parties involved will accept the solution, and how it fits in with business goals. Additionally, it is important to note that the goal of the optimal solution is to solve the problem without causing additional or unanticipated problems.

In essence, problem-solving is about finding solutions that cause as little disruption as possible and correcting a project’s course.

Implement the solution

The last stage in problem-solving is the implementation of the final step. This step focuses on the remedial solution and requires continuous evaluation to ensure its effective implementation. For you as a recruiter, knowing if a candidate can find a solution as well as implement it may be important to the goals of the role.

Continually evaluating the solution will give the individual insight into whether the project goals are aligned, whether all stakeholders accept the new solution and whether the outcomes are managed effectively.

Considerations for recruiters

When hiring for a role in which problem-solving skills are crucial, it may be beneficial to test a candidate’s ability to define problems and analyze data and textual information to make decisions that best serve the business. Some of the considerations for a problem-solving test include:

Schedules are living documents that need to adapt as eventualities come into play. Candidates should be able to understand what they can realistically achieve with the time and how to adjust schedules to account for variable outcomes.

Data-driven decision-making should inform a course of action before an individual commits to it. For recruiters, this means candidates should have an aptitude for aligning data with business goals and making actionable decisions.

By using prioritization rules and supporting information, candidates can determine which project tasks take priority. This system aims to optimize resources for project delivery.

Examining textual and numerical information to reveal patterns, relationships, and trends can tell the candidate what connection exists among variables. Conclusions can then be drawn from the data to gain an accurate assessment of the overall situation.

When broken down, problem-solving is a skill that relies on a variety of disciplines to achieve success. Although this skill is transferable to many job roles, determining candidates’ proficiency can be difficult, so it can be beneficial to recruiters to use a problem-solving test to review candidates’ aptitude when recruiting for a role.

Using a pre-formulated problem-solving test will enable you to quickly assess your candidates and help you recruit the best person for the role.

An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.

Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.

A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now."

Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here .

Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.

Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive help center .

It depends! We offer five free tests, or unlimited access to our library of 400+ tests with the price based on your company size. Find more information on our pricing plans here , or speak to one of our sales team for your personalized demo and learn how we can help you revolutionize hiring today.

Yes. You can add up to five tests to each assessment.

We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email.

TestGorilla replaces traditional resume screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

We offer the following cognitive ability tests : Numerical Reasoning, Problem Solving, Attention to Detail, Reading Comprehension, and Critical Thinking.

Our cognitive ability tests allow you to test for skills that are difficult to evaluate in an interview. Check out our blog on why these tests are so useful and how to choose the best one for your assessment.

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How it Works

Critical Thinking Test: Sample Questions with Explanations (2024)

Employers value and seek candidates who demonstrate advanced critical thinking skills. They often administer critical thinking tests as part of their hiring process. Critical thinking tests can be very difficult for those who don’t prepare. A great way to start practicing is by taking our critical thinking free practice test.

What Does The Critical Thinking Test Include?

The Critical Thinking Test assesses your capacity to think critically and form logical conclusions when given written information. Critical thinking tests are generally used in job recruitment processes, in the legal sector. These tests measure the analytical critical thinking abilities of a candidate.

Why Is Critical Thinking Useful?

Critical thinking is put into action in various stages of decision-making and problem-solving tasks:

Identify the problem
Choose suitable information to find the solution
Identify the assumptions that are implied and written in the text
Form hypotheses and choose the most suitable and credible answers
Form well-founded conclusions and determine the soundness of inferences

What is Watson Glaser Test and what Critical Thinking Skills it Measures?

The most common type of critical thinking test is the Watson-Glaser Critical Thinking Appraisal (W-GCTA). Typically used by legal and financial organizations, as well as management businesses, a Watson Glaser test is created to assess candidates’ critical thinking skills.

The test consists of 10 questions to be answered in 10 minutes approx (although there is no timer on the test itself). Our test is slightly harder than the real thing, to make it sufficiently challenging practice.

You need to get 70% correct to pass the test. Don’t forget to first check out the test techniques section further down this page beforehand.

Questions 25

Pass percentage 70%.

The test is broken down into five central areas:

Assumptions
Interpretation

Critical Thinking Course

1 BONUS Interview Prep Video Guide Buy this Course: Get full access to all lessons, practice tests and guides.

The Five Critical Thinking Skills Explained

1. recognition of assumption.

You’ll be presented with a statement. The statement is then followed by several proposed assumptions. When answering, you must work out if an assumption was made or if an assumption was not made in the statement. An assumption is a proclamation that an individual takes for granted. This section of the tests measures your ability to withhold from forming assumptions about things that are not necessarily correct.

1: Assumption Made
2: Assumption Not Made

Although the passage does state that Charlie’s fundraising team is doing its best so that the charity event can meet its goal, nowhere did it state that their team is leading the event.

2. Evaluation of Arguments

You will be presented with an argument. You will then be asked to decide whether the argument is strong or weak. An argument is considered strong if it directly connects to the statement provided, and is believed to be significant.

No, participation awards should not be given in every competition because studies have shown that this would cause the participants to put in less effort because they will get a prize no matter what the outcome is.

1: Strong Argument
2: Weak Argument

This is a strong argument as it provides evidence as to why participation awards should not be given in every competition

3. Deductions

In deduction questions, you will need to form conclusions based solely on the information provided in the question and not based on your knowledge. You will be given a small passage of information and you will need to evaluate a list of deductions made based on that passage. If the conclusion cannot be formed for the information provided, then the conclusion does not follow. The answer must be entirely founded on the statements made and not on conclusions drawn from your knowledge.

In a surprise party for Donna, Edna arrived after Felix and Gary did. Kelly arrived before Felix and Gary did.

1: Conclusion Follows
2: Conclusion Does not Follow

For questions like this, jot down the clues to help you out. Use initials as a quick reference.

K | F&G | E

Looking at the simple diagram, “K”, which stands for “Kelly,” arrived before Edna “E” did. The answer is A.

4. Interpretation

In these questions, you are given a passage of information followed by a list of possible conclusions. You will need to interpret the information in the paragraph and determine whether or not each conclusion follows, based solely on the information given.

A number of students were given the following advice:

“The use of powerful words is a technique, which makes you a better writer. Your choice of words is very important in molding the way people interaction with the article. You should use powerful words to spice up your article. Power words should be used liberally to enhance the flavor of what you write! ”

In the fourth sentence, it is stated, “Power words should be used liberally to enhance the flavor of what you write!”

Thus, if you were to write an essay, using powerful words can give more flavor to it.

5. Inferences

An inference is a conclusion made from observed or supposed facts and details. It is information that is not apparent in the information provided but rather is extracted from it. In this section, you will be provided with a passage of information about a specific scene or event. A list of possible inferences will then be given, and you will need to decide if they are ‘true’, ‘false’, ‘possibly true’, ‘possibly false’, or whether it is not possible to say based on the information provided.

With the advancement of technology, the need for more infrastructure has never been higher. According to the plan of the current U.S. Administration, it aims to put a $1 trillion investment on improving infrastructure, a portion of which will include priority projects and technologies that can strengthen its economic competitiveness such as transportation, 5G wireless communication technology, rural broadband technologies, advanced manufacturing technologies, and even artificial intelligence.

It stated that it expects to work with Congress to develop a comprehensive infrastructure package, which is expected to have a budget of $200 billion for certain priorities.

2: Probably True
3: Not Enough Information
4: Probably False

Although it was mentioned in the passage that the U.S. government is to allocate $200 billion on certain priorities, it did not specify if these certain priorities were for ‘transportation, 5G wireless communication technology, rural broadband technologies, advanced manufacturing technologies, and artificial intelligence’ or if the aforementioned priorities will have a different allocation.

What we can be sure of, however, is that at least a portion of the $1 trillion infrastructure budget will be used on the mentioned priorities regardless, meaning that there is a chance that $200 billion will be used on those aforementioned areas.

Improve Your Score with Prepterminal’s Critical Thinking Course

The Critical Thinking test is difficult, but not impossible to overcome with practice. At PrepTerminal our psychometric test experts have developed a critical thinking preparatory test to provide you with the material you need to practice for your critical thinking test. Prepare with us to increase your chance of successfully overcoming this hurdle in the recruitment process.

Prepterminal’s preparatory critical thinking course features a structured study course along with critical thinking practice tests to help you improve your exam score. Our course includes video and text-based information presented in a clear and easy-to-understand manner so you can follow along at your own pace with ease.

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Self-Assessment • 20 min read

How Good Is Your Problem Solving?

Use a systematic approach..

By the Mind Tools Content Team

Good problem solving skills are fundamentally important if you're going to be successful in your career.

But problems are something that we don't particularly like.

They're time-consuming.

They muscle their way into already packed schedules.

They force us to think about an uncertain future.

And they never seem to go away!

That's why, when faced with problems, most of us try to eliminate them as quickly as possible. But have you ever chosen the easiest or most obvious solution – and then realized that you have entirely missed a much better solution? Or have you found yourself fixing just the symptoms of a problem, only for the situation to get much worse?

To be an effective problem-solver, you need to be systematic and logical in your approach. This quiz helps you assess your current approach to problem solving. By improving this, you'll make better overall decisions. And as you increase your confidence with solving problems, you'll be less likely to rush to the first solution – which may not necessarily be the best one.

Once you've completed the quiz, we'll direct you to tools and resources that can help you make the most of your problem-solving skills.

How Good Are You at Solving Problems?

Instructions.

For each statement, click the button in the column that best describes you. Please answer questions as you actually are (rather than how you think you should be), and don't worry if some questions seem to score in the 'wrong direction'. When you are finished, please click the 'Calculate My Total' button at the bottom of the test.

Answering these questions should have helped you recognize the key steps associated with effective problem solving.

This quiz is based on Dr Min Basadur's Simplexity Thinking problem-solving model. This eight-step process follows the circular pattern shown below, within which current problems are solved and new problems are identified on an ongoing basis. This assessment has not been validated and is intended for illustrative purposes only.

Below, we outline the tools and strategies you can use for each stage of the problem-solving process. Enjoy exploring these stages!

Step 1: Find the Problem (Questions 7, 12)

Some problems are very obvious, however others are not so easily identified. As part of an effective problem-solving process, you need to look actively for problems – even when things seem to be running fine. Proactive problem solving helps you avoid emergencies and allows you to be calm and in control when issues arise.

These techniques can help you do this:

PEST Analysis helps you pick up changes to your environment that you should be paying attention to. Make sure too that you're watching changes in customer needs and market dynamics, and that you're monitoring trends that are relevant to your industry.

Risk Analysis helps you identify significant business risks.

Failure Modes and Effects Analysis helps you identify possible points of failure in your business process, so that you can fix these before problems arise.

After Action Reviews help you scan recent performance to identify things that can be done better in the future.

Where you have several problems to solve, our articles on Prioritization and Pareto Analysis help you think about which ones you should focus on first.

Step 2: Find the Facts (Questions 10, 14)

After identifying a potential problem, you need information. What factors contribute to the problem? Who is involved with it? What solutions have been tried before? What do others think about the problem?

If you move forward to find a solution too quickly, you risk relying on imperfect information that's based on assumptions and limited perspectives, so make sure that you research the problem thoroughly.

Step 3: Define the Problem (Questions 3, 9)

Now that you understand the problem, define it clearly and completely. Writing a clear problem definition forces you to establish specific boundaries for the problem. This keeps the scope from growing too large, and it helps you stay focused on the main issues.

A great tool to use at this stage is CATWOE . With this process, you analyze potential problems by looking at them from six perspectives, those of its Customers; Actors (people within the organization); the Transformation, or business process; the World-view, or top-down view of what's going on; the Owner; and the wider organizational Environment. By looking at a situation from these perspectives, you can open your mind and come to a much sharper and more comprehensive definition of the problem.

Cause and Effect Analysis is another good tool to use here, as it helps you think about the many different factors that can contribute to a problem. This helps you separate the symptoms of a problem from its fundamental causes.

Step 4: Find Ideas (Questions 4, 13)

With a clear problem definition, start generating ideas for a solution. The key here is to be flexible in the way you approach a problem. You want to be able to see it from as many perspectives as possible. Looking for patterns or common elements in different parts of the problem can sometimes help. You can also use metaphors and analogies to help analyze the problem, discover similarities to other issues, and think of solutions based on those similarities.

Traditional brainstorming and reverse brainstorming are very useful here. By taking the time to generate a range of creative solutions to the problem, you'll significantly increase the likelihood that you'll find the best possible solution, not just a semi-adequate one. Where appropriate, involve people with different viewpoints to expand the volume of ideas generated.

Tip: Don't evaluate your ideas until step 5. If you do, this will limit your creativity at too early a stage.

Step 5: Select and Evaluate (Questions 6, 15)

After finding ideas, you'll have many options that must be evaluated. It's tempting at this stage to charge in and start discarding ideas immediately. However, if you do this without first determining the criteria for a good solution, you risk rejecting an alternative that has real potential.

Decide what elements are needed for a realistic and practical solution, and think about the criteria you'll use to choose between potential solutions.

Paired Comparison Analysis , Decision Matrix Analysis and Risk Analysis are useful techniques here, as are many of the specialist resources available within our Decision-Making section . Enjoy exploring these!

Step 6: Plan (Questions 1, 16)

You might think that choosing a solution is the end of a problem-solving process. In fact, it's simply the start of the next phase in problem solving: implementation. This involves lots of planning and preparation. If you haven't already developed a full Risk Analysis in the evaluation phase, do so now. It's important to know what to be prepared for as you begin to roll out your proposed solution.

The type of planning that you need to do depends on the size of the implementation project that you need to set up. For small projects, all you'll often need are Action Plans that outline who will do what, when, and how. Larger projects need more sophisticated approaches – you'll find out more about these in the article What is Project Management? And for projects that affect many other people, you'll need to think about Change Management as well.

Here, it can be useful to conduct an Impact Analysis to help you identify potential resistance as well as alert you to problems you may not have anticipated. Force Field Analysis will also help you uncover the various pressures for and against your proposed solution. Once you've done the detailed planning, it can also be useful at this stage to make a final Go/No-Go Decision , making sure that it's actually worth going ahead with the selected option.

Step 7: Sell the Idea (Questions 5, 8)

As part of the planning process, you must convince other stakeholders that your solution is the best one. You'll likely meet with resistance, so before you try to “sell” your idea, make sure you've considered all the consequences.

As you begin communicating your plan, listen to what people say, and make changes as necessary. The better the overall solution meets everyone's needs, the greater its positive impact will be! For more tips on selling your idea, read our article on Creating a Value Proposition and use our Sell Your Idea Skillbook.

Step 8: Act (Questions 2, 11)

Finally, once you've convinced your key stakeholders that your proposed solution is worth running with, you can move on to the implementation stage. This is the exciting and rewarding part of problem solving, which makes the whole process seem worthwhile.

This action stage is an end, but it's also a beginning: once you've completed your implementation, it's time to move into the next cycle of problem solving by returning to the scanning stage. By doing this, you'll continue improving your organization as you move into the future.

Problem solving is an exceptionally important workplace skill.

Being a competent and confident problem solver will create many opportunities for you. By using a well-developed model like Simplexity Thinking for solving problems, you can approach the process systematically, and be comfortable that the decisions you make are solid.

Given the unpredictable nature of problems, it's very reassuring to know that, by following a structured plan, you've done everything you can to resolve the problem to the best of your ability.

This assessment has not been validated and is intended for illustrative purposes only. It is just one of many Mind Tool quizzes that can help you to evaluate your abilities in a wide range of important career skills.

If you want to reproduce this quiz, you can purchase downloadable copies in our Store .

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😇 This tool is very useful for me.

over 1 year

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Writing good multiple choice test questions, constructing an effective stem, constructing effective alternatives.

Additional Guidelines for Multiple Choice Questions

Considerations for Writing Multiple Choice Items that Test Higher-order Thinking

Additional resources.

Multiple choice test questions, also known as items, can be an effective and efficient way to assess learning outcomes. Multiple choice test items have several potential advantages:

Reliability: Reliability is defined as the degree to which a test consistently measures a learning outcome. Multiple choice test items are less susceptible to guessing than true/false questions, making them a more reliable means of assessment. The reliability is enhanced when the number of MC items focused on a single learning objective is increased. In addition, the objective scoring associated with multiple choice test items frees them from problems with scorer inconsistency that can plague scoring of essay questions.

Validity: Validity is the degree to which a test measures the learning outcomes it purports to measure. Because students can typically answer a multiple choice item much more quickly than an essay question, tests based on multiple choice items can typically focus on a relatively broad representation of course material, thus increasing the validity of the assessment.

The key to taking advantage of these strengths, however, is construction of good multiple choice items.

A multiple choice item consists of a problem, known as the stem, and a list of suggested solutions, known as alternatives. The alternatives consist of one correct or best alternative, which is the answer, and incorrect or inferior alternatives, known as distractors.

1. The stem should be meaningful by itself and should present a definite problem. A stem that presents a definite problem allows a focus on the learning outcome. A stem that does not present a clear problem, however, may test students’ ability to draw inferences from vague descriptions rather serving as a more direct test of students’ achievement of the learning outcome.

2. The stem should not contain irrelevant material , which can decrease the reliability and the validity of the test scores (Haldyna and Downing 1989).

3. The stem should be negatively stated only when significant learning outcomes require it. Students often have difficulty understanding items with negative phrasing (Rodriguez 1997). If a significant learning outcome requires negative phrasing, such as identification of dangerous laboratory or clinical practices, the negative element should be emphasized with italics or capitalization.

4. The stem should be a question or a partial sentence. A question stem is preferable because it allows the student to focus on answering the question rather than holding the partial sentence in working memory and sequentially completing it with each alternative (Statman 1988). The cognitive load is increased when the stem is constructed with an initial or interior blank, so this construction should be avoided.

1. All alternatives should be plausible. The function of the incorrect alternatives is to serve as distractors,which should be selected by students who did not achieve the learning outcome but ignored by students who did achieve the learning outcome. Alternatives that are implausible don’t serve as functional distractors and thus should not be used. Common student errors provide the best source of distractors.

2. Alternatives should be stated clearly and concisely. Items that are excessively wordy assess students’ reading ability rather than their attainment of the learning objective

3. Alternatives should be mutually exclusive. Alternatives with overlapping content may be considered “trick” items by test-takers, excessive use of which can erode trust and respect for the testing process.

4. Alternatives should be homogenous in content. Alternatives that are heterogeneous in content can provide cues to student about the correct answer.

5. Alternatives should be free from clues about which response is correct. Sophisticated test-takers are alert to inadvertent clues to the correct answer, such differences in grammar, length, formatting, and language choice in the alternatives. It’s therefore important that alternatives

have grammar consistent with the stem.
are parallel in form.
are similar in length.
use similar language (e.g., all unlike textbook language or all like textbook language).

6. The alternatives “all of the above” and “none of the above” should not be used. When “all of the above” is used as an answer, test-takers who can identify more than one alternative as correct can select the correct answer even if unsure about other alternative(s). When “none of the above” is used as an alternative, test-takers who can eliminate a single option can thereby eliminate a second option. In either case, students can use partial knowledge to arrive at a correct answer.

7. The alternatives should be presented in a logical order (e.g., alphabetical or numerical) to avoid a bias toward certain positions.

8. The number of alternatives can vary among items as long as all alternatives are plausible. Plausible alternatives serve as functional distractors, which are those chosen by students that have not achieved the objective but ignored by students that have achieved the objective. There is little difference in difficulty, discrimination, and test score reliability among items containing two, three, and four distractors.

Additional Guidelines

1. Avoid complex multiple choice items , in which some or all of the alternatives consist of different combinations of options. As with “all of the above” answers, a sophisticated test-taker can use partial knowledge to achieve a correct answer.

2. Keep the specific content of items independent of one another. Savvy test-takers can use information in one question to answer another question, reducing the validity of the test.

When writing multiple choice items to test higher-order thinking, design questions that focus on higher levels of cognition as defined by Bloom’s taxonomy . A stem that presents a problem that requires application of course principles, analysis of a problem, or evaluation of alternatives is focused on higher-order thinking and thus tests students’ ability to do such thinking. In constructing multiple choice items to test higher order thinking, it can also be helpful to design problems that require multilogical thinking, where multilogical thinking is defined as “thinking that requires knowledge of more than one fact to logically and systematically apply concepts to a …problem” (Morrison and Free, 2001, page 20). Finally, designing alternatives that require a high level of discrimination can also contribute to multiple choice items that test higher-order thinking.

Burton, Steven J., Sudweeks, Richard R., Merrill, Paul F., and Wood, Bud. How to Prepare Better Multiple Choice Test Items: Guidelines for University Faculty, 1991.
Cheung, Derek and Bucat, Robert. How can we construct good multiple-choice items? Presented at the Science and Technology Education Conference, Hong Kong, June 20-21, 2002.
Haladyna, Thomas M. Developing and validating multiple-choice test items, 2 nd edition. Lawrence Erlbaum Associates, 1999.
Haladyna, Thomas M. and Downing, S. M.. Validity of a taxonomy of multiple-choice item-writing rules. Applied Measurement in Education , 2(1), 51-78, 1989.
Morrison, Susan and Free, Kathleen. Writing multiple-choice test items that promote and measure critical thinking. Journal of Nursing Education 40: 17-24, 2001.

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Analytical Reasoning Tests

538 questions

Analytical reasoning tests examine an individual’s ability to apply logic to solve problems. The questions vary depending on the type of analytical reasoning test you’re taking: from extracting key information from complex passages of text (verbal reasoning), to looking for patterns in a series of images (non-verbal reasoning), or using given information to draw conclusions or make predictions (inductive and deductive reasoning).

What is an analytical reasoning test?

An analytical reasoning test is a type of aptitude test that is often used by employers to assess a job candidate’s ability to think critically and solve complex problems.

As well as these skills, employers want to see evidence that you can keep calm under pressure and work quickly against the clock.

The test is nearly always timed, meaning you don’t have long to work through each question to find the correct answer.

Depending on which type of job you’re applying for, the test you take may be in the style of verbal reasoning , non-verbal reasoning , inductive reasoning or deductive reasoning . As such, it’s worth practicing as many different types of tests as you can to familiarise yourself with the questions.

The analytical reasoning test is widely used because it looks for skills that are sought after in almost every industry. It helps employers find candidates who will be quick to learn, adapt and solve problems.

Why do use analytical reasoning tests?

Employers use analytical reasoning tests to assess candidates’ ability to analyze complex information, make logical deductions, and solve problems effectively. These tests help employers evaluate candidates’ critical thinking skills, decision-making abilities, and aptitude for handling challenging situations. By administering analytical reasoning tests, employers can identify candidates who possess the cognitive abilities necessary for success in roles that require analytical thinking, such as management, finance, engineering, and data analysis. Additionally, these tests provide employers with valuable insights into candidates’ problem-solving approaches and their capacity to navigate intricate scenarios, aiding in the selection of the most suitable candidates for the job.

As applicants have to work harder and harder to make their CV stand out, an aptitude test like this is a good way of ensuring candidates possess the necessary skills.

It’s common for employers or recruiters to set the analytical reasoning test before the interview stage, so they can select candidates based on their test performance. The test therefore acts as a filter, ensuring employers get to meet the people they believe are most likely to excel.

Completing a good analytical reasoning test gives an indication that you’re a strong critical thinker who can rise to the challenge – an attractive proposition for any employer.

How do analytical reasoning tests work?

An employer will select the type of analytical reasoning test (verbal, non-verbal, inductive or deductive) based on the skills they want to examine.

Finding out exactly which type of test you’ll be taking is helpful so you can focus your preparation, but if you don’t know we recommend trying out all of the different mock tests to familiarise yourself with the individual question styles and formats.

When you take the test, you’ll normally have around one minute to answer each question – which is yet another reason to familiarise yourself with the kinds of questions you’re likely to be asked.

Here’s a brief overview of the four different test types:

Verbal reasoning – requires you to read through long passages of text and showcase your comprehension and analysis skills by answering a series of questions on what you’ve just read.
Non-verbal reasoning – presents you with images such as graphs, pictures and patterns, and requires you to use your logic and problem-solving skills to decipher the rule that connects the sequence.
Inductive reasoning – equips you with certain facts or information, and then asks you to make predictions or assumptions based on that evidence.
Deductive reasoning – will ask you to use the statements given to you to make further statements of fact.

After the test, your score will be calculated and compared to those of the other individuals who took the same test, or a normative group (which can help an employer see how well you fared compared to previous candidates).

Analytical test formats

Verbal Reasoning Tests

Verbal reasoning tests examine your ability to draw out key information from long, often complex passages of text, to form a conclusion. Very often this takes the form of questions to which you would select ‘true’, ‘false’ or ‘cannot say’ as the response.

No prior knowledge of the subject matter is required, but it is important to practice verbal reasoning tests as it can take a while to get used to the question format.

You will need to be able to distinguish between what’s fact and what’s merely being inferred when you’re reading through the passages of text. This shows an employer that you have the comprehension, logic and analytical skills they’re looking for.

Practising verbal reasoning tests before you take the one that really matters is vital if you want to showcase the best of your abilities to a potential employer. The more mock tests you take, the better you’ll get at sifting through the passages of text for evidence, quickly assimilating the information and confidently deciding what’s true, false or uncertain.

You’ll normally have around one minute to answer each question on the verbal reasoning test (although it’s always worth checking this is the case with your test when you begin). It’s important you don’t spend ages on a challenging problem, as you could end up not answering other questions that you might have easily been able to answer.

At the end, if you have time left you can always go back to anything you weren’t sure about and have another go.

The verbal reasoning test is most commonly used by employers or recruiters hiring for roles where strong communication skills are critical – which applies to most jobs, hence their popularity.

Non-Verbal Reasoning Tests

Non-verbal reasoning tests comprise graphs, tables and data, and the accompanying questions will assess how adept you are at drawing conclusions from limited information, finding connecting patterns and working quickly under considerable time pressure.

These types of analytical reasoning tests are often part of the application process for roles in industries such as finance, engineering and HR.

The best way you can prepare for a non-verbal reasoning test is to take as many mock tests as you can. After you’ve completed a test, it’s important to look back through your answers and identify your weaker areas, so you know where you need to direct your focus.

Not only will practising ensure you get quicker and better, it’ll also help you familiarise yourself with the different graphs, tables and images you’re likely to be confronted with on a non-verbal reasoning test.

As with the verbal reasoning test, you normally get around one minute to answer each question, so finding the right balance between speed and accuracy is really important – something that you’ll find a lot easier if you’ve put the practice time in beforehand.

A successful non-verbal reasoning test will prove to an employer that you have the critical thinking, reasoning and logical skills needed to cope with the demands of the job you’re applying for.

Inductive / Deductive Reasoning Tests

If you’re asked to take an inductive test or deductive test , you’re essentially being asked to show how well you can identify patterns and use your logic. Although the overall skills you’ll demonstrate are very similar, the two tests are slightly different.

Inductive reasoning test – you’ll need to identify relationships between statements, images or facts and figures, and use this analysis to show, logically, what should come next.

Deductive reasoning test – you’ll be given a statement of fact and you’ll need to use this information to deduce another factually correct statement.

These aptitude tests are most commonly used in the hiring of science, tech and IT roles, as the type of skills they seek to showcase – logical thinking, identifying patterns, problem solving and critical thinking – are all valuable in these industries.

So even if you have the type of brain that finds these kinds of problems easier than most, it’s always worth practising inductive/deductive reasoning tests beforehand to familiarise yourself with the specific style of question, and what’s required of you in a short amount of time.

Prepare yourself for leading employers

5 Free Example Analytical Reasoning Questions

Here are five example analytical questions to try out. Answers for all five are below the tests. If you need further practice, try out our full free tests.

Verbal Question 1

Statement : A derivative could be used by an airline to secure the price of oil now, which it won’t use until six months time.

Verbal Question 2

Statement : More people taking early retirement is the major contributory factor to the public sector pension deficit.

Diagrammatic Question 1

Which is the next logical image in the sequence?

Numerical Question 1

What was the ratio of the cost of a Google click in April compared to the cost of a Facebook and Yahoo click in February?

Abstract Question 1

Which of the boxes comes next in the sequence?

Verbal Question 1 : True – “to secure the price of a commodity which is to be “bought” at a future date, but at a price that is set today.”

Verbal Question 2 : Cannot tell – the passage refers to both this fact, extended life expectancy, and that the value of pension fund assets has fallen.

Diagrammatic Question 1 : There is a central figure and four figures with one in each corner: (i) The central figure firstly increases in size over a series of three, then decreases in the same fashion; (ii) The central figure changes from white, to having a dotted outline, to black; and (iii) The four figures rotate around the four corners, moving two corners at a time. So the correct answer is F.

Numerical Question 1 : Step 1. Extract the relevant figures from the graph Cost of per click in April. Google 18 cents : Facebook + Yahoo (14 + 6 = 20 cents). Step 2. Divide 20 by 18 to calculate the ratio. 20 ÷18 = 1.11 Step 3. Present as a ratio 1 : 1.11

Abstract Question 1 : Arrow changes direction from pointing up, to pointing down, with each turn. 2. Triangle moves from top left corner in an anti-clockwise direction around the frame with each turn. So the answer is B.

The tests were well suited to the job that I’ve applied for. They are easy to do and loads of them.

Analytical Reasoning Tests FAQs

What is this test used for.

Analytical reasoning tests are a go-to tool for employers looking to gauge a candidate’s problem-solving prowess. Organizations across a myriad of industries use these assessments to get a handle on the analytical skills that are crucial in the modern workplace.

What do these tests involve?

Dive into questions that challenge your problem-solving abilities across verbal, non-verbal, inductive, and deductive reasoning areas. Whether it’s deciphering complex texts, spotting trends in images, or making predictions, these tests are your all-in-one gym to flex those analytical muscles.

What do these tests measure?

Our tests aren’t just a bunch of random questions; they are refined and updated using cutting-edge tech. They’re designed to measure your logical and analytical acumen, ensuring you’re tested against the latest industry benchmarks for analytical reasoning.

Where can I practice these tests?

Ready to put your analytical skills to the test? Practice Aptitude Tests is your one-stop shop for simulating real-world analytical reasoning exams. Here, you’ll find a treasure trove of practice material to get you test-ready!

Which employers use these tests?

Analytical reasoning tests aren’t just popular; they’re a staple in the hiring toolkit for a vast array of organizations looking to identify top talent who can navigate complex problem-solving tasks with ease.

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Analytical Reasoning Tests Tips

1 background research.

Get as much background information as possible on the test you’ll be taking from the employer or recruiter, so you know which areas to focus on.

2 Prepare with mock tests

Preparation is key – take mock tests in a quiet, distraction-free area and always make sure you go back through your answers at the end to identify any areas you need to work harder at.

3 Tips for test day

On the test day itself, make sure you have everything you need to complete the test. When you start, ensure you know roughly how long you’ve got to answer each question, as although you’ll always need to work quickly, it’s important to read the question thoroughly and ensure you’ve understood it before getting started.

4 Stay positive

Try and remain positive. The tests are designed to be challenging, since employers want to push you. If you’ve put the time and effort into practising aptitude tests, you should feel confident you’ve given yourself the best chance possible to succeed.

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Reviews of our Analytical Reasoning tests

What our customers say about our Analytical Reasoning tests

Bob Gautier

United States of America

October 23, 2023

I really do not think negatively in any way about this test. It dies what it’s supposed to do, and designed to do what it does.

Andrew Smith

United Kingdom

October 05, 2023

A good range of alternating patterns, some repeat themselves on several questions, while others are one-offs.

Caramel Teoh

The seqence

I like how convenient it was to answer to question. I dislike that all the question is almost all the same

Juan Garcera

August 06, 2023

Interesting

It is a good first immersion on the complexity of analytical reasoning and a good first step to get into more demanding exercises.

Stephanie Scalzo

July 25, 2023

Find patterns, but attack each question individually

I have not had the opportunity to take a test like this in years! It was really cool to use my brain in this kind of way again and to work through each individual problem while also finding patterns throughout the test.

MemeLord 29

July 13, 2023

Understanding the sequences

I liked the fact you had to use logical thinking and process of elimination sometimes, to figure the answer

Simulation Aeronautics

July 09, 2023

Attention to detail

The shapes in the pattern have changes which require sharp attention to detail to select the next sequence.

Marco Cavallari

June 03, 2023

My 1st ever psychometric test

It was quite challenging at first, but after a while it became more and more easier to find patterns.

Elizabeth M.Calinawan

Philippines

May 31, 2023

The refreshing abstract reasoning

i like the test very much. Refreshing the next sequence, need enough time to think it over but with the time limit. Yeah, very interesting this test too. Well, when.this test refer to a real life of course anticipation in the area may prevail have a swift solution in every conce

khadijah Ansari

May 16, 2023

My brain had a hard time focusing and differentiating between them, trying to recognise a pattern was difficult.

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Problem-solving Tests

The single best way to prepare for problem-solving tests is to solve problems—lots of them. Be sure to work problems not previously assigned.

Before the Test

Go over class notes and reading. Identify the major concepts and formulas from both.
Highlight topics or problems your instructor emphasized. Note why these items are important.
Look for fundamental problem types. Typically a course has recognizable groups or types of problems. Make sure you can tell them apart and know how to approach them.

Solve a Few

What concepts, formulas, rules and methods can I apply?
How do I begin?
Have I seen this problem before? Is it like other problems?
Could I work this problem another way or simplify what I did?
How does my solution compare with examples from the book and class?
Next to each problem-solving step, write what you did. Spell out what you did and why in your own words. This will make problem-solving techniques more concrete in your mind.
Practice working problems out of sequence. For example, work a problem from Chapter 7, Chapter 5, then Chapter 10. This will reveal how problems relate to each other and simulate the test-taking experience.
Work with a time limit. Aim to solve as many problems as you will have on the test within the test time limit (e.g. 30 problems in 50 minutes).
Create a practice test. Try cutting and pasting a test together using homework as a source for questions as well similar problems from your textbook.

During the Test

Write down what you need. Before starting the test, turn it over and jot down all the formulas, relationships, and definitions you need to remember.
Review the test. Skim questions and develop a plan for your work. If any thoughts come to you immediately, write them in the margin.
Start with easier problems. Begin with those for which you can identify a solution method quickly. This will reduce anxiety and facilitate clear thinking.
Watch the clock. Allow more time for high point value problems, and reserve time at the end for reviewing your work and fixing any emergencies.
Try all test problems. If your mind goes blank, relax for a moment and contemplate the problem. Or mark it and return to it later.
For more difficult questions, have a plan. Be certain that you understand the problem. Mark key words, identify the givens and unknowns in your own words, sketch a diagram or picture of the problem, or try to anticipate the form and characteristics of the solution. For complex problems, list the formulas you consider relevant to the solution, then decide which you will need to get started.

If you still have no solution method, try these tips.

If possible, write out an equation to express the relationships among some or all the givens and unknowns.
Think back to similar practice problems.
Work backwards. Ask yourself, “What do I need to get the answer?”
Solve a simpler form of the problem or substitute simple numbers for unknowns; try to reduce the amount of abstract thinking required.
Break a problem into a series of smaller problems, then work each part.
Guess an answer and then check it. The checking process may suggest a solution method.

If all else fails, mark the problem and return to it later. You may find clues in subsequent problems that will help you find a solution. If you’re running out of time and still have problems remaining, try to set the problem up in a solution plan. This means you’ll have a chance of receiving partial credit.

Analyzing Returned Problem-solving Tests

Read the comments and suggestions from your professor.
Locate the source of the test questions. Did they come from the lectures, textbook, or homework?
Note any alterations. How were the problems changed from those in the notes, text, and homework?
Did your errors result from carelessness? For example, did you fail to carry a negative sign from one step to another?
Did you misread questions? For example, did you fail to account for all the given data in your solution method?
Could you produce the formulas, or did you recall them incorrectly?
Did you consistently miss the same kind of problem?
Did you have difficulty on the test because you were too anxious to focus on the questions?
Were you unable to finish the test because you ran out of time?
Were you unable to solve problems because you didn’t practice similar ones?

THE BEST TEST PRACTICE

Learn how to pass any reasoning test with my tips, training and free practice tests..

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What Is the Saville Wave Test?

The Saville Wave test is a personality questionnaire that comes in different versions to suit all sorts of job roles and levels of seniority.

Created by Saville Assessment, the Wave tests are designed to be the ‘best-in-class predictor of workplace performance and potential’.

They blend digital innovation and science to cover aspects of competency, potential, motivation, talent and preferred company culture in one short assessment.

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It is becoming increasingly common for employers to ask potential new employees to complete a variety of assessments as part of their recruitment processes.

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In this article, you’ll learn what the Thomas International PPA Test is, what you can expect if you are asked to take the assessment and how your test will be scored.

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The NWEA MAP Growth Test is used in thousands of schools across the US to assess children academically.

The test can be given three times in a school year and helps teachers to plan their lessons so that children can reach their potential and continue to grow throughout their time in education.

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A Guide to the NNAT Test: Examples and Tips

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If you know that your child is expected to take the exam, you can help them prepare for it by letting them know what to expect.

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The Hogan Business Reasoning Inventory (HBRI) is a scientifically-based aptitude test.

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The HBRI is a popular tool for pre-employment screening, particularly in the management, sales and marketing sectors.

If you have been asked to take the HBRI, your test results will offer prospective employers insight into your decision-making skills, problem-solving abilities, approach to processing information and ability to learn from past experiences.

In this article, you can learn what to expect when taking the Hogan Business Reasoning Inventory HBRI test, see examples of the type of Hogan Business Reasoning Inventory questions you might be faced with and guidance on how to prepare for the assessment.

The MAP Kindergarten Test is a computer-adaptive test that measures your child’s progress throughout their academic career.

The grades K through 2 tests assess mathematics and reading abilities.

The results from these tests allow teachers to identify the gaps in your child’s knowledge and to better understand their ability to learn and retain information.

The MAP test is administered three times in the academic year to ensure your child’s progress is properly recorded.

A Guide to the Ramsay Mechanical Aptitude Test: Examples & Tips

The Ramsay Mechanical Aptitude Test is used as part of the pre-employment screening process for a number of roles in different industries.

It is an excellent indicator of how well you can learn on the job, as well as your ability to use basic physics principles and mechanical knowledge to solve problems.

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A Guide to the CritiCall 911 Dispatch Test: Examples & Tips

If you are looking for a career working with the emergency services, then becoming a 911 call handler and dispatcher might be just the role for you.

If you can handle working under pressure, helping the public and are able to deal with difficult and uncomfortable situations with a calm head, then you might have what it takes to be the first port of call in an emergency.

Becoming a 911 call handler and dispatcher means you will need to have some very specific skills and abilities, and as part of the recruitment process, you will have the opportunity to demonstrate your suitability by taking the CritiCall 911 dispatch test .

Used throughout the US for recruiting people for 911 roles, the CritiCall test does not assess your previous experience or your knowledge of the role.

Instead, it is designed to assess candidates on the inherent aptitudes that are needed to be successful in the role.

This article will discuss what the CritiCall test is assessing, the types of questions that you are likely to face and what the recruiters will be looking for.

There will be some example questions, as well as details about what mark you will need to achieve to pass the test.

Finally, there are some CritiCall test prep tips to help you prepare for the assessment and what to think about on the day.

A Guide to the McQuaig Word Survey: Examples & Tips

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Survey responses are used to measure a candidate’s key personality traits and compare these with how they are currently behaving in the workplace.

The results from the survey indicate whether a candidate is behaving naturally in their current role, or whether they are making changes to their behaviour.

This article will help you pass the McQuaig Word Survey assessment test by giving you all the tools and practice questions you will need.

The Caliper test is an assessment used by employers to gain a better understanding of a candidate’s personality traits, cognitive abilities and motivations.

The Caliper test is used to help employers predict a candidate's suitability for a role.

In this article, we'll take a detailed look at what the Caliper test is and how it is scored.

We’ll also share some tips on how you can perform at your best when taking your Caliper assessment test.

A Guide to the CCAT Test: Examples & Tips

More and more employers are choosing to use psychometric testing as a part of their recruitment processes as it helps to highlight those candidates who are most likely to be suited to the roles they are looking to fill.

Employers will often use this form of testing when recruiting for mid-to-high level managerial roles or positions that require a specific set of skills.

Using the results of assessments, recruiters and employers are able to see the strengths and skills of individuals as well as being able to predict future performance.

One of the most popular options for psychometric testing is the Criteria Cognitive Aptitude test – more commonly known as the CCAT.

A Guide to the Bennett Mechanical Comprehension Test: Examples & Tips

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However, it is also believed to be the hardest one to pass.

The BMCT requires you to have a knowledge and understanding of physical principles and answer 55 questions about the application of these concepts within 25 minutes.

You typically need to score in the top 20% of candidates to progress to the next stage of recruitment.

A Guide to the BKSB Assessment Test: Examples & Tips

If you have applied for a job, apprenticeship or college course in the UK or Australia, you may have been asked to complete a Basic and Key Skills Builder or BKSB assessment) .

The initial BKSB assessment determines suitable applicants for an apprenticeship or places a student in the correct class level on a college course. The assessment tests you on your maths and English skills to identify areas that need improvement.

This guide will explain the BKSB assessment in detail, provide example questions, and answer your queries about the test content and format.

There are a variety of tests and assessments that can be used by companies for candidates applying for jobs.

One of those is the Thomas GIA Test .

This article will define what the Thomas GIA Test is and who it is for, in addition to looking at what the test involves, how it is scored and tips for the next chance to pass the test.

You will also find Thomas GIA test examples and explanations for each answer.

A Guide to the ieGAT Test: Examples and Tips

The IE Global Admissions Test (ieGAT) is an entrance exam for the IE University (IEU) in Spain.

It covers numerical , logical and verbal reasoning .

Not every IE program requires an ieGAT score. However, as the programs that do are highly competitive, those who take the ieGAT Test must prepare themselves to achieve the best score possible.

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Sova Assessment Testing Guide: Logical Reasoning Answers

More and more companies are introducing psychometric testing as a part of their recruitment processes.

This means that, if you are considering changing careers or applying for a new role within your existing industry, you may need to take an assessment.

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Postal Exam 474: Questions, Answers & Expert Tips

The United States Postal Service (USPS) provides extensive career opportunities and seemingly endless possibilities for professional development.

However, anyone looking to work at the USPS must pass a Virtual Entry Assessment designed to find suitable applicants for the role they are trying to fill.

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A Guide to the Hogan Assessment: Examples & Tips

Developed by Drs Joyce and Robert Hogan in the 1980s, the Hogan assessment is a collection of tests designed to assess personality traits, leadership skills and cognitive abilities.

The Hogan assessment is generally used as a pre-employment test for management roles.

This article will guide you through the online Hogan tests , provide a range of sample questions, discuss how the Hogan Assessment results are calculated and recommend ways that you can prepare to take the Hogan assessment yourself.

The Swift (Saville) Analysis Aptitude Test

If you’ve recently applied for a managerial or executive role, you may have been asked to take a Saville Analysis Aptitude Test , also known as the Swift Aptitude test.

The Swift Analysis Aptitude Test was created by Saville Assessment, which is a huge name in the test publishing market.

The CAT4 cognitive ability test is an examination designed to measure a student’s academic progress.

When the CAT4 test is scored, teachers and parents will be given a summary of the academic potential of the student.

Any student taking the test will be asked questions that will measure their non-verbal reasoning abilities, verbal reasoning skills, quantitative reasoning abilities and spatial awareness .

In this article, you’ll learn more about what types of questions are asked to examine these skills.

How to Pass the Korn Ferry Leadership Potential Assessment (KFALP) in 2024

The Korn Ferry Leadership Potential Assessment (KFALP) is used to test candidates to see if they have the potential to become leaders and managers.

It uses seven different categories, known as Seven Signposts, to assess potential leaders:

Learning Agility
Leadership Traits
Derailment Risks

This article will examine the theory behind the assessment, the different topics that are tested and how the assessment is scored.

There will also be example questions so that you know what to expect when you take the KFALP and some tips to help you score as highly as possible when you take the test.

Pymetrics tests identify specific behavioral characteristics and traits.

This article examines why pymetrics tests are used and what to expect in your assessment.

Tips are included to help you get the best results.

McQuaig Mental Agility Test (MMAT): Examples & Tips 2024

The McQuaig Mental Agility Test (MMAT) is a 15-minute timed test that is designed to assess your ability to think quickly.

In this short test, you will face questions that will allow you to demonstrate your speed of thought and general mental agility, which are useful aptitudes when it comes to many jobs in different industries.

In this article, find out more about the structure of the test, the different types of McQuaig Mental Agility test questions and what to expect on the day. You’ll also get some mental agility practice test questions and top tips to help you be successful in the MMAT.

A Guide to the FBI Phase 1 Test (Examples & Tips)

The Federal Bureau of Investigation (FBI) is responsible for the enforcement of federal law and the protection of national security in the US.

Working for the FBI can be highly stressful. As a special agent for the FBI, the working week is likely to be 50 hours or more.

Special agents must be willing to be based anywhere in the world. They are expected to carry a firearm and work in potentially dangerous situations.

With this in mind, the FBI has a rigorous application and selection process for potential new recruits. It can take more than 20 months to complete the entire process and commence employment with the FBI.

A Guide to the USPS Postal Exam 955 – Examples & Tips

This guide to the USPS postal exam 955 will take you through the different sections of the test, including example questions, provide tips on how you can prepare for the exam and answer several frequently asked questions.

The USPS postal exam 955 is used to screen applicants for mechanic and technician positions , such as electronic technicians or motor vehicle mechanics. It also sometimes referred to as the postal maintenance 955 exam, USPS maintenance mechanic 955 test or the 955 maintenance exam.

It tests applicants’ suitability by assessing personal characteristics, work experience, and electronic and technical knowledge and skills.

The USPS postal exam 955 replaced the previous 931, 932 and 933 exams .

The USPS postal exam 955 is free of charge , but you will need access to the internet and an email address.

Postal Exam: USPS Virtual Entry Assessment – MP 476

If you are looking to work in the United States Postal Service, you will need to pass the USPS Postal Exam 476.

The USPS Postal Exam 476 is an online test that screens for the best candidates. The exam is used to find suitable candidates for a range of positions, including mail processing clerk, data conversion operator and clerk-related positions.

This article will outline what the USPS Postal Exam 476 includes, with particular attention to the separate sections of the examination.

In addition to this, how the exam is scored and how you can best prepare for it will be covered. There will also be a list of frequently asked questions for you to refer to if you have any doubts.

A List of Amazon Assessment Tests Available for Practice in 2024

Amazon Work Simulation Assessment
Amazon Maintenance Technician Test
Amazon Coding Assessment
Amazon Workstyle Assessment
Amazon Area Manager Assessment
Amazon Operations Manager Assessment
Amazon Online MBA Assessment
Amazon RME Apprenticeship Skills Battery Test
Amazon Financial Analyst Assessment
Amazon ATA Technical Assessment
Amazon Control Systems Technician Test
Amazon Warehouse Assessment Test

The Amazon assessment test is an essential way for the corporation to find the best-suited employees.

It is a series of challenges used to evaluate all its candidates during the recruitment process.

Amazon online assessments typically include both numerical and verbal reasoning tests.

These types of tests examine a potential candidate’s logical skills.

Candidates will also have to sit work-style assessments that simulate the working environment at Amazon.

Other Amazon exams include:

The Amazon coding assessment (also known as the Amazon SDE online assessment)
The work sample simulation
An Amazon versant test

These last two, amongst others, will be discussed later in this article.

This Amazon reviewer job article will also discuss how to pass the Amazon assessment tests, some Amazon assessment answers you should know and what you need to do to best prepare yourself.

There is also a comprehensive list of frequently asked questions from those who are interested in taking these Amazon job tests to find employment with the company.

SHL Verbal Reasoning Tests: A Rough Guide

What Is the SHL Verbal Reasoning Test?

The SHL Verbal Reasoning Test is a graduate-level and above pre-employment aptitude test that is used in graduate and management recruitment for many roles across different industries.

The test is usually taken online, and it is designed to evaluate candidates on their ability to understand written information and make informed, reasoned and logical decisions based on that information.

SHL is a well-established test publisher, providing tests for more than 10,000 companies around the world. It offers a range of tests, including psychometric, behavioural and personality assessments that are based in occupational psychology and aptitude science.

The tests have specific aims – and recruitment teams use SHL tests like the Verbal Reasoning Test to filter through similarly qualified candidates to find the applicants who have what it takes to be successful in a graduate or management level role.

When taking a verbal reasoing test, bear in mind that you might also be asked to take numerical reasoning tests, logical reasoning tests or personality tests along side.

What Is an IQ Test? (with Example Questions and Answers)

IQ stands for intelligence quotient and is usually thought to represent the reasoning skills of individuals.

The idea of intelligence relates to how quickly people can solve problems or puzzles, use logic to answer questions, or quickly recall information and facts they’ve heard.

The first type of IQ test was created by a French psychologist named Alfred Binet.

The assessment that he made is still used and is known as the Stanford-Binet intelligence test.

How to Cheat on the GMAT and Why You Shouldn’t: GMAT Prep Guide

Considering cheating on your GMAT (Graduate Management Admission Test) Exam?

Want to know how to do it, if you should do it and what the consequences will be?

Well you came to the right place!

Read on to find out more about cheating on the GMAT exam, but be warned...

... it's certainly not something I advise!

3 Best Online Aptitude Test Preparation Websites (3 Free sites + 3 Paid sites)

Do you have an upcoming online aptitude test ?

Are you looking for the best aptitude test prep material to give you the very best chance of getting the highest possible grade?

If so, this article will help you.

Aptitude tests are a crucial part of your job search, and you usually only have one chance to showcase your skills.

Psychometric aptitude tests can measure many different aptitudes and skill sets, in many different formats:

Numerical reasoning
Verbal reasoning
Diagrammatic or inductive reasoning
Mechanical reasoning
Personality types
Situational judgement and work environment tests
Work style tests

Aptitude tests can be challenging and it is important to be fully prepared before you attend your job interview or assessment centre.

Several free and paid aptitude test preparation websites offer preparation packs to help you score the best you can.

Those dreaming of working for the TSA will most likely need to take a challenging exam called the TSA CBT Test during the hiring process. Here we’ll look at exactly what it involves and how you can make sure you pass it. Read on to find out more.

If you plan to work as an inspector, manager, marshal or security officer in any agency governed by the Transportation Security Administration, you must pass the TSA CBT test as part of your application process.

Read on to learn more about this assessment, including its purpose, what types of questions it has, how challenging it is and how to prepare for it.

You'll also be provided with a few example questions to help you get an idea of what this test looks like.

Let’s get started.

Aptitude Tests: 10 Sample Questions and Answers

Aptitude tests are administered to understand your inherent abilities to reason and respond to specific tasks.

They are widely used in various forms to screen candidates or evaluate existing employees for a future job role.

The most generic and widely used aptitude tests are curated to measure different facets of your abilities, mainly on the following areas:

Abstract Reasoning
Numerical Reasoning
Logical Reasoning
Verbal Reasoning
Attention to Detail

Apart from these base types, there are various other specialized aptitude tests which you may face in specific industries or based on your role in different career stages.

We have discussed each of the most common job related aptitude tests in detail.

Illustrative examples and helpful hints are provided throughout to aid your preparation.

Read on to find out more.

Cognify Tests: Game Based Assessments Explained

The Cognify test is a game-based cognitive assessment designed to measure an individual's cognitive aptitude to measure key job performance linked abilities and skills in a prospective candidate.

The Cognify test was once a product of Revelian, an Australian assessment company, but was later acquired by CriteriaCorp.

Moving away completely from the question-answer based template of traditional tests, Cognify uses an innovative approach where candidates don't face a series of questions on a screen.

Instead, the Cognify Assessment comprises 6-7 timed game-based mini-tests categorized into three cognitive abilities categories:

Problem-Solving
Verbal Knowledge

Well, before you start raising your eyebrows at the mention of ‘game-based’ and dismiss it as just another fad, pay attention!

Cognify assessment is credited as having brought a paradigm shift in the field of psychometric testing.

Many Tier-I graduate recruiters globally have started using this assessment in their candidate selection process.

Train Driver Tests Guide: with Example Questions + Answers

The train driver test is used to establish whether a candidate is suitable for work as a train driver. This unique suite of tests includes psychometric assessment tools such as:

The Group Bourdon Test (GBT)
Test of Everyday Attention (TEA-OCC)
Adaptive Tachistoscopic Traffic Perception Test (ATAVT)
Situational judgement tests
Vigilance tests
Written communication tests

What Is the Train Driver Test?

In most countries, you will need to sit the train driver online test if you want to work as a train driver. If you have been asked to sit the assessments, there is no train driver psychometric test cost associated with the train driver exam.

Working as a train driver is a challenging and demanding role. As a train driver, you must be able to ensure the safety of passengers at all times.

The UK’s train driving tests are some of the most challenging. As well as testing aptitude for the job role, they are used to assess whether candidates have the mental abilities to cope with the stress and demands of the job role.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. The train driver test is a unique group of psychometric tests for train drivers designed to assess the psychomotor and cognitive skills needed to work safely as a train driver.

Predictive Index Tests Fully Explained [With Example Questions + Answers]

The Predictive Index (PI) test is a popular type of pre-employment testing used to accurately measure an individual’s cognitive ability and behavioral profile during the hiring process in a wide range of industries and organizations. They are most commonly used during the early stages of the recruitment process.

The PI cognitive test assesses verbal, numerical and analytical reasoning ability.

The PI behavioral test creates a behavioral persona that describes character traits and tendencies.

Mechanical Aptitude Test: Preparation, Practice & Example Test Questions

A mechanical aptitude reasoning test is an important way to assess your knowledge on mechanical topics for potential roles in the army, emergency services and many other professions. Here, you will get all the information you need on what a mechanical comprehension test is and how to pass it.

Those applying for jobs related to the army, the emergency services engineering service, and similar occupations that require mechanical aptitude, are likely to be asked to take a mechanical reasoning test as part of the recruitment process.

Mechanical aptitude tests assess knowledge in electricity, optics, pressure and other fields of mechanics related to a specific industry.

From this article, you'll learn what mechanical reasoning tests look like, when to take them, what to expect from these assessment types, and how to practise and prepare for them.

Let’s get started!

Cognitive Ability Tests: Practice Test Questions, Answers & Explanations

If you would like to take a free practice Cognitive Ability Test before reading this article, click here .

If you would like to purchase an online Cognitive Ability Test prep pack, visit our partner website JobTestPrep .

The following tests are common cognitive ability tests:

Spatial Reasoning
Mechanical Reasoning
Logical Ability Tests
Space Visualization
Information Processing
Visual Pursuit
Manual Speed and Accuracy

Ace Your Deductive Reasoning Test with Example Questions

Have you been asked to take a Deductive Reasoning test as part of an upcoming interview process?

Continue reading to find out more about this type of test, including:

Why employers use Deductive Reasoning Tests.
How you can improve your performance at Deductive Tests.
What types of questions you will be asked during the Test.

What Is A Deductive Reasoning Test?

Logical thinking or deductive reasoning tests are used by employers to measure an applicant’s ability to make logical arguments and form sound conclusions.

During this type of test, you will be presented with a variety of scenarios, statements and arguments for which you will need to apply a given set of rules to determine the validity of the corresponding conclusion.

Spatial Awareness Tests: Example Questions & Answers (2024)

Spacial Reasoning Definition

A spatial awareness test is a type of assessment that tests your ability to think in three dimensions and use your imagination to see movement through space.

Someone with good spatial awareness will be able to see in their mind how different shapes interact and be able to manipulate them to make a reasoned and logical decision.

The test is based on pictures, diagrams and shapes. You will need to mentally manipulate the presented image by disassembling or reassembling, rotating, seeing it in a mirror image or from different angles, or otherwise visualizing it differently to find the right answer to the question from the multiple-choice options provided.

Spatial awareness is something that we use to a greater or lesser degree every day, from understanding our position relative to other things around us to imagining the route we will take to get from one place to another.

Spatial reasoning tests are distinct from other similar assessments such as diagrammatic reasoning tests and abstract reasoning tests. It is important to understand how they differ as they are often included in aptitude tests and cognitive assessments alongside spatial reasoning tests.

15 Free Psychometric Test Questions and Answers

Psychometric tests are often used by organizations as part of the recruitment process. Different types of psychometric tests are designed to measure various aspects of cognitive ability, reasoning capabilities and personality traits. Potential employers use the results to assess a candidate’s suitability for a role. A psychometric test is generally administered online; this helps hiring managers filter applicants quickly and easily.

Capp Assessment Tests: Numerical, Verbal + Critical Reasoning

As Capp Assessment Tests become more common perhaps you have encountered one for the first time.

This can be a bit daunting and, since they look and feel a bit different to more traditional psychometric reasoning tests, it isn’t necessarily obvious what you need to do to be successful…

Don’t worry.

With the insight and tips we share with you below, you’ll be smashing your tests in no time.

FREE BONUS: Get free unlimited access to Capp test practice (for 30 minutes) on our partner website JobTestPrep.

What are Capp Assessment Tests?

Capp are a consultancy and psychometric test publisher who specialise in Strengths Based Assessments.

They also offer a number of different psychometric tests that are widely used many major organisations including Google, Atkins, Amazon and RBS.

Their Assessment Tests include critical reasoning, numerical reasoning, verbal reasoning .

Psychometric reasoning tests like these are very common.

This is because they are a cheap and efficient way for organisations to identify candidates who aren’t likely to be able to succeed in a particular job.

Because they are often used to filter candidates out of application processes, they are sometimes called screening tests or gateway tests.

Candidates like you have to achieve a particular level of performance in order to progress in the selection process.

With practice you can dramatically improve your performance. Practice is the best way to improve your test scores.

In the rest of this article we’ll show you how the tests work, suggest how you can prepare, and then direct you towards some practice tests so that when the big day comes you are ready.

Before you do anything else, take a look at the Capp website , where you can take free practice tests.

How do Psychometric Reasoning Tests Work?

In general, psychometric reasoning tests challenge users to answer a series of questions and compare their performance on a test with the average performance level of a reference or ‘norm’ group.

This is typically made up of individual with similar characteristics, such as education level, nationality or workplace seniority.

If you do better than most of the norm group you will receive a high score, whereas a low score suggests that your performance was weaker than most of the norm group.

Usually, a minimum standard of performance necessary for success in a role is identified at the start of an assessment process, and all candidates that don’t meet this level will be unable to progress through the process.

What makes Capp Assessment Tests Different?

Capp Assessments are ‘Next Generation’ psychometric aptitude tests ; this means they might look and feel a bit different to other psychometric tests you have completed in the past.

The main difference between the Capp tests and more traditional psychometric ability tests is that the Capp tests are responsive.

This means that the actual questions presented to a candidate will depend upon their performance on the previous questions.

Capp say that the responsiveness of their tests and the size of their question bank mean that the chances of two candidates taking exactly the same test is currently less than one in a billion .

In practice, this means that if you’ve been able to quickly and accurately solve the previous questions, you can expect to be presented with incrementally more challenging questions.

By contrast, if you have made a number of errors, the test will present questions at a lower level.

The aim of the tests is to work out what your maximum ability is. Or put another way, what the most challenging level you are capable of working at is.

Another thing that makes Capp Tests feel different is that they have no time limit (although the time you take to complete the test does effect the score so you still need to work as quickly as you can).

This takes a bit of the pressure off and can make taking these tests rather less stressful than others.

Finally, the variety of question types and the format of the questions in Capp Tests can be different to those used by more traditional test publishers.

Let’s take a closer look at this:

Numerical Reasoning Tests

Traditionally numerical reasoning tests require candidates to select the correct answer from a number of potential options.

The Capp numerical reasoning test still does this, but it also requires candidates to rank potential answers or to type their answer into a free-text box.

This makes it harder to guess the correct answers.

Verbal Reasoning Tests

Verbal reasoning tests typically give you a passage of text to read and then ask you whether a number of subsequent statements are true or false, based on the information contained in the passage.

This question type is included within the Capp Verbal Reasoning Test, but there are also a number of different question formats included.

This means that as well as testing verbal reasoning, the Capp test can also assess verbal dexterity, comprehension, interpretation, and adaptability.

As well as traditional multiple choice questions, the test also presents:

Free text editing : This type of question requires you to type your answers directly into the question. You might be asked to correct spellings or grammar, or edit a passage of text.
Bucket sort : You will be presented with two categories/styles of writing; your task is to place each item presented to the category/style of writing that it best fits.
Drag and Drop : This type of question requires you to drag statements or words to the place that they best fit.
Ranking : These questions can be quite subtle and require you to really understand the nuance of language and language use. You will be presented with a number of statements and asked to rank these based on some feature of the text, such as positivity.
Selecting the most appropriate word to fill in the sentence : You will be presented with a passage of text with a number of blanks in it, for each blank space you must select the most appropriate word to fill the space from a drop down menu.

Critical Reasoning Tests

The Capp Critical Reasoning test evaluates your ability to think critically in a number of ways.

In each instance, a passage of information is presented followed by a series of statements, your task is to select the appropriate response from the drop down menu.

Questions focus around five areas:

Inference: rating the probability of truth of inferences based on given information
Recognition of assumptions: identifying unstated assumptions underlying given statements
Deduction: determining whether conclusions follow logically from given information
Interpretation: weighing evidence and deciding if generalisations or conclusions based on data are warranted
Evaluation of arguments: evaluating the strength and relevance of arguments with respect to a particular question or issue.

How to Cheat on SHL CEB Reasoning Tests (and Why You Shouldn't!)

Are you considering cheating on your upcoming SHL tests ?

In this full disclosure article, I’ll tell you why people cheat on tests, how people cheat, and whether or not it’s worth doing..

Don't cheat!

Practice... it's the only legitimate way to improve your scores, you'll sleep better at night and probably get better results in your tests too.

Still want to read about how to cheat on a test?

The Expert Guide to Numerical Tests (+ Practice Tests + 5 Top Tips to Pass Every Time)

Numerical Reasoning Tests can be very tricky.

And when it comes to results, preparation and practice are key.

But that's easier said than done.

If you're researching this type of aptitude test for the first time or if you want to improve your numerical ability , perform better on tests and get more job offers this article will provide some practical strategies that you can use immediately .

For the best chance of success, read the article below slowly, work through the example questions , follow our tips and actionable advice and then start taking practice tests .

Ready to get started?

Let's go!...

Want to try a practice test before reading this article?

You can take our free numerical test right here:

The Best Logical Reasoning Practice Test Prep

Logical reasoning tests are a little different to your average psychometric test .

With this type of assessment, there are many different variations so it is sometimes difficult to determine which aspect of logical reasoning you will be assessed on.

With this guide, you’ll learn the difference between inductive and deductive reasoning tests , and some tips for maximising performance.

Designed to evaluate how you interpret patterns, shapes, numbers and other data to reach logical conclusions, the assessments are used across a number of different sectors at all levels of recruitment from entry right up to managerial positions.

In-Tray & E-Tray Exercises, Prep Guide 2024

The in tray exercise (also called an e-tray exercise ) is a popular assessment activity which employers use to evaluate the skills of applicants in a workplace situation.

If you have an In Tray exercise coming up as part of your interview process, this article will help you prepare.

Within these exercises, candidates will be presented with a given scenario, along with a set of tasks to complete which may include things like responding to email messages, reports or briefing documents.

Aptitude Tests: An Honest Introduction for Jobseekers

Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for success in the role.

The tests are used to see if a candidate has the skills necessary to do the job.

Aptitude tests are standardized, for the most part, and the results of all the candidates are compared to each other to see which candidate may be the best for the job.

Aptitude tests provide employers with a quick way to assess a candidate’s ability to perform in high-pressure situations and think in critical ways as they would if they were on the job.

Situational Judgement Tests: A Complete Guide (With Practice Questions)

What Is a Situational Judgment Test?

A situational judgement test (SJT) is a psychometric test that is often used as part of the recruitment process for graduate and managerial positions as well as roles that are customer-facing in a wide range of industries.

The SJT is designed to assess how a candidate deals with work-related problems and situations, focusing on essential aptitudes , competencies and soft skills that are not always easy to evaluate in other ways.

Although SJTs are usually bespoke to the company (or in some cases, the specific role), they tend to follow the same basic structure.

Each question is formed by presenting a fictional yet realistic work-based scenario. This might be text-based, it may include some illustrations or it could be animated or acted out in a video.

Following the scenario, there will be several options that you can choose from, each giving a possible course of action to follow to solve the issue that is presented in the situation given.

The answer that you choose will be compared to the benchmark answers that the recruitment team is using – these represent the core competencies for the role, as well as alignment with company values.

SHL Assessment Test: How to Get Top Scores on Any Test, Every Time

SHL assessment tests are important steps in many job interviews and career advancement opportunities. Therefore, it is essential to have a comprehensive understanding of how the different types of SHL tests work and how you can prepare for them in order to get top scores.

In this article, we will provide an overview of how SHL assessments work, sample SHL test questions, tips on improving your test performance, and strategies for prepping and succeeding with any SHL test.

What Is an SHL Assessment Test?

SHL is a global assessment company that is well known and recognised as a leader in pre-employment psychometric tests; the tests that SHL publishes are used by 75% of the FTSE 100 and they are available in more than 40 languages.

So if you are applying for a new role (especially for a graduate position), you are likely to come across them in the recruitment process.

In addition, the company offers consultancy and management services via its TalentCentral platform.

The SHL assessment are a series of tests that can be delivered individually or in a battery, and some of them are bespoke to the company that is using them, making them an excellent way for the recruitment team to ensure that the applicants for a role have the basic competencies, personality traits, work behaviours and cognitive abilities to be successful.

Sind Sie auf der Suche nach kostenlosen psychometrischen Tests zur Übung?

Dann ist diese Seite genau das Richtige für Sie.

Was ist ein psychometrischer Test?

Psychometrische Tests (auch Eignungstests genannt) sind fester Bestandteil von Jobinterviews vieler Unternehmen auf der ganzen Welt.

Diese Tests bestehen normalerweise aus einer Reihe von zeitlich erfassten Fragen , die meist numerischen (mathematischen Fragen), verbalen (Fragen zum Leseverständnis) oder logischen (diagrammatischen Fragen) Ursprungs sind.

Testes Psicométricos: O Guia Completo + Testes Práticas

Testes psicométricos (também conhecidos como testes de aptidão) são uma parte comum do processo de entrevistas de emprego em muitas companhias no mundo todo.

Geralmente, esses testes consistem de uma série de questões com um certo tempo de resposta.

As questões costumam ser numéricas (questões matemáticas), verbais (compreensão textual) ou lógicas (questões de diagrama).

Dicas Para O Teste SHL (Atualização De 2024): Como Obter As Melhores Pontuações Em Todos Os Testes, Todas As Vezes.

Testes SHL . Se você está lendo isso, há uma boa chance de você ter acabado de descobrir que fará um desses testes difíceis como parte de um processo de recrutamento em andamento.

Se você chegou tão longe e agora está se sentindo tenso para se sentar na frente de um ‘abstract quiz’, não se preocupe...

Nós cuidaremos de você.

Mejorar en las pruebas de razonamiento inductivo

El Razonamiento Inductivo está basado en patrones y es otra variante de las muchas pruebas psicométricas utilizadas por los empleadores como una forma de determinar la idoneidad de un candidato para sus roles.

En un nivel similar al del razonamiento esquemático , el razonamiento inductivo probará tu habilidad para aplicar la lógica y la razón para la resolución de problemas.

Cómo funcionan las pruebas inductivas

Dentro de la prueba se te presentará una serie de diagramas los cuales se vincularán mediante una regla subyacente.

Esta regla afectará el diseño del diagrama y tu tarea será identificar el patrón.

Bonificación: puedes obtener acceso ilimitado y gratuito a la práctica de prueba (durante 30 minutos) en nuestro sitio web asociado JobTestPrep: Clic aquí .

Por lo general, se espera que los candidatos seleccionen entre 4 y 6 posibles respuestas completas bajo condiciones de tiempo.

Las pruebas de razonamiento inductivo a menudo complementan otras pruebas como las de razonamiento verbal o numérico.

A veces las empresas requieren que complete una prueba de juicio situacional o un cuestionario de personalidad junto con la evaluación de razonamiento inductivo.

Los resultados de cada prueba se revisarán individualmente y luego colectivamente para determinar si tú serías una buena opción para la empresa.

¿Por qué los empleadores utilizan estas pruebas?

Algunas veces se las denomina prueba de razonamiento abstracto, las evaluaciones de razonamiento inductivo están diseñadas para evaluar tus habilidades en la resolución de problemas y el razonamiento lógico.

Cuando completes la prueba, los reclutadores buscarán tu capacidad para trabajar de manera efectiva con información desconocida para alcanzar una solución viable.

Las pruebas se utilizan a menudo para evaluar tu capacidad de pensar creativamente, aplicar habilidades analíticas y diseñar soluciones innovadoras, mientras que a menudo son un indicador de tu nivel general de inteligencia.

Como tal, es esencial que realices el trabajo preparatorio necesario antes de la prueba real para asegurarte de poder completarla exitosamente y crear una buena impresión.

La prueba de razonamiento inductivo es frecuentemente usada por empleadores corporativos; es común esperar que se complete al menos una prueba psicométrica como parte del proceso de reclutamiento.

Los empleadores utilizarán estas pruebas para ver la eficacia con la que trabajas bajo presión y tu enfoque de la evaluación.

Las pruebas de razonamiento inductivo son usadas predominantemente en los roles técnicos o aquellos que requieren una resolución frecuente de problemas y los empleadores las utilizan para evaluar cómo identificas patrones, con qué eficacia puedes identificar reglas y consistencias de datos y si puedes predecir la secuencia de objetos a medida que evolucionan.

En términos de evaluación psicométrica, el razonamiento inductivo, el razonamiento abstracto y el razonamiento esquemático son tres pruebas que a menudo se superponen con la evaluación. Los proveedores utilizan nombres diferentes para cada uno, lo que hace que las cosas sean un poco más confusas.

Estas pruebas ciertamente varían entre los empleadores y la etapa en el proceso de reclutamiento también será diferente.

Algunas empresas los utilizan como un ejercicio de selección previa a la entrevista para limitar un conjunto de candidatos, mientras que otras organizaciones pueden usarlos hacia el final del proceso de reclutamiento o como parte de los días de evaluación.

Contenido de la prueba de Razonamiento Inductivo

La mayoría de las pruebas de razonamiento inductivo presentan una serie de secuencia de palabras, ilustraciones o formas y te piden que decidas cuál es la siguiente.

Esto requiere prestar atención a los detalles, a la resolución de problemas y perseverancia para alcanzar la respuesta requerida, todo lo cual se evalúa en condiciones de tiempo, lo que agrega aún más presión.

La prueba en sí misma requerirá que compares varios elementos incluyendo colores y formas, o que los clasifiques basándote en cantidad o tamaño.

Como un ejemplo, se te proporcionará un juego de seis cuadros conteniendo una cantidad de formas y luego se te pedirá que elabores una secuencia lógica para cada cuadro.

Para obtener la respuesta correcta, deberías identificar un patrón tal como similitudes, diferencias o una combinación de ambos.

Estas tareas pueden parecer extremadamente complejas, por ello es importante realizar tantas prácticas de pruebas similares como sea posible antes de la prueba real y también tanta práctica como puedas antes de la entrevista o del día de evaluación.

Asegúrate de llegar a tiempo y haber dormido bien la noche anterior, de lo contrario, es posible que te falte la concentración y que parezca que no entiendes lo que te piden que hagas.

Una aproximación a las Pruebas de Razonamiento Inductivo

Cuando comienzas la prueba, lee la pregunta detenidamente y trata de observar solamente a un elemento de la forma a la vez.

Es muy fácil sentirse abrumado por el contenido de una evaluación de razonamiento inductivo, por lo que la mejor manera de abordarla es intentar y decidir el patrón, considerando específicamente el tamaño, la orientación y la ubicación de la forma interior.

Los patrones están diseñados para ser complicados en tomarte el tiempo y utilizar tu lógica para resolver el problema.

Si estás teniendo una particular dificultad en identificar un patrón, trata de observarlo desde el final en lugar del principio.

Esto puede resaltar de manera efectiva algo que quizás hayas omitido usando el método tradicional de revisar las formas.

Toma conciencia de la hora pero no mires el reloj, y no te asustes en la medida de lo posible; esto sólo hará las cosas más difíciles.

Las pruebas de razonamiento inductivo son creadas para ser completadas bajo presión, por lo que la práctica de completar las pruebas en condiciones de tiempo puede ayudar de manera significativa.

Practicar es una de las mejores maneras de prepararte mentalmente para cualquier prueba psicométrica y el razonamiento inductivo no es diferente a ello.

Nada te preparará mejor para la evaluación que realizar una cantidad de exámenes de práctica, muchos de las cuales puedes encontrar en línea gratuitamente.

Cuando te familiarizas con el formato de la prueba y te acostumbras a responder preguntas rápidamente y trabajar bajo presión, es mucho más probable que tengas éxito que si no realizas ningún trabajo de preparación o práctica anteriormente.

La Guía Completa de Pruebas Psicométricas (Edición 2024)

¿Qué son las pruebas psicométricas?

Las pruebas psicométricas (también conocidas como Pruebas de Aptitud ) son ahora una parte común de los procesos de selección y evanotluación, por lo tanto un requisito necesario para solicitar trabajo.

Si tú aún no has completado una, es muy probable que lo necesites en algún momento en el futuro. Con esto en mente, hemos preparado para ti la Guía actual para las pruebas psicométricas para explicar qué son, cómo se utilizan y cómo completarlas con éxito.

Antes de comenzar con el artículo a continuación, ten en cuenta que tenemos tres pruebas psicométricas de práctica disponibles para que las pruebes.

Pruebas de razonamiento verbal: Guía experta 2024 (con ejemplos de preguntas y respuestas de las pruebas)

Las pruebas de razonamiento verbal están diseñadas para examinar tu nivel de comprensión del pasaje de un texto.

Estas pruebas son un ejemplo de una prueba de habilidad (a veces conocida como pruebas de aptitud) y son utilizadas por los empleadores en combinación con pruebas de razonamiento numérico y pruebas de razonamiento lógico .

Las pruebas de razonamiento verbal tienen como objetivo identificar tu capacidad máxima de comprensión, o en otras palabras, el párrafo de un texto más desafiante que tú podrás entender.

Numerische Tests: Erreiche den 99%-Bereich (2024 Artikel-Update)

Numerische Tests können knifflig sein. Übung und die richtige Vorbereitung sind der Schlüssel zum Erfolg.

Aber das ist leichter gesagt als getan…

Wenn Du zum ersten Mal über diese Tests nachliest oder wenn Du nach Wegen suchst um deine Fähigkeiten zu verbessern, besser abzuschneiden und mehr Interviews und Jobangebote zu bekommen, ist dieser Artikel ideal für Dich.

Hier erfährst Du von Strategien die Du sofort praktisch einsetzen kannst.

Falls du einen Übungstest machen möchtest kannst du hier jederzeit einen der kostenlosen numerischen Tests ausprobieren. Dieser Test beinhaltet zehn Fragen (mit Antworten und ausführlichen Erklärungen).

Wie kann man sein Ergebnis so schnell und effektiv wie möglich verbessern , selbst bis in der 99% Bereich ?

Lies den Artikel am besten langsam durch, folge unseren Tipps und unseren Empfehlungen – so hast du die größten Erfolgschancen. Wenn du damit fertig bist kannst du einen unserer Übungstests kostenlos ausprobieren.

Bonus: Kostenloser uneingeschränkter Zugang zum Eignungs-Übungstest (für 30 Minuten) auf unserer Partner-Webseite JobTestPrep.

A Guide to the Microsoft Excel Test 2024: Preparation, Practice & Example Test Questions

Microsoft is one of the world's most commonly used computer software.

If you're working in an office, you are almost certain to use applications such as Microsoft Word, Excel, Outlook or PowerPoint.

Therefore, it makes perfect sense that employers want to know that you are proficient in these applications as part of their hiring process.

If your job requires data analysis or compiling data streams, you will likely need to be adept at using Microsoft Excel.

In these circumstances, you may be asked to participate in an Excel assessment test so a hiring manager can confirm that you know how to make the most out of the program.

With this in mind, we will look at what you could expect from a Microsoft Excel test.

Then, we'll take you through a series of Microsoft Excel practice test questions, and we'll give you everything you need to know so you can prepare for the Excel assessment.

A Guide to the Cubiks Test: Tips & Example Questions

What Is a Cubiks Test?

The Cubiks tests were developed by the Cubiks assessment consultancy, which was founded in 2000.

In 2019, Cubiks was acquired by PSI Talent Management UK, an award-winning provider of psychometric assessments.

In 2022, PSI Services became Talogy.

Cubiks tests are available in more than 50 countries around the world. Many highly-regarded employers in the UK use Cubiks tests, including:

The UK Civil Service
National Audit Office
National Health Service

Cubiks tests are designed to help employers and organisations with recruitment, employee development and talent management. They are well known for their intuitive interface and easy-to-interpret structure.

When applying for job roles, you may be asked to complete one or more types of Cubiks test as part of the screening and selection process.

If you are already working, your employer might ask you to sit a Cubiks test assessment as part of the career development programme or talent management process.

This article offers an overview of what to expect from the Cubiks test. It also includes some Cubiks online test example questions and tips on how to succeed when taking the Cubiks test.

The Korn Ferry assessment is a tool used in the recruiting process for leadership positions.

The tests assess candidates across a range of skills, including:

Logic reasoning ability
Numerical reasoning ability
Verbal reasoning ability
Personality traits

As a result, the Korn Ferry assessment allows businesses to secure the best talent and identify individuals to be promoted to management positions.

The Korn Ferry assessment is an evaluation tool used by companies across the globe to ensure they employ the best talent.

The assessment comprises a series of smaller tests focusing on:

Reading comprehension
Personality
Leadership assessments

As well as a tool utilized during the interview process, the Korn Ferry assessments are often used when looking to promote team members into management positions.

This article will discuss the Korn Ferry assessment, explaining exactly what it involves and giving tips to enable the best chance of success.

If you are applying for an executive-level or management role, you might be expected to take an aptitude test as part of the recruitment process.

The Swift Executive Aptitude Test is a short assessment designed to measure specific aptitudes that are necessary for success in a leadership position.

In this article, you will discover more about the test, the structure of the assessment, and example questions.

You will also learn what you will need to bear in mind to be successful in the test, including tips about preparation and a breakdown of what to expect from the scoring.

This numerical reasoning practice test has 10 questions.

The test has a mixture of numerical questions that vary in difficulty.

Answers and full explanations are provided after you have completed a question. You should aim to complete the test within 10 minutes.

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

What is a Verbal Reasoning Test?

A Verbal Reasoning Test is a type of cognitive assessment designed to evaluate an individual's ability to comprehend and analyze written information, make logical deductions and draw conclusions based on the presented text.

These tests are often used in various educational and employment settings to assess a person's verbal reasoning skills, which are essential for tasks that involve understanding and interpreting written or spoken language.

This inductive reasoning practice test has nine questions (and includes answers and full explanations).

This abstract reasoning practice test has 10 questions (and answers with full explanations).

For each question, choose which of the figures in the bottom line – A, B, C, D or E – completes the series in the top line.

The level of difficulty varies significantly, from easy to extremely hard. Items having the solution based on one rule are easy, while those with the solution based on four rules are extremely hard; the others are in between - medium and hard, respectively.

Your goal is to understand the logic of each question (the rules behind it). Do not despair if you can’t find the solution immediately, especially for the very hard questions!

What is a Cognitive Test?

A cognitive test is an assessment tool designed to measure an individual's cognitive abilities, which are the mental processes involved in acquiring, processing, storing and using information.

Cognitive assessments are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, language comprehension, and more.

Cognitive function tests are commonly employed in several contexts, including education, clinical psychology, neuropsychology and employment assessment.

This cognitive ability practice test has been designed to help you prepare for the real thing.

Deductive Reasoning Practice: Test & Guide 2024

What is a Deductive Reasoning Test?

A deductive reasoning test is a type of cognitive assessment that measures a person's ability to draw logical conclusions based on given information or premises.

Deductive reasoning is a form of logical thinking that involves moving from general statements or principles to specific conclusions. In other words, it is the process of applying a general rule or premise to a specific situation to determine a particular outcome.

In a deductive reasoning test, you are typically presented with a set of premises or statements that establish certain conditions or facts. You are then asked to use these premises to determine a valid conclusion.

The conclusions you reach must follow logically from the given premises, and the test assesses your ability to make accurate deductions based on the provided information.

Deductive reasoning tests are often used in educational settings, as part of standardized testing, and in various employment assessments.

They are designed to evaluate an individual's problem-solving skills, critical thinking ability, and their capacity to analyze information and reach logical conclusions.

These tests can take various formats, including multiple-choice questions, true or false questions or scenario-based questions where you need to determine the correct outcome based on the information provided.

Success in deductive reasoning tests often requires a strong understanding of logical principles and the ability to apply them effectively to specific situations.

What is Logical Reasoning?

Logical reasoning, often referred to as logical thinking or critical thinking, is a cognitive process that involves the ability to analyze information, identify patterns, make sound judgments and draw valid conclusions.

It is a fundamental skill that plays a crucial role in problem-solving, decision-making and rational thinking.

Logical reasoning involves breaking down complex information or situations into smaller, more manageable parts. It requires examining details and understanding the relationships between various elements.

What are the Types of Logical Reasoning Tests?

Logical reasoning tests come in various forms and are used by employers, educational institutions, and standardized testing organizations to assess an individual's ability to think critically and solve problems.

Here are some common types of logical reasoning tests:

Reading Comprehension: These tests assess your ability to understand and analyze written information, make inferences, and draw conclusions from passages of text.

Critical Thinking Tests: These tests evaluate your ability to analyze and evaluate arguments, identify assumptions, and assess the validity of statements or claims.

Analogical Reasoning Tests: Analogical reasoning involves recognizing relationships between words or concepts and applying these relationships to solve problems. For example, you might be asked to complete an analogy like "A is to B as C is to what?"

Numerical Computation: These tests assess your basic arithmetic skills, including addition, subtraction, multiplication, and division.

Numerical Sequences: These tests require you to identify patterns and relationships within number sequences and use them to predict the next number.

Data Interpretation: In these tests, you are presented with data in the form of tables, graphs, or charts, and you must interpret the information to answer questions.

Abstract Reasoning Tests

Non-Verbal Reasoning: Abstract reasoning tests evaluate your ability to recognize patterns, shapes, and relationships among visual elements. They often involve series of diagrams or figures, and you must identify the logical rules governing them.

Inductive Reasoning: Inductive reasoning tests present you with a series of visual or abstract patterns and require you to identify the underlying rules and predict the next pattern in the sequence.

Spatial Reasoning Tests

Spatial Awareness: These tests measure your ability to visualize and manipulate objects in three-dimensional space. You may be asked to complete puzzles, identify rotated or mirrored images, or solve spatial problems. Diagrammatic Reasoning Tests:

Diagram Interpretation: Diagrammatic reasoning tests use diagrams or symbols to present problems. You must analyze the diagrams to draw conclusions or identify patterns.

Syllogism and Logic Tests

Syllogisms: Syllogism tests present logical statements and ask you to determine whether a conclusion is valid based on the given premises.

Symbolic Logic: These tests involve working with formal logic symbols to evaluate logical arguments.

Inference and Deduction Tests

Inference Tests: Inference tests assess your ability to make logical deductions and draw conclusions based on a set of statements or information.

Deductive Reasoning: Deductive reasoning tests require you to apply deductive logic principles to solve problems and make decisions.

Mechanical Reasoning Tests

Mechanical Understanding: These tests evaluate your knowledge of mechanical and physical concepts, such as gears, pulleys, levers, and basic physics principles.

Cognitive Ability Tests

Cognitive Ability Tests: These assessments often include a combination of various reasoning types and are designed to measure overall cognitive abilities.

What are the Common Logic Tests Employers Use?

Employers often use a variety of logic tests to assess the cognitive abilities and problem-solving skills of job applicants. The specific logic tests used can vary depending on the nature of the job and the industry.

Here are some common logic tests that employers may use during the hiring process:

Logical Deduction and Syllogism Tests
Data Interpretation Tests
Diagrammatic Reasoning Tests

This is a 10 question practice logical reasoning test .

After you have given an answer to a question, the correct answer (and a full explanation of that answer) will be given.

What are the Topics Covered by a Logical Reasoning Test?

Syllogism, statements and assumptions, logical deduction, cause and effect, statements and conclusions, logical problems.

Set of 10 questions, along with correct answers and explanations for each.

Topics Covered:

General concepts, levers, springs, pulleys, area and volume, gears, inclined plane, basic electrical circuitry.

Difficulty Level:

Take a free practice mechanical reasoning test.

Situational awareness, evaluation of alternatives.

Take a Free Practice Situational Judgement Test

Block counting, 3D rotation, 2D rotation, reflection, broken shapes, transforming 2D to 3D, isometric view, difference in 2D versus 3D viewing.

Watson Glaser Critical Thinking Practice Test 2024

What is the Watson Glaser Critical Thinking Test?

The Watson-Glaser Critical Thinking Test, often referred to as the Watson-Glaser test, is a widely used assessment tool designed to evaluate an individual's critical thinking skills.

It is commonly administered as part of the hiring process for various professional and managerial positions, particularly in fields where critical thinking and problem-solving abilities are highly valued, such as law, finance and management.

This is a nine question diagrammatic reasoning practice test.

We recommend a time limit of nine minutes for this test.

After you have given your answer to a question, you will be shown the correct answer and given a full explanation.

What is the Critical Thinking Test?

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Critical Thinking Practice Test

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a three question practice in-tray exercise.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future.

Take a Free Practice In-Tray Exercise

What Is the PwC Assessment Test?

When you apply for a coveted role at PwC, you will be asked to undertake a PwC assessment test as part of the recruitment process.

The PwC test are used to evaluate candidates on measurable skills, abilities, aptitudes and personality traits that are needed for success in the type (and level) of the role that you have applied for.

PwC is one of the Big Four accounting firms globally, and from their headquarters in London, England, they have offices in 157 countries, a presence in 742 locations, and they currently employ nearly 300,000 staff.

With roles available in various departments, from consulting to legal, operations to audit, and tax to technology, competition for advertised jobs is fierce, and the PwC assessments are recognised as being particularly challenging to help narrow down the candidate pool to those applicants who really have what it takes to be successful.

In fact, less than 50% of candidates will advance past the screening tests as the benchmark for a passing mark is very high.

A Guide to the AON Assessment Test: with Tips

'AON assessments' are the new name for the cut-e tests, and they are often used as pre-employment evaluations for different skills, aptitudes, competencies and personality traits for various roles across different industries.

The AON assessments are characterized by being very short online assessment tests, and in many cases, candidates will be required to take more than one as part of a recruitment process.

With so much content to cover in all the different types of tests, it can be difficult to know what to expect from the AON assessments, which is where this guide will help.

Below you will learn more about why AON assessments are used and which companies use them as part of their hiring process.

We will discuss some of the features that the assessments have in common, as well as the most popular tests that are used by recruiters.

There will be some example questions with answers to get you familiar with the type of content you will be facing in certain tests and some helpful information regarding the way the AON assessments are scored and how you can give yourself the best chance to demonstrate that you have what it takes to be successful.

What Is the AON Assessment Test?

AON is well-known as a global financial services firm, and they acquired the cut-e testing battery so that they can provide top-of-the-range candidate evaluation and personnel development tools based on a scientific framework and testing methodology.

Study Guide for the CogAT Grade 4 Test: with Practice Tips

The CogAT Grade 4 test is used to understand a student’s thinking and reasoning abilities. It is not a test of learned knowledge; rather, it is a diagnosis of how they learn.

The 4th Grade CogAT test measures reasoning ability in three key areas: verbal, non-verbal and quantitative.

The assessment is often used to identify students for gifted and talented education programs.

If your child has been selected to sit the CogAT test in 4th grade, it can be confusing to know what to do to help.

This article will help you to answer these questions:

What is the CogAT test ?
What skills is the test assessing?
What is the format of the test?
How can I help my child prepare?
What skills can we practice?
What is the scoring system?

A Guide to the IKM Assessment Test: Tips & Examples

When applying for a job application, you may find that, along with providing your CV and attending an interview, you will be required to complete an IKM assessment .

This assessment will serve as a supplement to your overall application. So, you must understand what it entails and how it contributes to your application.

This article will explain the specifics of the IKM assessment, why it is important and how you can prepare for it.

What Is IKM?

The International Knowledge Measurement Service (IKM) offers organizations various assessments for employees and candidates among various career disciplines.

Among other things, this assessment ensures that employees hold the necessary requirements to go through the organization’s recruitment process.

Employee candidates will take the IKM assessment online remotely (self-supervised) or with client-side supervision from the organization.

The IKM assessment uses adaptive testing, meaning the difficulty of questions is dynamically selected based on the employee candidate’s previous answers .

This ensures that the assessment questions are neither too difficult nor too easy, greatly reducing the testing time.

A Guide to the CAT4 Test Level D: Tips & Examples

The CAT4 Level D is a cognitive ability test used by a number of UK secondary schools. Typically taken by pupils in Year 7, the CAT4 Level D tests a child’s verbal, non-verbal, quantitative and spatial reasoning skills to give an accurate picture of their learning potential.

A Guide to the Delta Assessment Test with Tips

The Delta Assessment Test is a group of online tests that forms part of the Delta Airlines hiring process.

If you are applying for job roles with Delta, you may be asked to complete one or more of the Delta Assessment Tests.

Your test results will help the hiring manager to decide whether you are suitable for the job role you have applied for.

The tests you are asked to take will vary according to the job role.

A Guide to the Deloitte Immersive Online Assessment: Examples & Tips

The Deloitte immersive online assessment is a psychometric aptitude-style test. It is used to identify a candidate’s strengths and weaknesses.

Questions vary but are likely to include situational judgment style questions that link to the roles at Deloitte.

Candidates are also tested on their numerical reasoning and presented with personality questions.

A Guide to the Crossover Cognitive Aptitude Test: Tips & Examples

Competition is tough for jobs on the Crossover recruitment platform.

There are thousands of applicants for each role, and only the top 1% are offered a contract .

After a successful initial application, the first step is taking the Crossover Cognitive Aptitude Test (CCAT).

To help you prepare, this article covers the following:

How Crossover works
The recruitment process
What to expect in the CCAT
The scoring system
Tips to help you prepare

The Federal Bureau of Investigation (FBI) is the domestic intelligence and security service of the USA.

The agency investigates serious offenses such as terrorism, public corruption, cyber-attacks, and violent and organized crime.

The FBI's mission is to protect the American people and uphold the American Constitution.

The FBI has over 37,000 employees across hundreds of locations in the US.

To work for the FBI, you must fulfill specific criteria which include:

Be a US citizen
Be able to obtain an FBI Top Secret clearance
Pass the FBI polygraph examination
Pass the FBI Phase 1 test
Adhere to the FBI drug policy

Roles available at the FBI include computer scientists, nurses, engineers, technicians, contract specialists, and of course, police officers.

It is important to note that the recruitment process can take over one year, so you must be willing to wait several months for the chance of your dream role.

In this FBI Phase 1 test prep guide, we will delve into the role of FBI special agents – upholders of the law that seek out cybercrime and infiltrate organized attacks such as terrorism.

When applying to be a special agent, you are required to take the FBI Phase 1 test .

What Is the FBI Phase 1 Test?

The FBI Phase 1 test is an assessment that evaluates your personality and suitability for a role as a Special Agent at the FBI.

The test is conducted online and is split into five parts.

As the second stage of the process, the FBI Phase 1 test is done after the successful completion of a written application.

The test is designed to assess several skills and qualities that are required for a role as an FBI special agent.

These include critical thinking, logical reasoning and personality. The test will also assess your background experiences.

Your answers are then compared to the benchmark of what is suitable for an FBI agent.

The five sections of the FBI Phase 1 test are:

Logical reasoning
Figural reasoning
Personality Test
Preferences and interests
Situational responses

The assessment takes three hours to complete.

When applying for roles at the FBI, long waiting times are typical. The full special agent recruitment process can take over 20 months to complete.

If this is your dream job, it is certainly worth the wait as it is one of the most attractive career paths within any government agency.

To reflect this, the recruitment process is challenging and designed to reduce the number of candidates who could move on to the next stage.

This ensures that only the very best move through the application phases. In fact, only 30% of candidates can pass the FBI Phase 1 test.

You may have taken a personality test before, but the FBI Phase 1 test questions are framed and marked in a different way to other assessments.

Therefore, you should ensure you use FBI Phase 1 test practice questions and prepare in advance of the test.

It can be hard to plan for, but this is essential to get into the top 30% of successful candidates.

If you pass the FBI Phase 1 test, you will undergo background checks and receive an invitation to a regional meet-and-greet interview.

A Guide to the CogAT Test Grade 3: Examples & Tips

The main purpose of the CogAT Test grade 3 is to find out if a third grader is showing signs of being very smart.

Most of the questions on the test are about verbal, numerical and non-verbal reasoning. It's meant to show how a child might compare to other kids his or her own age. The CogAT grade 3 test can also be used to make individualized learning plans for kids.

The CogAT (Cognitive Abilities Test) is a standardized test used to measure children's cognitive abilities in the 3rd grade – age 9.

This test assesses a range of cognitive abilities, including verbal, quantitative and nonverbal reasoning. The CogAT is often used to identify gifted children and help educators develop appropriate educational plans.

This article will give insights and tips into how your child could pass the CogAT Test for 3rd grade students.

A Study Guide for the 2nd Grade MAP Test: with Tips

The MAP Test 2nd grade is a computerized test taken by children in the 2nd grade. It is designed to evaluate what the children already know and what they are ready to learn.

The test includes three sections:

Schools may not administer all three sections and may instead focus on one or two sections to measure pupils’ progress in those subjects.

Study Guide for the NEO Personality Inventory Test: with Tips

The NEO Personality Inventory is a psychometric tool used to evaluate personality traits.

It is acknowledged globally and is used by recruiters and employers before hiring and, more broadly, to evaluate career potential.

The NEO Personality Inventory test is heavily associated with the 'Five-Factor Model' (which you may also know as the 'Big Five Personality Test') to identify personality traits.

It is widely believed that each person's personality can be broken down into five main categories. The NEO PI personality test looks at each of these five categories separately to create an understanding of who you are.

In this article, we'll look at the NEO PI test, why employers use it, and what you could expect if invited to participate in a NEO Personality Inventory test.

A Guide to the Air Traffic Controller Test: Examples & Tips

The Air Traffic Controller (ATC) Test, also known as the Air Traffic Skills Assessment (ATSA) is an exam used as part of the air traffic controller hiring process. It is a challenging assessment consisting of seven subtests designed to evaluate an applicant's aptitude for the role.

Becoming an air traffic controller is a challenging and rewarding career that requires extensive training. The Air Traffic Controller Test (previously known as the Air Traffic Selection and Training (AT-SAT) exam) is an important part of the selection process.

The Air Traffic Skills Assessment (ATSA) measures a candidate's ability to handle the demands of the job.

In this article, you’ll find example questions, a guide and tips for preparing for the ATSA exam.

This article relates specifically to the ATC test used in the US. Candidates in other countries may be expected to take a different version of the test.

A Guide to the Clifton Strengths Test: Examples & Tips

What is the CliftonStrengths test? This online assessment analyzes your personality and strengths for personal and professional development. You can purchase the basic test from Gallup for $19.99 and get a basic understanding of your top five personality themes. Or take the comprehensive version for $59.99 and receive a report that ranks all 34 themes and highlights your areas of excellence as well as your blind spots.

When applying for a job, you may find that the recruitment process consists of many different steps. There is the initial application form to start and usually an interview to finish. In the middle, there may be an assessment – an aptitude, intelligence or personality test.

The CliftonStrengths test is one assessment used by employers during the onboarding process. It was previously known as the CliftonStrengthsFinder.

In this guide, you will learn about the CliftonStrengths personality test and how it is used in recruitment.

A Guide to the Police Psychological Exam: Examples & Tips

The police psychological exam is a crucial part of the hiring process for law enforcement agencies. It is a personality test that confirms how suitable an applicant is for working in the police. The police psych test is used by most law enforcement agencies across the United States, although key details may differ from state to state.

What Is the Police Psychological Exam?

The police psychological exam is a series of tests and assessments administered to individuals who are seeking to become police officers.

The purpose of the exam is to evaluate a candidate's psychological fitness for the job and identify any potential psychological issues that may interfere with the candidate's ability to perform police work.

A Full Guide to the Capital One Assessments & Interview

In this comprehensive guide , you’ll discover everything you need to know about the Capital One assessment and interview process.

These are designed to help the company select the best candidates for its team. To increase your chance of getting hired, it's important to be prepared.

Find out what to expect, how to prepare and the skills and qualities Capital One hiring managers are looking for in a candidate.

What Is the Capital One Assessment Test?

Capital One is an established financial services company with a focus on technology and innovation.

To become an employee, or ‘associate’, at Capital One you'll need to pass a series of online assessments and interviews .

The Capital One hiring process is as follows:

A Full Guide to the CogAT Test 2nd Grade: Examples & Tips

CogAT stands for Cognitive Abilities Test. These tests are normally administered by a classroom teacher or instructor, although some schools employ a specialist or test proctor to administer the test.

Many parents are interested in learning more about helping their children to succeed academically.

Achieving a high CogAT score could mean your child is eligible to join gifted or talented programs designed to enhance their development and learning.

In other schools, it is used as a tool to identify a pupil’s individual strengths or predict their future academic performance.

The CogAT test for 2nd grade is a cognitive ability test aimed at children around the age of eight years old.

It is often used as a pre-admission exam by gifted and talented schools and programs. It is designed to evaluate pupils’ cognitive abilities, including basic linguistic and math skills.

The test is made up of three sections or batteries:

Non-verbal battery
Verbal battery
Quantitative battery

On the CogAT test 2nd grade, candidates are required to read the test questions instead of listening to the questions being read by the test proctor.

If you are looking for ideas on how to prepare your child for the CogAT test 2nd grade, read on to learn more.

What Is CogAT Test 2nd Grade?

The CogAT (Cognitive Abilities Test) was developed by Riverside Publishing, which is part of Houghton Mifflin Harcourt.

It is designed to assess problem-solving and reasoning skills in the following areas:

Quantitative

Research has shown that high levels of ability in these three areas is linked to academic success.

If your child is considered potentially talented or gifted, they may be asked to sit a CogAT as part of the program entrance process.

Different CogAT tests are available for different age groups, from Kindergarten (K) up to grade 12.

In this article, you can find more information on the CogAT test 2nd grade. The CogAT test is used by schools across the US to help them identify exceptionally gifted pupils.

Each of the test levels corresponds to the age of the pupil sitting the test. For example, if your child is in grade 6 (aged 12), they will be sitting the Level 12 version of the test. Occasionally, schools may choose to administer a higher level CogAT to talented or gifted pupils; however, this is unusual.

Second grade pupils being considered for gifted programs will usually sit the CogAT Level 8 test. This test is made up of 154 questions and takes 122 minutes to complete.

A Guide to the CogAT Test 6th Grade: with Examples & Tips

Many schools use the CogAT Test 6th Grade to assess the non-verbal, verbal and quantitative abilities of sixth-grade students.

The Level 12 CogAT test is a useful tool for checking a student’s individual academic strengths and weaknesses. It can also be used as a screening assessment for entry into the gifted and talented program.

What Is the CogAT Test 6th Grade?

'CogAT' is an acronym for Cognitive Aptitude Test .

CogAT tests are usually administered at school by a teacher or instructor, although some schools employ test proctors and specialists to administer the tests.

This guide is designed to support you and your child through the CogAT Test 6th Grade. You can use it to find out what to expect from the test and tips on how to prepare for it.

We have also included information on the purpose of the test and how to interpret your child’s results.

A Study Guide for the Procter and Gamble Assessment Test: with Tips

The Procter and Gamble Assessment Test describes a series of pre-employment screening tests used by Procter and Gamble (P&G).

If you have applied for a job at P&G, you will be expected to sit these tests as part of the hiring process.

Each of the different tests is designed to assess a specific aptitude that is required for a job role at P&G.

In this article, you can learn more about the different tests used by Procter and Gamble. We have also provided tips on how to prepare for the assessments.

A Study Guide for the Renaissance Star Test: with Tips

This guide includes useful tips and Renaissance Star testing sample questions to help students prepare for the test and feel confident on test day.

You can find detailed information on interpreting and understanding your Renaissance Star Test scores in our dedicated article .

A Map Test Grade 6 Study Guide: with Tips

What Is the 6th Grade MAP Test?

The MAP Growth test system was created by educators from Oregon and Washington who established the Northwest Evaluation Association (NWEA) back in 1973.

Their goal was to create an assessment that could accurately measure and track academic progress in children to ensure they graduated high school with all the essential skills and knowledge they required.

In 2000, the first MAP Growth Test was published.

The test is administered in all grades and is based on a set of learning principles known as the Common Core Principles .

CCAT Test Grade 3 Study Guide: with Tips

The CCAT test grade 3 is a standardized assessment administered to grade 3 students in Canada.

It measures verbal, quantitative and non-verbal reasoning skills and is used to identify a student's learning potential, typically for admission to gifted educational programs.

The CCAT test grade 3 is an assessment commonly used by schools in Canada.

If you’re the parent or guardian of a child preparing for the test, this CCAT grade 3 guide will tell you everything you need to know.

What Is the CCAT Test Grade 3?

The CCAT test (Canadian Cognitive Abilities Test) is a standardized assessment administered to students in grade levels K-12 in the Canadian educational system.

Rather than a measure of academic achievement, the test assesses a child's ability to learn, reason, and problem-solve.

The Independent School Entrance Examination (ISEE) test is used by many independent and magnet schools in the US and overseas as an admission test for children across the entire school age range, but more commonly from year five upwards.

It assesses a child’s academic levels of reasoning across math and literacy in comparison to children of the same age, the norm for that school grade and other applicants to the school.

Created and administered by the Educational Records Bureau (ERB), the ISEE test is available to be taken online or in a pen and paper format.

What Are the ISEE Levels?

There are four levels of the ISEE test.

ISEE primary for entry into years two to four
ISEE lower level for entry into years five to six
ISEE middle level for entry into years seven to eight
ISEE upper level for entry into years nine to 12

Each level of the ISEE test is created to be relevant to a specific school age group, increasing in complexity with each year and level.

A Guide to the PI Cognitive Assessment: and Tips

An employer’s recruitment process can include a wide range of assessments and interviews for the candidate to take that indicate to the employer how an individual might fare in the job.

One common way to measure job performance though is by getting candidates to take the PI Cognitive Assessment, which measures mental ability and critical thinking skills.

This article will look in detail at the assessment, its format, who uses it, example questions and PI Cognitive Assessment tips on how to be successful when taking it.

A Guide to Raven's Progressive Matrices Test: Tips & Examples

The Raven’s Progressive Matrices is a test that is often used as part of the recruitment process for high-level management and analytical roles.

In this article, you will learn more about the test, its history and background, as well as the different types of tests that are available and what you can expect if you are going to be taking the test.

You will also find some example questions that you can expect to see in each type of test and get helpful pointers that you can use to prepare and do well in the assessment.

A Study Guide for the USPS 477 Exam: With Practice Tips

If you are applying for a role with the United States Postal Service (USPS) , you will usually be asked to complete at least one of four 477 Virtual Entry Assessments as part of the recruitment process.

These exams are used to evaluate various skills, aptitudes, personality traits and work preferences, which can show whether you have what it takes to be successful in the role in the future.

The USPS 477 Exam is sometimes referred to as the CS VEA, which relates to customer service.

An iReady level score of 3.00 or over means the student is working at or above the level required to meet the standard for their grade.

The level score is calculated in line with expectations when the test was administered, not in comparison to the expected score by the end of the school year.

What Are the iReady Diagnostic Scores?

The iReady diagnostic test is administered to US school children in grades K to eight.

The purpose of this school assessment test is to help parents and teachers check a student’s academic process at the beginning, middle and end of each school year.

It is a computer-adaptive test, which means the questions are adjusted to become more difficult if a series of correct answers is given.

As a result, the test is designed to challenge the skill level of the student sitting the test, as well as assess their strengths and opportunities for growth.

If a student answers a few questions in a row incorrectly, the questions that follow will be easier.

Many people find i-Ready Diagnostic scores difficult to interpret.

As a child progresses through each academic year and moves up the year groups, their expected score will change.

The average score increases year on year, too.

In this article, you can learn more about the different types of iReady diagnostic scores, how these scores are displayed, and how to interpret them to better understand a student’s iReady test performance.

HESI Exam Score Range and Passing Scores – Ultimate Guide For Nursing Students

There are two types of HESI Exam:

The Admissions (A2) test
The Exit exam

The minimum passing score for the Admissions test is usually between 75 and 80 for each section, although this varies between schools.

The composite score range for the Admissions (A2) test is 750 to 900, with 900 being the maximum possible score.

The HESI Exit Exam score ranges between 0 to 1,500. 850 is considered to be an acceptable score, although HESI recommends a minimum score of 900.

If you want to sit your NCLEX licensing exam, you will need to achieve a score of at least 850 on the HESI Exit Exam.

HESI is an acronym for Health Education Systems Incorporated .

As a company, HESI administers exams and provides study material to help prepare students for the NCLEX professional licensure exam.

If you want to work as a nurse in the US, many nursing and healthcare programs use HESI tests to screen prospective students and determine suitability and readiness for specific study routes.

In this article, you can learn more about the HESI score ranges and passing scores required for each of these tests and what impact your HESI results may have on acceptance into your preferred nursing program.

CogAT Kindergarten Test – A Comprehensive 2024 Study Guide

The CogAT Kindergarten Test is an assessment designed to measure a child's abilities in various cognitive areas.

It plays a critical role in identifying a child's strengths and weaknesses and determining their readiness for advanced academic programs.

In this comprehensive study guide for 2024, you will explore the purpose, format, and structure of the CogAT Kindergarten Test.

Additionally, you will get valuable insights on how to prepare your child for the test, sample questions to familiarize yourself with the test content, strategies for success and answers to frequently asked questions.

Understanding the CogAT Kindergarten Test: Purpose, Format, and Structure

The purpose of the CogAT Kindergarten Test is to assess a child's cognitive abilities in areas such as verbal, quantitative, and nonverbal reasoning.

By evaluating these different components, the test provides educators and parents with valuable information about a child's potential and can help guide educational decisions.

Everything You Need to Know About the 2024 ATI TEAS Test

The ATI TEAS Test , also known as the Test of Essential Academic Skills, is an important exam for students looking to pursue a career in the healthcare field. The most recent version is the ATI TEAS 7.

This comprehensive exam assesses a student's knowledge in various areas, including reading, math, science and English language usage.

If you're planning to take the ATI TEAS Test in 2024, it's essential to understand what the exam entails and how to best prepare for it.

In this article, we'll cover everything you need to know about the 2024 ATI TEAS Test.

$ATI TEAS 7 Math Test – Ultimate Guide Plus Practice Questions for 2024$

The ATI TEAS 7 Math Test is a crucial component of the ATI TEAS exam, which is widely used by nursing and allied health schools to assess prospective students' academic readiness for their programs.

In this comprehensive guide, you will delve into various aspects of the TEAS Maths 7 Test, including what it entails, when it is taken, ATI TEAS math practice test questions to help you prepare, and tips for success.

So, let's dive right in!

1st Grade CogAT Test – Practice Questions, Study Guide and Tips for 2024

The 1st Grade CogAT test is an important assessment that measures a child's cognitive abilities. It is designed to identify a child's strengths and weaknesses in areas such as verbal, quantitative, and non-verbal reasoning.

This article will provide you with a comprehensive guide on understanding and preparing for the 1st Grade CogAT Test.

Practice Free CogAT Kindergarten Test Sample Questions

The CogAT (Cognitive Abilities Test) for Kindergarten is an assessment designed to evaluate the cognitive development and problem-solving abilities of young children.

Typically, this version of the test is tailored to children around five to six years old who are attending kindergarten.

The test is typically used for educational placement, identifying gifted and talented students, and understanding a child's cognitive strengths and weaknesses. It can be administered individually or in groups, and is often used by schools to tailor instruction to better meet the educational needs of their students.

Understanding the results of the CogAT can help educators and parents support the child's learning and development more effectively, by identifying areas where the child excels or may need additional focus.

In this article, you’ll find practice CoGAT Kindergarten practice test questions and tips to help your child prepare for the big day.

Practice Free CogAT Grade 5 Test Sample Questions

The Cognitive Abilities Test (CogAT) 5th Grade Level is a crucial assessment tool for students between 10 and 11 years old.

Designed to measure verbal, nonverbal, and quantitative abilities, this standardized test plays a pivotal role in identifying students for gifted programs.

In this article, you’ll learn what the CogAT 5th grade test is, which subjects are tested, along with example questions and how best to prepare.

A Full Guide to the CogAT Test 5th Grade: Examples & Tips

What Is the CogAT 5 Grade Test?

The Cognitive Abilities Test (CogAT) is a widely used standardized test designed to assess your child’s cognitive abilities in various areas.

The CogAT 5th Grade Level is specifically tailored for students in the 5th grade and measures their abilities in three main cognitive areas:

Quantitative Reasoning
Non-Verbal Reasoning

The MAP Test Grade 7 tests students’ proficiency in mathematics, reading and language usage.

Developed by the Northwest Evaluation Association (NWEA), it measures individual growth over time, adapting question difficulty based on responses.

This online test lasts around two to three hours, and the results are used to inform teaching or gauge students' ability levels.

Scoring is based on the RIT (Rasch Unit) scale, indicating a student's instructional level and growth potential in each subject area.

MAP Grade 7 Sample Question

Practice a Free STAAR Test and Prepare for the Exam

The State of Texas Assessments of Academic Readiness (STAAR) test is a standardized assessment issued to public school students in Texas in grades 3 to 12.

Below you’ll find a range of STAAR test practice questions to help you prepare – whether you’re a parent coaching a child through their exam prep or a high school student revising for a test of your own.

For more info on the STAAR Test, read our dedicated article.

Renaissance Star Early Literacy Test – Ultimate Study Guide For 2024

The STAR Early Literacy Test is an assessment tool used to measure children’s early literacy skills. It forms part of the wider Renaissance STAR (Standardized Test for the Assessment of Reading) assessment system by Renaissance Learning.

The STAR Early Literacy Assessment is mostly used to test students from pre-kindergarten to grade 3.

The test is designed to assess the following areas of early literacy:

Phonemic awareness
General vocabulary
Comprehension
Reading ability
Early numeracy skills

STAR Early Literacy is a computer-adaptive test. This means that the difficulty of the questions adjusts according to a student’s responses.

The adaptive element of the test allows for more precise results and a better insight into a student’s overall literacy skills.

Word games are a great way to help your child prepare for the STAR Early Literacy Test.

You should also encourage your child to read daily.

You may wish to build this into their routine at certain times of the day. For example, reading before going to bed is often a good way to unwind.

If you are looking for other ways to help your child prepare, you can help them practice their time management skills, talk to them about maintaining a positive attitude towards the test and ensure they are getting sufficient rest.

7 Best Resume Writing Services: Professional & Convenient

The 7 best rated resume writing services:

TopResume – Best for personalized expertise
TopStack Resume – Best for navigating careers
ResumeCompanion – Best for affordable excellence
Resumeble – Best for ATS-optimized resumes
ResumeSpice – Best for executive service
Craft Resumes – Best for a quick turnaround
Resume.com – Best for those on a budget

Administered at college and university level, the Accuplacer test is used by some educational institutions to determine how prepared a student is for the next steps in their academic career.

This guide looks specifically at Accuplacer test scores – how they are awarded and what they mean – so you can better understand how your Accuplacer score might impact your learning experience.

Accuplacer test scores are a set of metrics that evaluate a student's knowledge and skills in specific subject areas including reading, writing and math.

WISC-V (Wechsler Intelligence Scale for Children) Test & 2024 Study Guide for Parents

The Wechsler Intelligence Scale for Children (WISC-V) is a commonly used assessment for judging a child's intelligence. More than that, it can help to understand their reasoning and thinking abilities to support their development.

Here’s everything you need to know about this test.

The Wechsler Intelligence Scale for Children - Fifth Edition (WISC-V) is an individually administered and extensive evaluation tool used to assess children's reasoning and general thinking abilities.

It's typically given to children between ages 6 and 16.

After completing a test, children are awarded a Full-Scale Intelligence Quotient (IQ) score, along with age-based scores and rankings in several cognitive function fields.

Here we’ll provide an all-around study guide for parents whose children are required or scheduled to take the WISC-V test.

We’ll also include a comprehensive explanation of how it is constructed, its key features, tips for preparing, and a few example questions.

Let’s take a look!

Understanding Your Kid’s Renaissance Star Test Scores – A Complete Guide

The STAR assessments utilize a scoring system comprising scaled scores ranging from 0 to 1,400.

These scores reflect a student's proficiency level in subjects such as reading and math.

Benchmark categories provide descriptive labels for performance levels, while percentile rank compares a student's performance to a national reference group.

Additionally, grade equivalent scores and domain scores offer insights into grade-level equivalence and specific skill areas.

The STAR Assessment can play a crucial role in evaluating your child’s academic ability and guiding educational strategies.

Understanding its scoring system, test format and significance is important for parents and educators alike.

This article aims to provide comprehensive insights into the STAR Assessment, including its purpose, score interpretation and effective strategies to help children excel in these standardized tests.

CogAT Test Scores: Understanding Your CogAT Score

The CogAT raw score represents how many questions were answered correctly on the CogAT test. This information is used to create the Universal Scale Score (between 100 and 150), which you will see on your child’s CogAT score report.

Here is an image of a typical score report:

MAP Test Scores: Understand Your MAP Score

With the MAP Growth Test used in many schools across the United States, MAP (Measures of Academic Progress) scores are an important part of your child’s life.

The MAP testing scores chart a student’s academic growth in a way that highlights areas of excellence and improvement.

It is essential that you understand how NWEA MAP scores are calculated so you can best support your child throughout their learning journey.

This guide will explain how to find and improve your child’s NWEA Map Scores.

SSAT Score Chart – Range, Results, Chart, Percentiles & More

The main three sections for the Upper and Middle level tests have a maximum score of 800. They have a total scaled score that ranges between 1,500 to 2,400.

Navigating the SSAT involves understanding its scoring system.

In this guide, you can explore the SSAT Score Chart and understand score ranges and percentile ranking and how they matter in private school admissions.

It's a comprehensive resource for decoding SSAT scores and making informed decisions about your child’s education.

What Is the SSAT Test?

The SSAT stands for the Secondary School Admission Test. The SSAT was first administered in 1957.

It is a standardized test designed for students seeking admission to private middle and high schools.

The primary purpose of the SSAT is to assess the skills and knowledge of students applying to independent or private schools.

It aims to provide an accurate measure of a student's academic abilities and readiness for a challenging curriculum.

As with other careers, joining the US military comes with its own set of recruitment processes, one of which is taking the ASVAB test .

If you’ve been looking to pursue a career in the US military, then it might be a test you’ve become familiar with or heard of before. It is an exam a recruiter will advise you to take prior to joining the armed forces.

The ASVAB , otherwise known as the Armed Services Vocational Aptitude Battery , is a test the armed services use to determine which part of the US military you will be most suited to join.

Within this article we will discuss what your ASVAB score means and what score counts as a good ASVAB score .

Good ASVAB Score Defined

Whether you’re looking to join the Coast Guard, Army, Marine Corps or another sector within the US military, each branch will require its candidates to score a minimum amount to qualify for that specific area.

It is important to note that there is no single ASVAB score , and you will normally receive a variety of different scores on your final report.

How to Crack the Microsoft Codility Test in 2024

The Microsoft Codility Test evaluates coding skills and algorithmic thinking.

Designed to streamline Microsoft’s recruitment process, the Microsoft Codility Test assesses candidates' ability to solve real-world problems efficiently.

Candidates can prepare using coding practice platforms and mastering programming languages. It's an integral tool in selecting skilled software engineers for Microsoft's diverse roles.

How to Prepare For The Smarter Balanced Test (SBAC) – A Detailed 2024 Study Guide with Practice Questions

The Smarter Balanced Assessment Consortium Test, known as the SBAC test, is a standardized assessment of English and math used by schools in participating states.

Administered to students in grades K to 12, it measures grade level proficiency and academic progress through computer-adaptive testing and performance tasks.

The Smarter Balanced Test is an educational tool developed and administered by the Smarter Balanced Assessment Consortium (SBAC), hence the abbreviation SBAC test.

In this article we explore what the test involves, what the results mean and how to help a student prepare for their SBAC assessment.

What Is the SBAC Test?

The SBAC assessment is a set of standardized tests that evaluate how well students are performing in the subjects of English Language Arts (ELA) and mathematics.

These assessments are taken by students ranging from elementary school to high school in multiple states across the US.

The tests are developed and managed by the Smarter Balanced Assessment Consortium (SBAC), a collaborative group of states working together.

FireTEAM Test Prep: Top Tips:

Master time management
Brush up on basic concepts
Diversify your reading
Play observational and memory games
Assess your communication style
Prioritize rest and sleep

If you're considering a career in firefighting, taking the FireTEAM test is a pivotal step that can open doors to various fire departments across the US.

This article covers everything you need to know to put in a strong performance, including an overview of its format, practice questions and FireTEAM test tips to help you create an effective study plan.

How to Pass the FCTC Written Test in 2024

A career in the fire service is a challenging – but extremely rewarding – journey. Such an important, high-pressure job requires a high level of physical, mental and emotional skills.

As well as the necessary personality traits, you generally need a high school diploma or GED. If you have a college degree, you have a better chance of securing a role in the fire service.

You will also be required to take a series of assessments that evaluate your physical and mental strength. One of the assessments used by Californian fire departments is the FCTC Written Test. To become a firefighter in California, you must pass this entry-level test.

In this guide, we will explore what the FCTC Written Test includes and how you can prepare for success.

Marines ASVAB Test: Requirements and Positions

To successfully enlist in the US Marine Corps, certain standards must be met. Marines require both physical and mental strength as well as discipline, determination and the ability to overcome obstacles. This is sometimes referred to as the ‘Marine Mindset’.

One of the ways candidates who wish to enlist will be assessed is by taking a test known as the Armed Services Vocational Aptitude Battery (ASVAB).

A good score on the test suggests that a candidate possesses the mental skillset to be successful in the military.

Marines need to be able to make quick, accurate decisions and adapt to and overcome threats and obstacles on the battlefield.

How to Pass the PiCAT Verification Test in 2024

The PiCAT test is a commonly used assessment tool for those applying to military positions, such as those in the US Navy or the US Army.

This article explores the PiCAT test in more detail. We look at the test format to familiarize individuals with what the Navy PiCAT and Army PiCAT test covers.

Preparation is vital to performing to the best of your ability in the PiCAT test.

The article includes PiCAT practice test questions, answers to help you prepare, and tips to give you the best opportunity to approach the test positively.

What Is the Mettl Test & How to Pass It in 2024

The Mettl tests are developed by the world's largest assessment provider, Mercer Mettl.

The tests have been designed to analyze various competencies, including verbal, logical and numerical reasoning.

Alongside, the Mettl assessments evaluate candidates' personalities and working styles, establishing whether they are an accurate fit for the role and the broader company.

The Mettl tests are a comprehensive recruitment tool provided by Mercer Mettl – the world's largest assessment provider.

Moreover, the Mettl tests are designed to assess various skills, including numerical , verbal and abstract reasoning.

The assessments are also constructed to understand candidates' behaviors and personality types.

This guide explains everything you need to know about the Mettl test, including tips on how to pass the test in 2024.

What Is the Mettl Test?

As mentioned, the Mettl test is a comprehensive recruitment tool designed to test a range of skills.

It allows employers to ensure they recruit the most suitable candidates for the role.

Mastering the Pipefitter Test is crucial for those entering the field.

This guide provides valuable insights, a pipefitter sample test and strategies to conquer the examination.

Discover expert tips to excel in your pipefitting career by navigating the challenges of this important assessment.

What Is the Pipefitter Assessment Test?

The Pipefitter test is an important evaluation tool for individuals aspiring to secure roles as pipefitters in the construction and industrial sectors.

Qualifications and certifications necessary for such positions can vary by state. This makes the pipefitter assessment test a valuable method of demonstrating skills and knowledge.

The National Center for Construction Education and Research (NCCER) administers the most popular pipefitter assessment test, designed to assess the potential skills of candidates.

It covers the principles related to the installation and maintenance of both high and low-pressure pipe systems.

In addition, it focuses on how these are used across various sectors, including manufacturing, electricity generation and climate control systems in buildings.

i-Ready Diagnostic Test – Prep Guide for 2024

The i-Ready Diagnostic Test is an internet-based adaptive diagnostic test linked to the i-Ready educational learning program.

Students from kindergarten to grade 12 take the test three times each year. The test is divided into two subtests:

i-Ready test results are used to help teaching staff create a personalized learning plan according to a student’s strengths and weaknesses.

What Is the i-Ready Diagnostic Test?

The i-Ready Diagnostic Test is a computer-adaptive, untimed assessment for students between grades K and 12.

Administered by Curriculum Associates , teachers can use it to monitor a student’s ability and progress throughout the school year.

In most cases, the i-Ready Diagnostic Test is administered three times each year. It is split into two subtests: math and reading.

What Is the HSBC Online Immersive Assessment? 2024 Guide

The HSBC Online Immersive Assessment contains 38 questions over five subtests. The test includes a combination of behavioural questions and cognitive ability exercises.

It is an untimed assessment, but most candidates can answer all test questions within 50 minutes.

Some people find the test difficult, but adequate preparation will stand you in good stead to pass the assessment.

What Is the HSBC Hiring Process Like?

HSBC is a major global bank and financial institution. It offers services via three global businesses and serves millions of customers daily.

The hiring process at HSBC comprises four key stages:

Initial Screening and Application
HSBC Online Immersive Assessment
Online Job Simulation Assessment

Electronic Data Processing Test (EDPT): Study Guide & Practice Tips

What Is the Electronic Data Processing Test?

The Electronic Data Processing Test (EDPT) is a pre-employment test taken by military candidates who want to transfer to IT or computer programming roles within the Marine Corps or Air Force.

The EDPT test is one of the most challenging pre-employment tests currently on the market with a pass rate of around 10%.

It is 90 minutes long and has 120 multiple-choice questions. This means you have around 45 seconds to answer each question.

While the minimum ASVAB score varies between military branches, the minimum acceptable score is 31.

However, as the majority of candidates score between 30 and 70, you want to aim for a percentile rank of at least 60.

The ASVAB Test Score Report is a valuable document that provides detailed information about your aptitudes, skills, and qualifications for military service.

It includes Career Exploration Scores to guide career choices, individual scores on ASVAB subtests to assess specific abilities and the critical AFQT score that determines your eligibility for enlistment.

Understanding the information presented in this report is essential for making informed decisions about your military career options.

What Is in the ASVAB Test Score Report?

The ASVAB (Armed Services Vocational Aptitude Battery) Test Score Report provides a comprehensive overview of your performance on the ASVAB test, which is a critical step in the military enlistment process.

The report helps you and military recruiters assess your aptitudes, skills, and potential for various military occupations.

Minnesota Multiphasic Personality Inventory (MMPI) – 2024 Guide

What Is the MMPI Assessment?

The Minnesota Multiphasic Personality Inventory (MMPI) is one of the most widely used assessment tools used to help clinically diagnose mental health disorders.

Originally developed in the late 1930s, it is used by mental health professionals, lawyers and even in some cases by employers when they are hiring for positions that are considered to be high-risk, such as working in the police, in nuclear power plants or in air traffic control.

The MMPI is a self-reporting tool that is administered by professionals, and during the assessment, you will be asked to answer hundreds of true/false questions, which help paint a picture of your mental health and your personality traits.

As a diagnosis tool, the MMPI is considered to be clinically accurate. It has been updated multiple times over the years to make it more relevant, especially in terms of cultural sensitivity.

The MMPI offers results that show on a scale what symptoms a person has, and what mental health problems that could be indicative of.

In addition, the MMPI is usually used in tandem with other diagnosis tools to provide a clear picture of a person's mental health.

How to Pass the ACCUPLACER Reading Comprehension Test in 2024

What Is the ACCUPLACER Reading Comprehension Test?

The Accuplacer Reading Comprehension test is part of a suite of assessments that are used to evaluate students prior to entry at college.

While the Accuplacer test battery is not used to determine whether a student will achieve a placement at college, the results are used to ensure that the student is studying at an appropriate level and is ready for education at this level.

Created by the College Board, which is a not-for-profit organization that is also responsible for creating assessments like the SATs, the Accuplacer tests are designed to offer better opportunities to students and make entry to top colleges accessible to all.

Succeed at Exams

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What is a problem-solving exam?

What are some strategies for studying for problem-solving exams, what are some strategies for writing problem-solving exams, what can i do after the exam.

Analyze Exam Errors

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Problem-solving exams come in a variety of formats, from multiple choice, to short answer, to long calculations.
They frequently test your ability to apply the problem-solving skills you’ve learned in lectures, labs, and readings to new types of questions.
Pay attention to example problems emphasized in class, the text, and assignments, especially those that appear in more than one of these places.
Don’t assume, however, that the same or similar problems will appear on the exam. The exam will likely test your ability to apply what you’ve learned about solving problems to new types of questions, rather than your ability to memorize and regurgitate examples you’ve already seen.
Focus on the process the instructor used for solving the problem. Think about your own problem-solving strategies.
Practise, practise, practise! The more problems, and more importantly, the more types of problems you solve, the better prepared you’ll be.
Look for connections between concepts and equations and note how to choose the correct equation in complex practice problems.
Generate your own test questions with a study group or partner. Practise answering questions within a limited time frame.
Review previous tests, quizzes, or midterms, and figure out why you lost marks before.
Look over the entire exam before beginning and budget your time according to how much each question is worth. Leave enough time to read over your answers at the end of the exam.
Before starting, find a blank page on your exam and write down equations, concepts, and constants that you memorized.
Do the easy questions first to warm up your brain and calm exam nerves.
Read the questions carefully and rephrase them in your own words.
Keep track of all units. Convert values to keep the units consistent. Be aware of +/- signs.
Clearly mark assumptions, if they are necessary, and place them at or near the beginning of the solution whenever possible.
It can be helpful to look over your exam if you get it back to see where you have gone wrong, and what you have done well. If your instructor doesn’t routinely return exams, ask if you can see your exam to learn from your errors.
Use this information to help you study more effectively next time.
Check out the error analysis LibGuide to help you go over feedback.
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Course: MCAT > Unit 4

Patient with a missing cerebellum
Could complete darkness be the cure for amblyopia?
Is obesity contagious?
Race, socioeconomic status, and nutrition
Romantic and sexual networks of adolescents
Marijuana usage as social behavior
Why do we believe that there are universal emotions?
Applications of operant conditioning in daily life
Miller’s law, chunking, and the capacity of working memory
Prosopagnosia - “You seem familiar, but I can’t place your face”
Somatosensory effects of Temple Grandin’s squeeze box on hypersensitivity.
Exploring clinical applications of classical conditioning
Social conflict theory in an historical context
Visual pathways in the brain, and what happens when they break
Challenging beliefs to prevent eating disorders
Do beliefs about healthy food inform consumer choices?
Coping with cancer: novel methods of stress management
Clinical vignette of an adult psychiatric patient
Efficacy of cognitive behavioral therapy for social anxiety disorder
Case study of panic disorder in an adult female
Drug addiction treatment and relapse in incarcerated populations
Navigating the stages of sleep
Cocaine addiction in mice
Changes in empathy throughout medical school and residency
Big five personality traits and health behaviors
Information processing and the discovery of iconic memory
Gestalt principles and ratings of physical attractiveness
Sensory adaptation and Weber's Law
Feline night vision
Sight (vision) - Passage 2
Differential effectiveness of cochlear implants
Functions of the basilar membrane
Phantom limb pain among veterans
Congenital analgesia
Diminished sensory input and the enjoyment of food
Taste disorders and their causes

Matchboxes and problem solving

Identifying intelligence types to increase student success
Linguistic patterns of English and Navajo speakers
Language deficits and traumatic brain injury
Effects of sleep deprivation on memory
Observing patients in a sleep clinic
Differential memory loss and Alzheimer's Disease
Remembering folk tales over time
Responses to emotion induction
Positive emotion and emotional eating
Stress, coping, and surgical error
PTSD and apoptosis
How similar are the personalities of twins?
Exploring an individual's temperament
A virus which affects mouse muscles
Diabetic peripheral neuropathy, pain, and acupuncture
Stress responses and the endocrine system
Effects of insulin deficiency
Antisocial personality disorder and inkblot tests
Freudian psychotherapy
Physiological needs and pregnancy
Smoking cessation and behavioral change
Group dynamics in a graduate school classroom
Dietary restriction and sorority dynamics
Marriage and family preferences
Marriage and family
Cigarette use in teen populations
Video game usage and aggressive behavior
Alternative education models and child development
Increasing Sarah's self-efficacy: A case study
Urban growth models
Social norms and deviant behavior
Population growth and immigration
The J-curve hypothesis
Fertility rates and demographic change
Socioeconomic status and mental illnesses
Are suicidal behaviors "contagious" in adolescence?
What are your chances of getting divorced?
Malthusian population growth and population pyramids
Disparities in healthcare access
OCD and hoarding disorder
Clinical vignette of persistent depressive disorder
Gender differences in symptoms of major depressive disorder
Health after trauma- correlates of PTSD
Demographic disparities in food resources
Socioeconomic gradients in health
To cohabit or not to cohabit?
Educational attainment, income, and psychiatric disorders
Theories of language acquisition
Physiological stress response to cuss words?
Tickle me Nim. Do primates speak language?
Cats and dogs and conditioning
Can tickling help us understand some symptoms of schizophrenia?
Reciprocal altruism, vampire bats, and relatedness
Structure of the central nervous system
Spinal nerves and Guillain-Barre syndrome
Simultaneous hermaphroditism, egg trading, and the Prisoner’s Dilemma
Language location in the brain - ASL
Embodied cognition, hockey, does expertise impact text understanding?
Driving and talking on a cell phone
Counting systems and the Pirahã tribe
Perky effect
(Choice A) Participants who see a matchbox full of matches will be fastest. A Participants who see a matchbox full of matches will be fastest.
(Choice B) There is not enough information to draw a conclusion. B There is not enough information to draw a conclusion.
(Choice C) Participants who see an empty matchbox will be fastest. C Participants who see an empty matchbox will be fastest.
(Choice D) Participants who see a matchbox full of toothpicks will be fastest. D Participants who see a matchbox full of toothpicks will be fastest.

McKinsey PST: Question Types, Study Plan & Mock Tests

The McKinsey Problem Solving Test (McKinsey PST) is a very crucial part of the McKinsey recruitment process. It is where most of the applicant pool is eliminated, and yet there are so few resources to help you prepare for it. Fortunately, you’ve found the ultimate guide to nail the test with an unbelievable level of detail!

Table of Contents

McKinsey PST overview

What is the mckinsey pst.

The McKinsey Problem Solving Test (or PST) is a paper-based test used at McKinsey & Company to select candidates for the case interviews. The PST is conducted after resume screening; it has 6 types of question, testing the candidate on 3 crucial problem-solving skills – data interpretation, mental calculations and logical reasoning.

McKinsey PST passing score / Acceptance rate

McKinsey has never officially stated the passing score or acceptance rate for the PST. However, these numbers can be estimated using reports from test-takers, with passing score being around 70%, and acceptance rate at roughly 30-35% (1 in every 3 candidates will pass).

Does McKinsey still use the PST?

Currently, the McKinsey PST is being replaced by the new Problem-Solving Game. However, the transition is not complete globally. In addition, the new Problem-Solving Game still retains the core principles from the old test, so preparing for the PST is still relevant.

Why do they need PST?

It’s very similar to what we have here! McKinsey believes that the gap between CV screening and in-person case interviews is too big. The firm may miss many good candidates with bad resumes or may interview too many candidates who don’t live up to their resumes.

At the end of the day, in-person interviews are expensive, and the Problem Solving Test provides a cost-effective solution.

Who has to take the McKinsey PST?

Every candidate who passes the resume screening round has to take the McKinsey PST – if they apply for the management consulting track. Some report indicates that MBA applicants might be waived from the test – however, this is rare and you should confirm with the target office HR.

What does PST look like?

26 questions, 1 hour, paper-based, and no calculator! The test has 26 multiple choice questions set within the context of 3 business cases. A candidate has exactly 60 minutes to finish the test. He will be provided with a watch, pencils, scratch paper, and the test is in a paper-based format. No calculator is allowed. No personal assistant is allowed. Just you and the test!

As the business landscape is changing, candidate recruitment has become increasingly complex. This requires another way of presenting PST content for McKinsey. They have changed the format into gamification and planned to implement this method to all McKinsey offices within 2020. Visit the mock game designed exclusively for MConsultingPrep followers!

PST vs. GMAT vs. SAT?

If you are new to PST, you may hear the myth that PST is similar to the Math section in GMAT or SAT. In fact, being excellent in SAT Math does help with quantitative calculation in PST, however, the context is different. The SAT Math section includes only simple calculations in simple context; meanwhile, logic in business problems is highly emphasized in PST.

Why is this test so challenging?

You will not have enough time to properly think through each question.

If you are going to read every single word in the case background and do every calculation “asked”, you will not be able to finish the test. You will need to know how to work through stress and pressure, how to give out “high-probability” answers instead of “exactly-right” ones, and how to painlessly skip questions.

You will be judged by a machine (or if by a person, they will try to be like a machine).

I myself feel much more comfortable in an in-person case interview, where I will be fine as long as I have the right tactics. The interviewers generally allow candidates to make a few mistakes here and there, to slow down the process if needed, and to ask for help when necessary. In the PST, the result is all that matters. There will be no mercy granted. If you don’t get enough correct answers, you are out.

On top of those, the questions themselves are hard!

A huge amount of logical and analytical reasoning is required. You will need to really grasp the logical fundamentals of how management consultants solve problems, e.g: the difference between a conclusion vs a hypothesis; etc.

How to prepare for the McKinsey PST?

Step 1 : Seek confirmation from the target office if you must take the PST

Step 2: Get familiar with official sample tests from McKinsey

Step 3 : Learn the logic of each question type, common mistakes, and how to answer correctly

Step 4: Practice mental math to improve calculation speed and accuracy

Step 5 : Practice speed reading and data selection

Step 6 : Practice answering individual question type under time pressure

Step 7 : Do one mock test with simulated test conditions

Step 8 : Review the test and your performance

Step 9 : Return to step 3, 4, 5, 6 to for further practice on weakness

Step 10 : Do mock test again, repeat until you can confidently hit 90% or more

McKinsey PST question types

Some emailed me and asked what they should do if there were 3 days left until the PST. I would still suggest you follow our spirit of learning. When you have little time, choose which question you want to prioritize, tackle it carefully and decide how deep you will go into it. If I were in your shoes, I would use this prioritization table

In addition to the above, I would suggest you practice your math in these last days. The learning curve at the beginning is usually high for anything, including Mental Math . Doing better math can significantly improve your test score. It reduces simple mistakes (which can still cost you points) and allows you to have more time for other questions.

McKinsey PST study plan

These are the same steps I took to pass the PST years ago, and the basis for my product – the PST Comprehensive Package which has helped countless candidates pass this notoriously difficult consulting test.

Step 1. Answer the questions correctly

You are recommended to first answer all the test questions correctly without time pressure. Before, you need to break down all the questions into 6 question types as below. Besides, it is necessary to understand how these questions are constructed, what are their logical foundation, and even how the wrong choices are made.

Step 2. Answer the questions quickly

There will be no turning point that indicates you it is about time to move to the second step, but you should gradually try to answer the questions both correctly and quickly. Once getting all the correct answers without clocking, you should put yourself under time constraint. If you don’t know how to increase your speed, you have better to start with 3 tips below:

#1. Increase your reading speed.

The PST contains 3 business cases with various number and case context, which requires you to read as fast as possible (of course correctly). Many candidates cannot finish their PST because of being overwhelmed in text. The Princeton intensive program is helpfulto increase your speed by 2 times faster without difficulties.

#2. Increase your calculator speed.

Half of the test involves math, which have no way to improve but practice rigorously. The more you practice, the better you gain. If you haven’t found any efficient tips, try our method to score well with Mental Math!

#3. Embrace test-hacking tips.

After years of coaching students to MBB, I have collected wonderful tips and tricks to nail your test with less effort! Find out some of those tricks as below or check out the McKinsey PST Comprehensive for more detail!

Reading facts

Reading-facts is the most common question type in the McKinsey PST (38%) and the BCG Potential Test (up to 100%). These questions test your ability to understand the facts/data itself. There will be no inferring, logic, hypothesizing, or creativity needed. Instead, proficiency in chart reading and calculations will be handy here. See the picture below for an illustration.

QUESTION FORMAT

The following are a few examples of typical question formats:

Which of the following values is the best estimate of…?
Which of the following statements is valid based on the data…?
Which of the following can be concluded from Exhibit…?

Sometimes even though the word “conclude” is used, questions don’t require any logical reasoning, just your ability to read facts and perform basic calculations. In these cases, I still classify these questions into the reading-facts category.

SAMPLE QUESTION

This question is written based on an official McKinsey practice PST.

Which of the following statements is valid based on the data in Table 1?

A) Soccer revenue was more than $325 thousand five years ago

B) Tennis revenue grew by no less than 1.2% in each of the last five years

C) The total revenue of Saigon League did not grow at all in the last five years

D) If the growth rate in the last 5 years is maintained, Soccer revenue will be more than $420K 5 years from now.

You will see that no tricky logical reasoning is needed here. All you need in order to answer these questions is the ability to read the table and perform calculations correctly.

COMMON MISTAKES

A good way to determine the correct option is to investigate if the other three are wrong. Now there are two ways you can be wrong in this type of PST question: (1) Incorrect calculation and (2) Misread the facts/ data

Type #2 is harder to understand, so I will dive deeper into that here. Let’s look at the sample question above. Hope you got D, the correct choice.

Example 1: How you can misread the data – Why A is wrong

If you overlook the phrase “Average annual” on column 3′s title, then Soccer revenue 5 years ago would be: $342.8 k / (100% + 4.5%) = $328 k, which is more than $325 thousand. Revenue grew at an average rate of 4.5% in EACH of the last 5 years. It is NOT 4.5% over the whole period of 5 years.

Example 2: How you can misread the data – Why B is wrong

If you overlook the phrase “Average” in column 3′s title, then it seems like the growth rate for each of the last 5 years is exactly 1.2%, no more, no less. B, therefore, seems correct. However, as indicated in the table, 1.2% is just an average figure, which means there are years with a lower or higher growth rate.

Example 3: How you can misread the data – Why C is wrong

If you overlook the second column of the table (Revenue this year column), then it seems like the average overall growth rate for Saigon League is 0% (4.5% + 3.3% + 1.2% – 9% = 0%), which makes C correct. However, different lines have different sizes. Even though Golf had negative growth of 9%, it is a relatively small line so its impact on the overall rate is small as well.

Hope that you will not make this mistake in your real PST. Again, PST is a simple test… when you have enough time!

PREPARATION GUIDE

Skill #1: Calculation

We have a detailed article on Consulting Math and how to strengthen your quantitative proficiency.

Skill #2: Chart/exhibit/table reading

Always take a moment to read and understand every single chart or graph you encounter in your everyday life.After all, practice makes perfect.

You can also improve your reading speed through an amazing speed reading program by Princeton University .

Skill #3: Attention to details

The devil is in the details. It’s the little things that can make or break a project, and no true consultants would let themselves be caught unaware.

Develop a habit in daily life. Have the mindset that I am not going to miss any stupid details.

For every practice question you get in this type, make sure you understand not only why an answer is right, but also why an answer is wrong, exactly like what I did above.

PRACTICE QUESTIONS

Which of the following statements is valid based on the data provided on Graph 3 above?

A) The Service-to-Agriculture ratio increased by more than 3 times between 1995 and 2007

B) Service GDP in 1995 is more than Industry GDP in 2007

C) Agriculture is where GDP value dropped the most between 1995 and 2007

D) In 2007, Service GDP is no less than 6 times Agriculture GDP

Correct answer: D

If you want to practice more, check out my PST Comprehensive Package for questions and answers!

Fact-based conclusion

Once you get into consulting, you will probably hear the term “fact-based” a million times a day. Consulting is the business of making conclusions based on facts. Consultants face tons of different problems throughout the course of any project: from the top to the granular level, from function to function, from industry to industry, etc. Fact-based conclusion is such a fundamental aspect of consulting that it weighs in heavily on the PST.

Fact-based conclusion questions test your ability to draw and recognize sound and logical conclusions based on a set of data/facts provided. See the picture below for an illustration.

Which of the following statements is a valid conclusion based on …?
Which of the following statements can be concluded from …?

The McKinsey team has an interview with the Chief Operating Officer of the New Bingham Mine, Salt Lake City. During the interview, the following facts have been gathered:

The factory must have at least one safety inspector 24 hours a day, seven days a week, in accordance with Federal and State labor regulations.
To maximize operational efficiency, there must be exactly 10 line workers operating the mine.
The mine operates from 8 am until 5 pm, Monday to Sunday.
The mine employs 4 safety inspectors and 16 line workers to make 20 workers in total.
The total weekly labor cost for the Bingham Mine is $16,000.

Which of the following statements is a valid conclusion?

A. One-fifth of the total labor cost for the mine is for safety inspectors.

B. At least one safety inspector must work more than 40 hours per week.

C. Line workers do not work more than 40 hours per week.

D. The majority of the mine’s labor cost is for line workers.

A – Fit-well but not fact-based

There are 4 inspectors out of 20 employees so it seems like the cost of the inspectors can very well be 1/5 of total labor cost. But a missing piece of data to conclude that is: does each person get a similar total income?

C – Fit well but not fact-based

The mine opens for 9 hours per day, 7 days per week, and there must be 10 line workers at a time, so it is 630 man-hours per week at the line positions. There are 16 line workers, so on average each of them only needs to work 39 hours per week. This seems to fit very well with the proposed conclusion: line workers do not work more than 40 hours per week. However, a missing piece of data to conclude is: does every line worker work the same amount of time (if not, there can be some who work over 40 hours while others work less)?

D – Fit well but not fact-based

Similar to A, there are more line workers, so it seems like the total cost for line workers is more than the total cost for safety inspectors. But a missing piece of data needed to conclude is: does each worker get paid the same amount?

=> Only B is proven true by the provided facts

There are 24 * 7 = 168 inspector hours needed in a week, equaling 42 hours per week per inspector. So there must be one who works more than 40 hours.

Identifying proven true conclusions is an important foundation to master all conclusion-related questions. However, most conclusion-related questions in the McKinsey Problem Solving Test will be given in other formats. In this section, we will learn about the two types of twists: (1) False conclusions and (2) Conclusions reversed . Let’s start with the first one.

TWIST TYPE 1: FALSE CONCLUSION

Any proposed conclusion must fall into one of the following three groups: Proven True, Proven False, and Unproven. This twist is when a question asks you to identify the False Conclusion instead of the True Conclusion.

Which of the following statements is FALSE based on …?
Which of the following statements is FALSE based on … ?

METHODOLOGY

A proposed conclusion is proven false when you can point out at least one instance where the conclusion is wrong. Similarly, with true conclusion questions, unproven conclusions should also not be selected.

Notice that proven FALSE conclusions are NOT conclusions not proven TRUE. A conclusion will stay unproven until it is proved to be TRUE or FALSE.

Which of the following statements is FALSE based on Table 1?

A. A, Inc. had lower average economic growth in the last five years than D, LTD.

B. A, Inc. had higher average economic growth in the last five years than D, LTD.

C. Investment risk rating is based on the difference between maximum and minimum revenue growth in the past five years.

D. Potential rating is based on the maximum recent revenue.

Of A and B, A seems to be false and B seems to be true. However, both of them are unproven. The maximum and minimum figures are not enough to conclude the average.

We don’t know if C is right or not, but we know that it is not proven false. In the provided data, there is no instance where the larger difference between maximum and minimum recent revenue growth indicates smaller risk (and vice versa).

With D, we know for sure that it is proven false because we can point out an instance where the assertion conflicts with the data (B Corp. vs. D, LTD.).

TWIST TYPE 2: CONCLUSIONS REVERSED

Very often, conclusion questions in the McKinsey Problem Solving Test are given in a reversed format. You will be given the conclusion first and asked to pick what facts/ data would be enough to come up with that conclusion.

The key to answering this type of question is to recognize which proposed fact makes the stated conclusion proven or unproven.

This question is written based on an official McKinsey practice PST:

FOCUS Travel is a premium Russian tourism company, offering tours to South East Asian countries. Facing the economic downturn, FOCUS revenue has been hurt badly. While the CFO (Chief Finance Officer) proposed an overall price cut to stay competitive, the CMO (Chief Marketing Officer) is concerned that a price reduction would negatively impact the premium perception of the brand, which drives a lot of sales.

Which of the following statements, if TRUE, would best support the CMO’s assertion?

A. In a recent survey, FOCUS’s customers quoted “price” as the most important indicator in choosing travel agencies in a list of ten factors.

B. In a recent survey, FOCUS’s customers quoted “price” as the most important indicator of quality in a list of ten factors.

C. In a recent survey, there were customers who said they would not buy FOCUS’s services if there was a 10% price increase.

D. In a recent survey, there were customers who said they would not buy FOCUS’s services if there was a 10% price decrease.

In this question, the “conclusion” has been given to us: Price reduction will negatively impact the premium perception, which will in turn negatively impact sales.

Of the four proposed answers, which facts are enough to prove the provided “conclusion” above?

A: This fact is only enough to conclude that price will impact sales. Not enough to prove that price reduction will negatively impact sales.

C: This fact is irrelevant.

D: This fact is not enough to conclude that price reduction will negatively impact sales because not all customers say so. The word “there were” can be understood as either a minority or a majority. It is only enough to conclude the proposed conclusions when “there were” is replaced with “the majority of” or “all“ .

With B, we can logically infer that price reduction will negatively impact the quality perception, which in turn will hurt to sales.

3.3. Root-cause reason

This question gives you a particular set of facts/data and asks you to identify what could be the cause for them. When doing a real consulting project, we consultants have to find out the root-cause reason. There may be various reasons that can cause the current situation, but the root-cause reason will help us tackle and solve it more efficiently. You can see the picture below for an illustration.

The following are a few examples of typical root-cause reason question format:

Which of the following reasons, if TRUE, will help explain the Facts …?
Which of the following does NOT explain the Facts …?
Which of the following points is NOT a valid reason for the Facts …?

Only B is proven true by the provided facts

Facts provided: Visits to the website MConsultingPrep were relatively low last month.

Root-cause Reason Question: What reasons, if TRUE, would help explain the low traffic to MConsultingPrep last month?

The correct answers can be any of the following:

1. The quality of contents has been bad

2. Because of technical issues, some visitors could not access the website

3. Last month was December when the overall demand for job prep materials is lowest in the year

4. Other new consulting prep blogs opened recently

Fact-based Conclusion Question: What can be concluded from the data provided?

All of the statements above can be the reason for the stated fact, but NONE of them can be concluded from it.

An example of a statement that can be concluded: Because the conversion rate stayed constant over the years, revenue last month was relatively low.

What makes a statement NOT a potential reason for a particular fact?

There are two ways a statement cannot be the potential reason: (1) Wrong Subject and (2) Wrong Trend.

A statement is (1) Wrong on Subject when the subject is irrelevant, which means the statement has zero effect on the phenomenon mentioned in the stated fact.
A statement is (2) Wrong on Trend when the direction is reversed, which usually means the statement has a reversed effect on the phenomenon mentioned in the stated fact

Illustrative example Let’s continue with the simple example above. The Stated Fact: Visits to the MConsultingPrep blog were relatively low last month. (1) Example of a “Wrong Subject” statement: “Some new Investment Banking Prep blogs opened recently” Here the subject “Investment Banking Prep blogs” is irrelevant to the stated fact. The statement (1) will have zero effect on the stated fact. (2) Example of a “Wrong Trend” statement: “Some other existing Consulting Prep blogs closed recently” Here, even though the subject “Consulting Prep blogs” is relevant, the trend is reversed. The exit of Consulting Blogs will increase visits to MConsultingPrep. Therefore, statement (2) will have an opposite effect on the stated fact.

PRACTICE QUESTION

Fletcher is a major Steel producer in the Pacific continent. It has markets in New Zealand, Australia and other South East Asia countries. Of many types of steels, re-bar (reinforced bar) is typically used in high-rises and big construction projects.

There are three main groups of steel consumers in New Zealand:

Homeowners purchase steel at retail sizes for purposes of self-constructing and self-renovating their homes
Scaled private construction companies, who often contracts large construction projects and steel orders
State-owned Enterprises (SOE), who build government’s projects such as roads, bridges, schools, hospitals, etc. (SOEs usually have bargaining power since steel providers need governments’ permissions in order to be legally used in particular countries.)

Table 1 below shows the size of re-bar steel market (in billions of $US)

Which of the following statements, if TRUE, best explains why future trends for South East Asia sales differ from sales in the other two markets?

A) South East Asia population is expected to grow strongest, which lead to high steel demand from individual homeowners.

B) South East Asia economy will be heavily based on SOE, so will the construction market.

C) South East Asia economy will shift toward privatization, so will the construction market.

D) Developed markets of New Zealand and Australia will have the most advanced steel production technology and facilities.

Correct answer: C

Word Problem

Word Problem is a quantitative question where the answer cannot be calculated directly from the data provided. Usually, we have to set up one or more equations in order to solve this kind of question. Word Problem questions in the McKinsey PST and Case Interviews are just the word problems we usually see in schools, GMAT… but put into business contexts. The method to solve them, therefore, is the same.

Table 1: Data on the Washing Room of Jean Valjean Restaurant

Suppose the restaurant opens 350 days a year. There are 3 meal shifts per day, 1 shift lasts 3 hours, 1 customer uses an average of 5 dishes per visit, and currently the restaurant hosts 530 customers on average daily.

What percentage of increase in the number of daily visits would be required in order to make purchasing the machines financially beneficial?

Step 1 . Convert data/facts into manageable and standardized format and units (only needed for complex questions).

Step 2 . Set up an equation with one (or more) unknown variables, i.e. X, Y, Z, etc.

Tips: Don’t worry about having to make the variable as the question asked. Just set up the equation in a way that makes the most sense to you as long as the variables can be easily converted to the asked variable. It will save much more time and helps you avoid silly mistakes.

Step 3 . Solve the equation and get the answer.

METHODOLOGY ILLUSTRATION

Let’s solve the sample question above together.

Step 1: This is a very complex question with many non-standardized and not ready-to-use data. If I am going to tackle this question on my PST, I would convert the provided figures and write them out on a table as follows.

Notice that I have converted all the necessary data points into the same unit of “Franc per day”.

The only data point not fully converted is the Labor cost in Manual Process (measured by the “per dish” variable), yet I want to make sure that I go as far as I can.

See how simple the problem is now!

Step 2: Now that we have very manageable data, let’s go ahead and set up an equation that will help us find the answer. The asked variable here is: what percent increase in current daily visits does Jean Valjean need?

As mentioned above, it is NOT necessary to put the variable question is looking for in the equation. In this case, doing so will result in a very awkward and complicated equation.

Instead, I set up the equation that makes the most sense to me (do note that there is more than one way to set up equations). Let Y be the “break-even size” (measured by people). I can easily calculate the percentage asked for after getting the break-even size.

Cost per day of Manual Process = Cost per day of Machine Process

Washing cost + Set up cost = Washing cost + Set up cost + other cost

Y x 5 dishes x 0.1 Franc + 30 Franc = 270 Franc + 90 Franc + 200 Franc

After executing step 1 and step 2, the problem becomes a lot easier. Now we have:

0.5 Y = 530

Y = 2 x 530

Once we have Y (the new “break-even” visit volume) of 2 * 530, we can quickly convert Y into the asked variable: What percent increase of 530 customers/day does Jean Valjean need?

The final answer is C.

Client Interpretation

In every consulting project, communication with the clients’ top-level (usually the Chairman or CEO) is always important. During my time with McKinsey, we usually hear an update every one or two weeks from our Project Director (usually a partner) on his meeting with the clients’ top level. Messages from those meetings are important on-going steers for the project. No surprise it makes up an entire question category in the Problem Solving Test.

Client Interpretation questions test your ability to read, understand, and interpret the messages the client is trying to convey in the case question or description. To some extent, this is very similar to GMAT verbal questions.

Which of the following best summarizes the CEO’s concerns?
Which of the following statements best describes the thoughts of the CEO regarding…?
Based on the opinion of the head of the Department, which of the following statements is valid?
Which of the following statements best describes the CEO’s aims for the McKinsey research?

Case context:

Mommy said she saw some dirty clothes on the dining table. She is also quite shocked to see Kevin’s toys in every room throughout the house. She even complains about how much time it takes her every night to clean up Kevin’s mess. “I will have to have a very straightforward conversation with Kevin tonight!”, said mom

Which of the following statements best describes the Mom’s concern?

A. Mom is not happy about too many of Kevin’s toys sitting on the dining table

B. Mom does not expect to see that many of Kevin’s toys in the house

C. Mom does not like to be responsible for anyone’s mess

D. Mom is too busy these days

E. Mom wants to talk to Kevin

F. Mom wants Kevin to be tidier

In this example, we continuously get small data points, all leading to one bottom-line, not explicitly mentioned but can be reasonably interpreted:

Kevin is too messy and mom doesn’t like that!

Notice that, the bottom-line here is not explicitly stated but it IS the bottom-line. All 4 sentences in the case context are small pieces of data leading to that final “so-what”. Having this “so-what” in mind, you can just skim through the answer and quickly pick F without concern about other choices.

In case you are curious about how other choices are “wrong-choice” …

Choices B and E are in fact right according to the case context, but not the bottom-line.

Choices A is simple wrong according to the case context (Tip #2)

Choices C and D are neither right or wrong according to the case context. There are not enough “evidence” to be reasonably interpreted using common sense.

TIPS AND TRICKS

Tip #1: Read the case description before going to multiple choices!

Normally the strategy of scanning through the answers first before going back to the case description works when you have a very long case description and don’t know where to look for the right information. Scanning through the answers helps you get a more focused read on the case description. However, the client’s assertion is typically found in a very short and specific part of the case description. So once you realize it’s a Client Interpretation question, go back to the case description and find that very specific part of the client’s assertion. Make sure you understand it very well. Then the rest of the work is just determining which of the four choices has the same meaning as the original assertion.

Tip #2: Cross out some obviously wrong choices …

… by recognizing a few words or short phrases that make a choice incorrectly reflect the client’s assertion. Sometimes, you can do this very quickly and effectively. If not, please see tips #3.

Tip #3: Catch the bottom-line, the “so-what” of client’s assertion

Client’s expression as quoted in the case context is always a bit blur and confusing. That is very realistic of what you may encounter in the real consulting work. It also makes these question types challenging. But in almost every situation, there is always one “so-what”, stated explicitly or implicitly. The trick here is to catch that so-what, ignore the noise, and go straight for the answer choice. Most of the time, the wrong choices DO contain a part of the client’s assertion, but either not the whole idea or the main, the bottom-line, the most important one!

Using this method, you can fly and land straight to the correct choice, not having to care too much about how wrong choices are made of. But if you are curious, some of the most common wrong-choice types:

Choice that is simply wrong according to the client’s assertion (Tip #2 above).
Choice that is in fact right, but is a minor point, NOT the bottom-line of the client’s assertion.
Choice that seems to be right, but cannot be reasonably interpreted by common sense (not by scientifically supporting logic like in other question types).

Gangnam Market is a convenience-stores chain mainly in the Gangnam district, Seoul, Korea. Though it has been losing money almost every year since 2000, Gangnam Market secures a good deal of strategic locations in the highly populated Gangnam district. Recently, Gangnam Market was acquired by Lotte Mart in its aspiration to expand to the mini-market market. Lotte right away sets up a transformation project to get Gangnam Market back on track. The CEO of Gangnam Market states that aggressive transformation targets are fine for newly acquired stores with a similar operation model with Lotte’s big stores, but he hopes that the parent company is realistic about the convenience-stores model Gangnam has been operating with.

Which of the following statements best reflect the concerns of Gangnam Market’s CEO?

A) He is concerned that Gangnam Market will never be able to transform itself into Lotte system because Gangnam Market only presents in a specific geographic location

B) He is concerned that Lotte Mart sets transformation milestones that are too aggressive and not realistic for newly acquired companies like Gangnam Market

C) He is concerned that Lotte Mart’s transformation milestones are not realistic for companies with different operational model from Lotte Mart like Gangnam Market

D) He is concerned that Lotte Mart’s transformation targets are too high for Gangnam Market because it has been losing money for a while

Formulae questions are generally like word problems in PST where you don’t have to provide the actual numerical results, just the formulae containing letters representing input variables. Normally, the question will provide input variables in letter format and you will be asked to provide the right formulae in letter format (e.g. it takes the process center T hours to process each file. If the speed is doubled, it takes T/2 hours to process each file). This is one of the easiest PST question types on the McKinsey PST. Let’s make sure you don’t lose points on any question of this type in your exam!

Table 3.6.1: Labor Cost and Processing Data – Holcim Missouri plant

Which of the following formulae accurately calculates the annual cement output per worker?

A. (c x p) / (b + w)

B. (c x p) / [(b + w) x 12]

C. 144 x (c x p) / (b + w)

D. 12 x (c x p) / (b + w)

FORMULAE FOR SUCCESS IN FORMULAE QUESTIONS

Formula 1: Calculate first before looking at the given option

A popular technique for multiple-choice questions is to read the answers first before coming back to the facts. However, that technique would not help you with Formulae Questions. The reason for this is that, often, the end-result formula has already been simplified (e.g. canceling out the same variable on both numerator and denominator) as much as possible. It gives you neither the path to get there nor any hints on how to solve the problem. For instance, when you look at the four options in the example above, does any of them give you a sense of what it represents or how to get there? What does (c x p) represent? What do you get by multiplying Cement output by Monthly labor income?

Formula 2: Divide the problem into smaller pieces (take one step at a time)

This is the universal tip for everybody in the consulting industry, and it also works great here! Often, the result cannot be directly calculated from the provided variables. However, if you take an extra step in-between, the problem becomes a lot easier. Let’s solve the sample question above together to illustrate this point. I broke the problem into smaller steps as below:

Step 1: Annual cement output per worker = Total annual cement output / Total number of workers
Step 2: Since we already have Total annual cement output of (c), the next step is to calculate the total number of workers. Total number of workers = Total labor cost / Salary of 1 worker Both Total labor cost and salary are provided. Bingo!
Step 3: Simplify the final formulae

Formula 3: Get the reading-facts tools right

In some aspects, the formulae question is also a tweaked version of reading-facts questions. You still need to read some facts and perform some calculations (with letters instead of real numbers). Therefore, it is important to master those reading-facts tools and apply them here.

Illustration of a usual mistake: Now come back to Step 2 above and explicitly solve it.

Step 2: Total number of workers = Total labor cost / Salary of 1 worker = (b + w) / p

Step 3: Annual cement output per worker = c / [(b + w) / p] = (c x p) / (b + w)]

Chosen choice: A

Unfortunately, A is NOT the correct answer, because the above calculation doesn’t take into account the difference in units – the salary is on a monthly basis whereas the total labor cost is on an annual basis. If you convert the unit, the final choice should be D.

No matter how beautifully you have tackled the problem, you will not get any credit if small mistakes like this slip through the crack. Make sure you don’t get blindsided by this kind of pitfall!

VICEM is a leading cement company in South East Asia. The following data regarding its business and production has been gathered.

Table 3.6.2: VICEM Business and Production data

Clinker factor is defined as the amount of clinker needed to produce 100 units of cement.

Which of the following formulas calculates the amount of clinker (in tons) needed to purchase in a year?

A) [(s x f) / 100] – c

B) [(p – s) / 100] – c

C) (p x f) – c

D) [(p x f) / 100] – c

ANSWER KEY

McKinsey PST sample test

Download McKinsey PST practice test (PDF): TOYO case .

More free materials like this can be found in our Prospective Candidate Starter Pack – a collection of beginner’s materials to consulting resume, screening tests and case interviews.

Scoring in the McKinsey PSG/Digital Assessment

The scoring mechanism in the McKinsey Digital Assessment

McKinsey Solve Simulation (All-in-One)

The one and only existing platform to practice three mini-games of McKinsey Solve in a simulated setting

This article will give a detailed explanation of failing the test and practical advice to minimize the chance of poor performance in the McKinsey game.

The McKinsey Solve (other names: PSG, Problem Solving Game, Digital Assessment, Imbellus) is a two-piece gamified test designed by Imbellus for McKinsey.

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Test purpose.

The TOPS 3 Elementary assesses a school-aged child's ability to integrate semantic and linguistic knowledge with reasoning ability by way of picture stimuli and verbal responses.

Test Description

TOPS 3 Elementary focuses on the student's linguistic ability to think and reason. Language competence is the overall indicator of how a child's language skills affect his ability to think, reason, problem solve, infer, classify, associate, predict, determine causes, sequence, and understand directions. The TOPS 3 Elementary test questions focus on a broad range of language-based thinking skills, including clarifying, analyzing, generating solutions, evaluating, and affective thinking.

While other tests may assess students' thinking skills by tapping mathematical, spatial, or nonverbal potential, the TOPS 3 Elementary measures discrete skills that form the foundation of language-based thinking, reasoning, and problem-solving abilities.

The test is composed of 18 situations that examine six thinking tasks. Carefully selected items and situations are relevant to most students and common across cultures and in most schools or home settings.

Although the skills tested on the TOPS 3 Elementary are necessary for developing social competence, it is not primarily a test of pragmatic or social language skills. Rather, it should be part of a battery of tests/observations used to assess pragmatic competence.

The subtests consist of full-color photographs and questions that address critical thinking skills:

Subtest A: Making Inferences

The student gives a logical explanation about a situation combining what he knows or can see with previous experiences and background information. The ability to infer is critical for success in the classroom, academics, and social development.

Subtest B: Sequencing

The student determines and explains logical, everyday sequences of events. This skill is critical to academic performance and requires an understanding of the situation, determining the logical sequence of events, and expressing it clearly.

Subtest C: Negative Questions

The student is asked to explain why something would not occur or why one shouldn't take a given action in a situation. Responses reveal how well your student notices, attends to, understands, and expresses an appropriate response on this subtest.

Subtest D: Problem Solving

The student must recognize the problem, think of alternative solutions, evaluate the options, and state an appropriate solution that will work well. It also includes how to avoid specific problems.

Subtest E: Predicting

This subtest requires the student to anticipate what will happen in the future. This requires him to draw from past experiences to reflect on the future. This skill is an academic as well as a life skill.

Subtest F: Determining Causes

The student must give a logical reason for a given aspect of the situation in the paragraph. To be successful, the student must see the relationship between the action and the outcome.

Examiner Qualifications

The test should only be administered by a trained professional familiar with language disorders (e.g., speech-language pathologist, psychologist).

Test Procedures

All items are presented in a conversational style with normal intonation and speaking rate.
The student looks at a picture in the Picture Stimuli Book and answers questions (presented verbally by the examiner) about the picture.
Each task is presented in its entirety to every student. Basals and ceilings are not used in the TOPS 3 Elementary. Prompts on the test form are allowed only if the student's response is unclear to the examiner. It is not used to give the student a "second chance" after a clear, complete but incorrect response.
Acceptable responses for each test item are indicated on the test form.

Discussion of Performance

The Discussion of Performance section in the Examiner's Manual was developed to guide the examiner to make appropriate and educationally-relevant recommendations for remediation based on a clear understanding of each subtest.

It includes a research-based rationale for the importance of teaching thinking skills, clinically sound information about each task, what is required for the student to be successful, how the task relates to academic and classroom behavior, the specific steps a student goes through to complete each thinking task, and the breakdown of what the student's responses reflect about his thinking skills

Standardization/Statistics

Two studies were conducted on the TOPS 3 Elementary – the item pool and standardization studies. The item pool study consisted of 690 subjects and the standardization study consisted of 1,406 subjects. The subjects in both studies represented the latest National Census for race, gender, age, and educational placement. This included subjects with IEPs for special services but who attend regular education classes.

Inter-Rater Reliability
Test-Retest
Reliability Based on Item Homogeneity (KR20)

The test-retest coefficient is .84 for the total test, the SEM is 9.88 for the total test. Based on these tests, the TOPS 3 Elementary has satisfactory levels of reliability for all tasks and the total test at all age levels.

Contrast Groups (t-values): Test discriminates between subjects with normal language development and subjects with language disorders.
Point Biserial Correlations
Subtest Intercorrelations
Correlations Between Subtests and Total Test

The t-Values for differences between normal and language-disordered subjects were significant at the .01 level for five age levels and at the .05 level for two age levels. The TOPS 3 Elementary clearly discriminates between these groups. Inspection of all the biserial correlations reveals acceptable levels of item consistency with 85% of the individual items showing statistically significant pass/fail correlations with the task scores.

Z-tests Chi Square analysis at the subtest level
Analysis of Variance (ANOVA) F-tests

Of the more than 2,000 z-tests, only a small percentage showed any racial differences. Percentages ranged from below 1% to 6%. These low percentages indicate that neither race or SES are strong factors on the TOPS 3 Elementary.

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Problem Solving Practice Test 1

The GMAT Problem Solving questions will test your ability to evaluate information and solve numerical problems. Our practice problems are designed to be very challenging in order to prepare you for the harder-level questions found on the GMAT. Answers and detailed explanations are include with each problem. Start your test prep now with our free GMAT Problem Solving practice test.

Directions: Solve the problem and select the best of the answer choices given.

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