Assessment methods

The tests and activities employers use to select applicants are directly related to the key skills required for the post.

Types of test

• Aptitude tests gauge your numeracy skills, verbal reasoning, diagrammatic or spatial abilities.
• Personality tests identify your personal qualities and the way in which you react to different situations.
• Job-specific tests, such as in-tray exercises or technical tests, assess your current knowledge and ability to solve problems.
• Group exercises or social occasions assess how you work, communicate and interact with others.
• Presentations show how you communicate.

What happens to the results?

• The results may be equally weighted with other factors, such as your performance at an interview.
• The results may be used to help interviewers identify possible areas to explore during an interview.
• Only those who obtain a certain score are interviewed.

How do they work?

They are

• run under exam-like conditions
• normative, which means that your results are compared with others
• designed so that there are more questions than you can answer in the time allowed
• multiple choice.

How to tackle the test

• Practise beforehand if you are not used to taking these tests. Many are timed, which can add to the stress. Try SHL Direct for some examples
• Try not to let nerves prevent you from listening carefully to any verbal instructions
• Ask any questions you have before the test starts
• Leave more difficult questions until last
• Work quickly while maintaining accuracy
• Remember it is the number of questions you get right that counts. There is no point in finishing but getting all the answers wrong