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Free Practice Aptitude Tests

Take 16 free practice aptitude tests . Each test comes with answers and fully explained solutions to each question.

Numerical Test

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.

The Wave tests are usually used in recruitment and selection, but they are also used for talent management and succession planning.

There are two main types of Wave tests used in recruitment:

  • The Wave Focus Styles
  • The Wave Professional Styles

A Guide to the Thomas International PPA (and Tips)

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

One example of this is the Thomas International PPA assessment , which is a personality test commonly used by employers who are looking for individuals with specific personality types or strengths in defined areas.

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.

We have also included plenty of helpful tips and free Thomas International PPA sample test questions to help you prepare ahead of taking the Thomas PPA assessment.

Best CV Writing Services in the UK in 2024

The current job market is an incredibly competitive place, with people doing their best to stand out to potential employers to successfully complete recruitment processes and secure their dream roles.

Having a well-written CV is one of the best ways to create a good first impression.

However, this can be a challenge for those who struggle to promote themselves or those who require a specialised CV for a specific or technical job role.

This is where a professional CV writing service can help.

The NWEA MAP Test – Practice Test Guide and Tips

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.

In this article, you will learn more about the different levels of the test and the way it is structured to suit different grades, what types of questions are on the tests and how best to prepare your child for success.

A Guide to the NNAT Test: Examples and Tips

If your child is under the age of 12 and aims to get into a gifted school program, they will most likely be required to take the NNAT test to assess their skills.

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.

This article contains the most relevant information concerning the NNAT test, including its purpose, scoring system and levels.

You will also receive plenty of helpful tips on how to help your child prepare for the exam by completing a Naglieri Nonverbal Ability Test sample and working on their weaknesses in each question type.

A Full Guide to the Hogan Business Reasoning Inventory (HBRI) Test + Example Questions + Expert Tips

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

It is designed to assess cognitive ability and a candidate’s preferences for using qualitative and quantitative reasoning skills.

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.

A Guide to the MAP Kindergarten Test

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.

In this article, you will learn more about which job roles require completion of the Ramsay MAT as part of the application process, and what different types of tests are available.

The format of the assessment, as well as the number of questions and the time limit, will also be discussed. You’ll also learn how the Ramsay MAT is scored and what happens next.

There will be example questions that are similar to those you are likely to find on the assessment, as well as some top tips for success.

A Guide to the Saville Assessment (& Tips)

The Saville assessments are used worldwide by companies during the recruitment process to assess a candidate’s suitability for a given role.

This series of tests measures numerical, verbal, spatial and abstract reasoning . You may also be assigned a situational judgement test and a personality questionnaire. Some roles may even require a mechanical reasoning test .

A Guide to the SHL Personality Test with Tailored OPQ32 (& Tips)

The SHL OPQ32 test is the flagship personality test from SHL.

Used by major organizations all over the world, it is considered to be one of the best psychometric assessment tools currently available on the market.

It is a trait-based personality test that is designed to gauge a candidate’s personality attributes and behavioral preferences in the workplace.

A candidate’s test results are analyzed by recruiters, helping them to decide whether a candidate is a good match for the job role they have applied for.

PELLETB Test: Examples, Guide and Tips

One of the career paths in the public sector is that of a law enforcement officer, also known as a peace officer, in the United States of America.

As the name suggests, this role involves the enforcement of laws across the country. Peace officers can come in many forms, including police officers, customs officers, sheriffs, state troopers and probation officers.

In states such as California, aspiring peace officers must take a test called the PELLETB. This aptitude test measures writing and reading skills to determine if the candidate is ready to become a peace officer.

Standing for POST-Entry-Level Law Enforcement Test Battery, the PELLETB assessment is considered one of the most difficult police entry exams in the US.

In this article, you will learn all you need to know to prepare and succeed, so you can take one step closer towards your dream career. To help with your preparation, we've also included PELLETB exam practice test questions and answers.

A Guide to the OLSAT Test: Examples & Tips

OLSAT stands for Otis-Lennon School Ability Test.

Children take the test to help schools decide admissions into their gifted-and-talented programs.

Preparing your children for taking the OLSAT is a good idea as it could determine their eligibility and acceptance to extra academic programs that are offered by their schools.

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

The McQuaig Word Survey is a type of personality assessment.

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.

Caliper Test and Assessment Tips

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 Wonderlic Test: Examples & Tips

While no test is 100% accurate in assessing a candidate’s full capabilities, the Wonderlic test gives recruiters a good insight into a candidate’s ability to perform certain roles.

Since the Wonderlic test can be what stands between you and your dream job, you need to prepare to perform as best as you can.

This article will explain what the Wonderlic test is, what the format is, provide Wonderlic sample questions and present tips on how to prepare for your Wonderlic test .

Hogan Personality Inventory (HPI) Assessment

The Hogan Personality Inventory (HPI) is a personality test developed by Hogan Assessments, designed to explore human personality traits, behavioral preferences and characteristics.

This style of personality test is often encountered during the early stages of a company’s recruitment process to assess both alignments with workplace culture and values and give insight into the strengths and qualities of candidates.

Hogan produces well-respected, science-based assessments that many top employers and large organizations rely upon when hiring new staff.

The company serves over half of the Fortune 500 and administers its assessments across 56 countries and in 47 languages.

The Hogan Personality Inventory (as part of the Hogan Personality Assessment) is grounded in over 40 years of research and is trusted to provide a good prediction of future performance and leadership potential.

This article will introduce you to the HPI assessment and its purpose, along with what to expect from the test and how it is scored.

You'll also find free Hogan Personality Test example questions. We'll also cover how you can prepare for your upcoming HPI test to give you the best chance at success.

A Guide to the CogAT Test: Examples & Tips

The CogAT is a K–12 assessment comprised of three sections.

The questions are designed to measure a student’s reasoning abilities, and their scores are compared against other students of the same age and grade to identify those who are particularly academically adept.

Schools often choose the CogAT assessment as a way of identifying students who are suitable for gifted and talented programs.

A Guide to the Edison Electric Institute Tests (EEI): Examples & Tips

Many employers use psychometric assessments and aptitude tests as part of the employee hiring process.

Competition for job roles is fierce in every sector, so EEI tests are a useful tool for talent identification in the energy industry.

If you are applying for roles in the energy sector, you will likely be asked to sit one of the Edison Electric Institute Tests.

Sometimes referred to as EEI tests or the Edison test, these assessments are designed to measure your competency in skills and abilities required to work in a specific job role and in the energy industry as a whole.

If you are asked to take an EEI test, the recruiter will use your results to decide whether you have the appropriate skill mix to perform well in the job role that you have applied for.

In this article, you can find out what to expect when taking an EEI test, get free EEI practice test questions and the steps you can take to achieve the best possible score.

The School and College Ability Test (SCAT)

The School and College Ability Test (SCAT) is used by the Johns Hopkins University Center for Talented Youth (CTY).

The results determine a student’s eligibility for gifted and talented programs .

This article focuses on what to expect in this challenging test. It includes SCAT test practice questions and tips on preparing your child for success.

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 Elevator Industry Aptitude Test (EIAT): Examples & Tips

The elevator industry is one of the most financially rewarding trades, offering numerous career opportunities. If you want to build a career in this industry, the best way to start is by joining a recognized apprenticeship program.

Among these, the National Elevator Industry Educational Program (NEIEP) is probably the most prestigious apprenticeship scheme. To secure a place in this program, you must pass the Elevator Industry Aptitude Test (EIAT) , a subsequent interview and a tool assessment exam. I

This article will provide information about the EIAT assessment test, including its structure and what type of questions you may be required to answer. You will also be given several handy tips to help you prepare for the EIAT exam and perform well enough to secure an apprenticeship.

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

The Bennett Mechanical Comprehension Test (BMCT) , also referred to as the Bennett Mechanical Aptitude Test, is considered the most popular mechanical aptitude test.

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.

CAT4 认知能力测试

CAT4 认知能力测试 是一种旨在衡量学生学业进步的考试。

CAT4 测试评分完成后,家长和老师将收到一份有关学生学业潜力的总结。

任何参加测试的学生都需要回答一些将要衡量他们的逻辑推理能力、文字推理能力、数字推理能力和 空间意识 的问题。


除此之外,这里还提供更多有关不同 CAT4 测试级别的信息。这将有助于您了解不同年龄段的 CAT4 测试评分机制。

在这些信息之后,会提供一些一般性建议和技巧以帮助孩子取得好的成绩。这里还给出了老师、家长和参加 CAT4 测试的学生经常问到的常见问题。

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.

How to Pass the Thomas GIA Test

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.

This article will help you understand:

  • What the ieGAT is
  • The structure
  • ieGAT scoring
  • How to register for the ieGAT
  • The best ways to prepare

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.

One of the most popular tests for corporate employers is the test by Sova Assessment .

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.

This article covers the Postal Exam 474 , including its main parts, how to pass it and how to prepare for the Virtual Entry Assessment.

Let's start by looking at what exactly the 474 Virtual Entry Assessment is.

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

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.

A Guide to the RAF Aptitude Test: Examples & Tips

The RAF aptitude test is designed to check your suitability for recruitment into the Royal Air Force.

The test contains different sections that check for your strengths and weaknesses. The results will indicate which roles you’re most likely to excel in.

The Royal Air Force ( RAF ) offers numerous career opportunities, including in areas you may not have considered, such as:

  • Airspace monitoring
  • Enforcing security protocols
  • Responding to potential threats

For any job with the RAF , you will have to take an aptitude test before joining. This test includes several sections that evaluate your memory, reasoning and comprehension skills.

This article takes you through examples for each section and a thorough explanation of how the RAF aptitude test is scored. You'll also get an insight into what it takes to prepare for the RAF officer aptitude test and helpful advice on how to get the highest score possible.

Let’s get started.

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.

What Is A Pymetrics Test? (2024 Guide)

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.

USPS Postal Exam MH 475 Study Guide (Examples & Tips)

The United States Postal Service (USPS) is the second biggest employer in the US and offers great job security, so many people consider a career there.

Depending on the job you are applying for, there are several different assessments, as USPS roles are sought after.

USPS introduced the 475 exam , also known as the USPS Virtual Assessment - MH (475) for Mail Handler positions in April of 2019 when it retired the previous USPS Postal exam 473.

Candidates also need to:

  • Be over 18 years old
  • Have a high school diploma
  • Pass criminal and medical tests

In October of 2021, it added two new sections, so when you are looking up information about the 475, make sure you are getting the latest details.

What Is the USPS Exam 475?

The USPS Postal Exam 475 is a virtual entry assessment specifically designed for people who are applying to be a Mail Handler, Mail Handler Assistant or Casual Mail Handler in the US Postal Service. As a part of the hiring process, Postal Exam 475 is designed to check your thought processes and cognitive abilities, rather than just intelligence.

This test is designed to check your thought processes and cognitive abilities, rather than just intelligence.

It wants to see if you suit the role of mail handler.

Once you begin your online application, you only have 72 hours (three days) to complete the 475 assessment.

The 475 postal exam is self-administered and non-proctored – which means there is no one watching or invigilating.

It’s taken through the USPS online portal and takes 45 minutes.

If it times out, you do not get a chance to resit for another year, so be sure that you have a proper internet connection.

The best way to take the USPS 475 assessment is on a tablet or computer, rather than on your phone.

4 Sections of the USPS 475 Postal Exam with Questions & Answers

It’s important to get familiar with the different sections of the assessment and the skills it is testing for. You cannot go back to edit your answers, so take the time to understand the questions and get as many correct answers as you can.

The USPS tests are designed to be unusual – so practicing and getting familiar will help your confidence.

There is no set time for each section, so when you are preparing, take note of which parts are harder for you and bear that in mind when dividing your attention on the actual test.

Section 1 of the US Postal Exam 475: Work Scenarios

The first section of the Assessment 475 is ‘Work Scenarios’ and contains nine questions.

It tests your knowledge of the United States Postal Service and your skill in knowing what both customers and the company is looking for, as well as your general common sense.

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.

Amazon Technician Test in 2024

Most companies nowadays require candidates to undergo a series of recruitment stages when they apply for a role.

Each stage is designed to assess a different aspect of the candidates’ suitability for the role.

Amazon is no different from other companies in this respect. Potential employees will be expected to undertake a series of assessments and interviews before being offered a job.

One of the stages of the Amazon interview process is the Amazon technician test (also called the Amazon Ramsay Test).

The Amazon technician test involves several different sections including verbal, non-verbal and workplace simulation questions.

Recruiters will then use this information to decide who would be the best possible candidate for the available position.

It forms a common part of the recruitment process for roles as engineering technicians, specifically Maintenance Technician; or Reliability, Maintenance and Engineering Technician roles.

This article will look at what the Amazon maintenance technician assessment test is and what to expect before, during and after the assessment, plus how best to prepare for it.

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.

How to Prepare for Amazon Assessment

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.

Best Mock Aptitude Tests and Online Psychometric Tests (Full List). Free & Paid Resources.

Are you looking for mock aptitude tests and aptitude test practice ?

This article provides a complete list of all types of online resources for mock aptitude tests and will help you improve your performance at taking these difficult tests.

You came to the right place.

Aptitude Tests (Short Intro)

Aptitude tests are most often used as an assessment tool, usually by an employer, as part of an interview process.

They can be difficult and are often timed.

Your score will be compared to the scores of other candidates, and usually only the top performing candidates will be invited to progress through an interview process.

This is why you must perform to the best of your ability when you take these tests.

Your score is very important.

Improving Your Performance At Aptitude Tests

There are many different types of aptitude test .

Some variations are:

  • Numerical reasoning tests
  • Verbal reasoning tests
  • Abstract reasoning tests

If you want to perform well in an aptitude test , you must find out exactly what type of aptitude test , or tests, you will be taking and prepare for these tests.

The best way to practice is to take mock aptitude tests .

Doing so will help you become familiar with these tests and the types of questions you will be asked and help you improve how you answer these questions.

Online Mock Aptitude Tests (Full List)

There is a wide selection of mock aptitude tests available online.

We have compiled an extensive list below of all the different types of online resource.

All of these resources offer free practice and mock aptitude tests .

Employers Websites: Mock Tests

Many employers offer example mock tests to candidates, so that candidates can get an idea of what to expect when they take a real test.

PwC : Practice psychometric test on PwC website. ( UPDATE January 2021: this test has been removed from the PwC website but you can still find PwC practice tests on JobTestPrep).

KPMG : Practice numerical and verbal test on KPMG website. ( UPDATE January 2021: this test has been removed from the KPMG website but you can still find KPMG practice tests on JobTestPrep).

If you will be taking an aptitude test for an employer and they offer a mock test to you, you must take it.

It will probably be very good preparation for your real test.

The good thing about mock tests on employers sites is that they are free to take.

The bad things about these tests, is that there are often only one or two mock tests to take, you might not always get answers, and the answers often do not have fully explained answers.

Getting full explanations to questions is an important part of your practice because they will help you learn how to improve your performance.

University Careers Services: Mock Tests

Almost all University Careers Service websites offer some form of mock aptitude test , but these are almost always only available to current students (student login required).

If you are a University student, contact your careers service to find out what options are available.

Here's an example of a locked page on a University careers service website.

UCL : This university careers service offers free access to two paid aptitude test sites, but only for current students at UCL.

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.

The Ultimate Guide to the USPS (United States Postal Service) Exam (with 5 Practice Test Questions!)

Those hoping to secure a career with the USPS (United States Postal Service) will likely face a USPS Virtual Assessment Exam .

These exams include a series of questions designed to test your cognitive ability and personality traits . Many of the questions are situation based, giving the employers an excellent insight into whether you would be a great fit for the role.

What Are the USPS Exams?

As mentioned, the USPS test is a crucial element of the hiring process for many positions at the Post Office. Depending on the specific position you have applied for, you may face the 474 , 475 , 476 or 477 assessment.

The Ultimate Guide to the TSA-CBT Tests

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.

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.

Kenexa Prove It Test: How to Prepare

The Kenexa Prove It Test is a popular skills assessment test that allows employers to get a hands-on sense of how well a candidate is familiar with Microsoft Office programs.

Most of the time, these tests assess your ability and familiarity with Microsoft’s two most popular programs – Word and Excel.

Kenexa is an IBM company that helps companies by providing them with solutions for talent management, retention and recruitment.

The company works with a variety of organizations and provides them with assessment tests that can be used as part of the hiring process.

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.

Error Checking Tests: What Are They?

Do you need to take an error-checking test as part of the hiring process?

Continue reading to find out more about these tests and how to prepare.

What Is an Error-Checking Test?

Error-checking tests are used to evaluate your ability to identify errors in sets of data or the correctness of information.

These tests are usually given under strict time constraints so, answering each question quickly and accurately is crucial to receiving a high score.

Saville and SHL are the two main providers of checking tests.

It is best to know which test provider will be administered during your assessment as each comes with its own unique format, level of difficulty and time constraints.

Checking tests are a popular prerequisite for many employment agencies and positions, such as:

  • EPSO (European Personnel Selection Office)
  • Administrative Roles (Public & Private Sector)
  • Commercial Sales
  • Business Development
  • Banking & Financial Services
  • Call Centre Customer Support
  • Hospitality & Leisure
  • Engineering, Construction, Manufacturing & Transport (Operational)

Bonus: Get free unlimited access to test practice (for 30 minutes) on our partner website JobTestPrep – Click Here .

Error-Checking Sample Questions

Below you will find a few examples of questions you are likely to encounter during an error-checking or data-checking test.

These questions are stylised after the error-checking tests delivered by EPSO and Saville:

Sample Question 1 (EPSO)

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:

Employment Personality Test: Types & Uses 2024

Personality tests are a common way for employers to get a better idea of your personality and your suitability for their role. With so many different types of tests out there, preparing for one can be difficult. However, we’ve gathered all the information you need to pass your test with flying colors. Read on to find out more!

If you're applying for a job, there is a good chance you'll be asked to take a personality test as part of the hiring process.

These assessments have become popular among employers who want to ensure they choose the most appropriate candidates for specific positions, especially if it's a high-demand role.

This article offers a detailed guide on personality tests for jobs, including how they're taken, examples and how to prepare for them, regardless of which type of test you're taking.

Let’s get started by looking at exactly what a personality test is.

What Is a Job Personality Test?

Employers utilize a job personality test during the recruitment process as a tool to look at the personality traits of candidates. The tests are devised to screen candidates to ensure that they have the ethical and psychological profile needed for the role to achieve effective job performance.

Understanding what a potential employer wants to accomplish with the psychometric personality test they use during their recruitment process is the key to performing well on the career personality test.

Personality tests measure the patterns of the characteristics showcased in diverse situations or conditions. Employers are looking for candidates exhibiting behavioral traits that align with their organization and current employees' culture. Those that match these traits have a higher chance of being more successful in landing the desired position.

The desired traits are determined based on the employers' requirements and the test developers' recommendations. The latter are developed using years of research and analysis of representative samples of candidates applying for specific positions. To ensure that each characteristic is measured accurately, there are typically several questions related to just one trait.

There are two types of personality tests:

  • Projective tests
  • Self-report inventories

Projective testing is a performance-based evaluation. It relies on defense mechanisms called projection to assess candidates' cognitive processes.

The tests involve showing a series of cards to the candidates, who are encouraged to project how they feel about the image displayed on the card.

They might be asked to complete a sentence, tell a story or interpret the image to reveal how the candidates process information.

The answers are compared to a specific scoring system used for each specific personality test.

Self-report inventories are objective tests for assessing candidates' personalities. They are a questionnaire with standardized questions, together with response categories candidates are required to complete independently.

The questions on the job personality test are either multiple-choice items or numbered scales (going from 1 to 5 or from 'strongly disagree' to 'strongly agree'). Self-report inventories are the most popular among employers as they're easy to administer and cost-effective.

However, they come with the increased likelihood of candidates being tempted to answer intentionally or unintentionally in a way that makes them more socially desirable candidates.

They might provide exaggerated, misleading or biased answers.

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.

Best Inductive Reasoning Test Prep: Improve Your Performance (+ Get Better Scores!)

Inductive reasoning is based around patterns and is another variation of the many psychometric tests used by employers as a way to determine the suitability of a candidate for their roles.

On a similar level to diagrammatic reasoning , inductive reasoning will assess your ability to apply logic and rationale to solve problems.

Diagrammatic Reasoning Test Guide (Explained by an Expert): 3 Example Questions, 5 Top Tips and 1 Practice Test

Diagrammatic Reasoning Tests are a type of psychometric test which assess your logical reasoning skills.

They are can also be known as abstract reasoning tests or inductive reasoning tests .

Diagrammatic Reasoning tests evaluate your ability to synthesise data and solve problems logically.

Questions often ask you to look at a sequence of shapes, patterns or numbers and assess if you can identify the rules that apply to the sequence.

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.

The Expert Guide to Verbal Reasoning Tests (with Example Test Questions + Top Tips to Pass Every Time!)

Verbal reasoning tests are an increasingly common way for companies to find the most suitable candidates for their roles. They can be challenging to pass but, thankfully, help is available. Here you’ll get all the information you need to pass your verbal reasoning test.

Verbal reasoning tests  have become a common practice in companies looking to hire highly skilled and qualified professionals or evaluate the existing workforce. 

They help simplify the recruitment and onboarding processes and allow candidates to find roles suited to their skills and needs.

This article brings you an overview of verbal reasoning tests, example questions with answers and explanations, and tricks to improve your performance and obtain high scores on the assessment.

Let’s take a look!

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.

How to Pass KPMG Interviews, Assessments and Aptitude Tests

As one of the world’s largest and most reputable and successful professional services firms, getting through the KPMG application process as a graduate is an unsurprisingly scrupulous and demanding process.

That said, knowing what to expect and how to prepare for what’s ahead can make the process much less daunting, as well as significantly increasing your chances of success.

Read on, to find out more.

Stage One: Online Aptitude Tests

What’s involved:.

The first stage of the application process is conducted online with candidates required two separate assessments:

  • A numerical test
  • A verbal reasoning test

How to Complete KPMG’s Psychometric Tests

Even if your online test is only a few days away, these still leaves you with plenty of time to get to grips with the tests, plan your strategy and start practising.

To help you, here is a breakdown of each test, together with advice for how to approach them and to secure yourself the best possible outcome from the initial assessment stage.

The Purpose of KPMG’s Verbal Reasoning Test:

Cubik’s verbal reasoning for business test is by KPMG to test the ability of KPMG graduates to digest, analyse and interpret written information.

The test seeks to replicate the kind of tasks that might come your way during a typical workday in the form of emails, reports and other sources of information.

KPMG’s verbal reasoning test lasts 20 minutes and includes 44 different questions, which are based on a series of source texts. For each question, candidates must choose from the following options: ‘true’, ‘false’ or ‘cannot determine’.

Tips for KPMG Verbal Reasoning Test

Tip 1: practise the tests.

A few days to prepare still leaves you with plenty of time to get to grips with the format and to familiarise yourself with the style of testing.

The Cubiks website has a practice test for you to use free of charge to get you started, while links to full-length versions can be found on the WikiJob site.

Tip 2: Time Yourself

Perhaps the most important aspect of the test is being able to manage your time efficiently.

With so many questions to answer in a limited time you can’t normally be expected to finish them all, but the more you attempt, the greater your chances of passing are.

When practicing, be sure to time yourself. Set yourself a time limit for each set of questions and move on if you run out of time.

Tip 3: Read the Text Properly

Read the text properly: resist the temptation to save time by skim reading the information in the text and jumping straight to the question.

Familiarising yourself fully with the information presented before attempting the questions themselves will save you having to keep referring back to the text for each question.

This could save you valuable seconds or minutes in the long-run and help you pass.

Tip 4: Don’t Assume

Don’t go on assumptions: while a certain degree of common sense will be needed, be wary of basing your answers on anything other than the information provided by the test.

KPMG’s verbal reasoning tests are designed so as to require close reading of the text, with the ‘cannot determine’ option, thrown in to avoid educated guessing. There are no shortcuts!

The Format of KPMG’s Numerical Reasoning Tests

The KPMG numerical reasoning test, designed by Cubiks , for KPMG graduate applicants is similar in structure to the verbal reasoning exam. The main difference is that there are fewer questions (usually 24), for which you are given 20 minutes to answer.

Again, the questions will be based on source data, which is typically presented in the form of tables, graphs and statistical tables.

There are usually several questions pertaining to each set of data. For each question, you will be given a selection of possible answers to choose from.

The aim of the test is to assess candidates’ ability to digest and analyse numerical and statistical data and, in doing so, demonstrate skills that may be relevant to the workplace.

Kenexa Tests: What Are They?

Kenexa is an international business psychology consultancy.

Most businesses prefer the efficiency of conducting candidate testing online, with Kenexa’s advanced verbal reasoning test (VRT) and numerical reasoning test (NRT) prevalent options for filtering candidates before an interview.

Graduates are likely to encounter Kenexa’s tests at the sifting or screening stage of an assessment process.

If you’re wondering how hard Kenexa tests are, what they look like and how they unfold, this guide and the online Kenexa Sample Questions will help you get prepared.

CAT4 인지 능력 테스트

CAT4 인지능력 테스트 는 학생의 학업성취도를 측정하기 위해 고안된 테스트입니다.

CAT4 테스트 점수가 매겨지면, 교사와 부모님들은 그 학생의 학업 잠재력에 대한 요약을 받게 될 것입니다.

테스트를 보는 모든 학생들은 그들의 비언어적 추론 능력 , 언어적 추론 능력 , 양적 추론 능력 그리고 공간적 인식 을 측정할 질문들을 받을 것입니다.

이번에는 이러한 기술을 검토하기 위해서 어떤 유형의 질문을 받는지 자세히 알아보겠습니다.

또한 다양한 유형의 CAT4 테스트 레벨에 대한 자세한 내용도 다루고자 합니다. 이를 통해 다양한 연령대에서 어떻게 CAT4 테스트 점수가 매겨지는지 이해할 수 있습니다.

이 정보 이후에는 자녀가 잘 할 수 있도록 일반적인 조언과 팁이 제공됩니다. CAT4 테스트 를 보는 교사, 부모님, 학생들이 주로 하는 자주 묻는 질문도 이야기해보고자 합니다.

6 conseils pour les tests SHL: Comment obtenir les meilleurs résultats à tous les tests, sans exception.

Tests SHL. Si vous êtes en train de lire cet article, il y a de fortes chances que vous veniez d'apprendre que vous allez en passer une dans les jours à venir.

Si vous êtes ici et que vous vous sentez maintenant nerveux à l'idée de vous assoir pour l'examen complet, ne vous inquiétez pas...

Nous sommes là pour vous aider.

Cet article a été écrit spécifiquement pour vous aider à vous préparer aux Tests SHL .

Lisez la suite, suivez nos conseils et vous serez en mesure d'obtenir un résultat fantastique.

6 SHL-Test-Tipps: Wie Sie bei jedem Test Bestnoten erzielen, jedes Mal.

Um einen SHL-Übungstest zu absolvieren, bevor Sie diesen Artikel lesen, klicken Sie hier.

SHL-Tests. Wenn Sie diesen Artikel lesen, dann ist die Wahrscheinlichkeit groß, dass Sie gerade erfahren haben, dass in den nächsten Tagen einer davon auf Sie zukommen wird.

Wenn Sie jetzt hier sind und sich angespannt fühlen, weil Sie an einer Prüfung teilnehmen werden, machen Sie sich keine Sorgen…

Wir sind für Sie da.

Dieser Artikel wurde speziell geschrieben, um Sie bei der Vorbereitung auf SHL-Tests zu Unterstützen.

Lesen Sie weiter, befolgen Sie unsere Tipps und Sie sind bestens vorbereitet für ein fantastisches Ergebnis.

Pruebas SHL

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.

Pruebas numéricas: Puntaje en el percentil 99 (Actualización del artículo: 2024)

Las pruebas numéricas son tramposas. Y cuando se trata de obtener mejores resultados, la preparación y la práctica son la clave.

Pero eso es más fácil decirlo que hacerlo…

Si estás explorando este tipo de prueba de aptitud por primera vez, o si estás buscando formas de mejorar tu capacidad, desempeñarte mejor y obtener más entrevistas y ofertas de trabajo, este artículo te brindará algunas estrategias prácticas que podrás usarlas de inmediato.

Y si deseas probar un examen de práctica en cualquier momento, tú puedes realizar nuestro examen numérico gratuito aquí mismo . Esta prueba tiene diez preguntas (e incluye respuestas y explicaciones completas).

¿Cómo podrás aumentar tu puntaje de la manera más rápida y efectiva posible , incluso hasta el percentil 99 ?

Para obtener la mejor oportunidad de éxito, lee este artículo lentamente, sigue nuestros consejos prácticos y, cuando hayas terminado, practica con nuestras pruebas gratuitas.

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 Watson Glaser Test: & Tips

The Watson Glaser Critical Thinking Appraisal , commonly referred to as the Watson Glaser test, is usually used as a pre-employment psychometric test largely used in the recruitment process for roles in the legal industry.

The Watson Glaser test consists of 40 questions separated into five sections, assessing the critical thinking skills of the candidate. The five sections are:

  • Recognition of assumptions
  • Interpretation
  • Evaluation of arguments

This article will discuss the Watson Glaser test’s format and content and how it’s applied.

It will also suggest different ways that you can prepare yourself for the test, gives some examples of the types of questions you might face and some tips that will help you achieve the test score you need to progress.

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.

Korn Ferry Assessment: Guide & Tips

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.

Swift Executive Aptitude Test

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.

Numerical Reasoning Practice Test

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.

Verbal Reasoning Practice 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.

Inductive Reasoning Practice Test

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

Abstract Reasoning Practice Test

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!

Cognitive Ability  Test

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.

Logical Reasoning Practice Test

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.

Mechanical Reasoning Practice Test

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 Judgement Practice Test

Situational awareness, evaluation of alternatives.

Take a Free Practice Situational Judgement Test

Spatial Reasoning Practice 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.

Practice Diagrammatic Reasoning Test

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.

Practice Critical Thinking Test

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.

Practice Error Checking Test

This is a practice error checking test .

The test consists of three questions, along with correct answers and full explanations.

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 Error Checking Test

In-Tray Exercise

This is a three question practice in-tray exercise.

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Talent Q Test: Ultimate Guide

Talent Q is a popular psychometric test provider used by employers worldwide to identify and develop top talent.

There are several test types published under the Talent Q name including numerical, verbal and logical reasoning, error checking, situational judgement tests and personality questionnaires.

Talent Q tests can be blended into custom assessments to suit a wide range of roles at varying levels of employment.

What Is the Talent Q Test?

The Talent Q test , or Talent Q assessment, is a term that refers to a collection of aptitude, performance and personality tests administered by the global consulting group, Korn Ferry.

Talent Q tests span five areas of assessment:

  • Cognitive ability
  • Competencies
  • Situational judgement
  • Motivations

They are commonly used to evaluate a candidate’s skills and job readiness in the early stages of recruitment.

Employers may also use a Talent Q psychometric test when looking to promote internally or to inform employee development.

Talent Q tests are increasingly popular with a range of employers because of the way they are designed, offering test flexibility and a reliable indicator of an applicant’s full potential.

Which Companies Use the Talent Q Test?

Talent Q tests are used by an increasing number of organizations due to their accuracy, versatility and reliability. Some of the major global employers known to make use of the Talent Q test library include:

  • Virgin Atlantic
  • Royal Mail Group
  • Lloyds Banking Group
  • AstraZeneca

Wonderlic Scholastic Level Exam Study Guide and Tips

This article will explain how the Wonderlic Scholastic Level Exam works and why it is the leading admissions test for higher education institutions across the country.

It will cover the various versions of the Wonderlic SLE test and their question formats, before offering options for Wonderlic Scholastic Level Exam practice tests .

This is because, like with all psychometric tests, familiarity can help build confidence.

Extra tips for preparing, including helping with nerves, are also suggested; the Wonderlic SLE test can be a daunting one, so it’s a good idea to research and plan as much as possible.

A Guide to the Hogan Development Survey (HDS): with Tips & Examples

The Hogan Development Survey (HDS) is an assessment that is mainly used as part of the development and training process, often when employees are looking for promotions or moves into leadership positions.

As a personality assessment , the HDS looks at what is known as ‘dark side personality’ to evaluate the personality traits that could be derailment risks for future success.

In this article, you’ll get an in-depth look at the Hogan Development Survey and how it fits with the other types of assessment that Hogan produces.

You’ll find a detailed discussion of the specific traits that the Hogan Development Survey assesses and what this means in terms of work behaviours and why they are considered to be risks.

You’ll learn more about the structure and layout of the assessment and when you might need to take it, what the questions look like and how you need to answer them, the way the assessment is scored and some tips for success.

What Is the Hogan Development Survey?

Hogan is a well-known and respected publisher of assessments to be used both as part of the recruitment process and for employee development.

Established in 1987, Hogan focuses on occupational psychology and the science of personality, and its most used assessments are the ones that look at different facets of employee personality – the ‘bright side’, the ‘dark side’ and the ‘inside’.

A Full Guide to the PWC Assessment 2024

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.

HESI A2 Math Test: A Full Study Guide & Tips

The HESI A2 test is a series of tests administered by Health Education Systems Incorporated to those wanting to enroll on nursing programs.

It covers eight topics, including math, biology and grammar.

As these tests determine whether you get accepted, you must prepare to achieve your best possible score.

To help with your preparation, this article focuses on the HESI math test and covers:

  • What is on the HESI A2 math test
  • Example questions
  • Tips for preparing for and taking the test

What Is the HESI A2 Test?

The HESI A2 test is a series of aptitude tests, known as subtests, designed by Elsevier to assess whether a candidate has the skills to achieve their NCLEX-RN (or similar) for nursing school.

The eight subtests the students are expected to complete are:

  • Anatomy and Physiology

Only some programs require all eight tests.

They are available online remotely, at a testing center, and at your school.

The math test has 55 questions, while the reading, grammar and vocabulary tests consist of 50. Biology, anatomy and physiology, and chemistry all have 30 questions, and physics has 25.

All the questions are multiple-choice, and the time limits vary from 25 to 50 minutes.

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

A Guide to the FBI Phase 1 Test: Examples & Tips

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 Full Guide to the 5th Grade Map Test

'MAP' is an acronym for Measures of Academic Progress . MAP tests are used to check the progress of a student’s achievement over the course of their academic journey.

Students in all school year groups (from kindergarten to 12th grade) are required to take a version of the test.

The MAP test is an adaptive assessment, which means the level of difficulty adapts according to the answers given.

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.

A Guide to the OAR Test: Examples & Tips

This article looks at the OAR Test , an aptitude test for those applying to be officers in the Navy, Marines or Coast Guard .

It will delve into what the test consists of, OAR practice tests, the format and the scoring system.

What Is the OAR Test?

OAR stands for Officer Aptitude Rating and the test is taken by those who want to become an officer in the US Navy, Marine Corps or Coast Guard. It is part of the Aviation Selection Test Battery Exam.

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 Predictive Index Test

The Predictive Index Test is a useful tool that is frequently used by employers around the world as part of their recruitment plans. Typically used in the early stages of the application process, the Predictive Index Assessment can identify an applicant’s cognitive capabilities as well as their behavioral traits. This helps them to quickly assess whether the applicant is right for the job.

The Predictive Index (PI) Test is a behavioral assessment tool often used by hiring managers (and HR managers) to measure an individual's personality and work-related behavioral traits.

Predictive Index tests are designed to predict how an individual may perform in a specific role or position based on their innate behavioral tendencies and personality traits.

In this comprehensive guide, you’ll learn more about Predictive Index assessments. You will discover what to expect from a PI test and figure out how to fully prepare for the test day.

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 Study Guide for the IBEW Aptitude Test: with Tips

The IBEW aptitude test is a prerequisite for those wishing to complete an electrician apprenticeship. It’s a timed test that allows employers to identify if someone has the right skills for an apprenticeship with the International Brotherhood of Electrical Workers.

The International Brotherhood of Electrical Workers (IBEW) is the official representative of more than 750,000 electricians across the US. To work as an apprentice, potential electricians must pass the electrician aptitude test, also known as the IBEW aptitude test.

Let's take a deep dive into this assessment to see what you should do to prepare for and pass the electrical apprentice aptitude test.

What Is the IBEW Aptitude Test?

The IBEW (International Brotherhood of Electrical Workers) aptitude test is a standardized test used to assess an individual's aptitude for electrical work.

The IBEW and its partner organizations use the test to select candidates for apprenticeships and other training programs.

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 Full Guide to the MAP Test Grade 4

The 4th grade MAP test is a computer-adaptive test taken three times a year to track your child’s academic development in grades 2 to 5.

It measures reading, language and mathematical abilities and is a useful tool for understanding your child’s current academic level, and identifying areas that need additional support and those students eligible for gifted and talented programs.

As tests can be a challenging experience for younger children, proper preparation is essential.

Throughout this article, you’ll find details about the test, example questions and the best ways to help your child prepare for the MAP test (grade 4).

A Full Guide to the Map Test Grade 3

The Measures of Academic Progress (MAP) test is a widely used tool that measures a student’s progress and growth based on the common core curriculum followed by most US schools.

This adaptive, computer-based test provides educators with valuable data to evaluate learning and tailor instruction to meet individual needs.

The 3rd grade MAP test is specifically designed to measure growth and achievement in reading skills, language usage and mathematics.

This guide is a comprehensive overview of the MAP test for third-graders, including what the test measures, how it works and tips for preparing your child for the test.

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 .

Map Test Grade 7 Study Guide:  with Tips

The MAP test is a well-used assessment in the US school system, and the grade 7 test is used for children who are 12 to 13 years old.

In this article, we will discuss what the MAP assessment is in general, as well as the scoring system used for the test.

We will also describe the content of each section of the test so that you know what your child can expect during the assessment.

There are some example questions to show what grade 7 MAP test takers will face.

We will also give some tips on preparing for the assessment, and how to help your child perform well when they are taking the test at school.

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.

A Guide to the Nelson Denny Reading Test: Examples & Tips

The Nelson Denny Reading Test is a standardized assessment designed to measure reading comprehension and vocabulary skills.

Widely used in academic and employment settings, it evaluates an individual's ability to understand written passages and answer questions based on the content.

The test consists of multiple-choice questions and assesses critical reading skills necessary for success in various fields, including education and professional development.

What Is The Nelson Denny Reading Test?

The Nelson-Denny Reading Test is a standardized test commonly used in educational settings, such as schools and colleges.

Developed in 1930 and named after the two professors who developed the test: Emerson Charles Denny and Martin J Nelson, it was designed to measure and assess an individual's reading comprehension and vocabulary skills .

The Nelson Denny test consists of two main sections: vocabulary and reading comprehension.

The Vocabulary section assesses the test taker's understanding of word meanings and ability to select synonyms and antonyms.

The Reading Comprehension section evaluates their ability to comprehend and interpret written passages by answering multiple-choice questions.

The score attained on the Nelson Denny Reading test indicates the test taker's reading grade level . This score is often used to determine an individual's reading proficiency and identify improvement areas.

It is important to note that the test does not assess reading speed or fluency but focuses on reading comprehension and vocabulary skills.

Overall, the Nelson Denny Test helps educators and employers gain insight into an individual's reading abilities, which can help ensure students are placed in the correct class according to their skill level.

While the Nelson Denny reading assessment cannot be used to diagnose specific disorders, it is known to help identify candidates who require additional reading instructions.

How to Pass the ISEE Test in 2024

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 Study Guide to the WonScore Test 2024: with Practice Tips

The WonScore test is a popular assessment employers often use to select candidates with the best ability to solve time-sensitive and critical problems, and generally work under pressure.

This article provides a comprehensive guide on the Wonderlic WonScore test, helping you study and prepare for it.

Reading it, you'll also learn about the three main components of the assessment, how it is scored and what type of WonScore questions you can expect on the test.

What Is the WonScore Assessment?

The WonScore assessment was developed by Wonderlic, a leading company that provides solutions that facilitates the hiring process for top-tier businesses.

The purpose of this test is to assess the candidates' cognitive ability, motivational forces, and personality style.

If you want to impress a potential employer or hiring manager, the best way to do this is by acing the Wonderlic WonScore test.

Getting a good score on this assessment shows that you're a dedicated employee who has no trouble being productive even under highly stressful conditions.

Some of the companies known for using this test in the past or present are:

  • Canadian National Railway
  • David Weekly Homes
  • Ford Motor Company
  • Delta Air Lines
  • American Airlines
  • Consolidated Electrical Distributors
  • AlixPartners
  • Medline Industries
  • Epic System
  • IBM Assessment

A Study Guide for the CJBAT Test: with Tips

What Is the CJBAT Test?

The Criminal Justice Basic Abilities Test (CJBAT) is a test that is used as part of the recruitment process in the Florida Department of Law Enforcement (FLDE).

It is used for entry-level roles, either as a Law Enforcement Officer (LEO) or Corrections Officer (CO).

The CJBAT is designed to measure the ‘minimum competencies’ of candidates who want to join the FLDE – the basic skills, knowledge, competencies and characteristics that are needed to be successful in law enforcement.

Almost every candidate for a law enforcement or corrections position at entry level will be required to take the CJBAT, unless they have been honorably discharged from the military or they hold an associate degree or higher from an accredited college or university.

Applicants who have already completed (and passed) the CJBAT will have their results on file for four years, which means that they do not need to retake it.

The CJBAT costs $39, and there are three sections in the test that are separately timed. There are 97 questions in the assessment in total, and you will have 90 minutes to complete it.

  • Section I – 47 questions to be answered in 20 minutes.
  • Section II – 10 images with a minute and a half to answer questions
  • Section III – 40 questions to be answered in an hour.

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 Study Guide for the NYC Sanitation Test: & Tips

In this article, you’ll find all the essential information on question types, sample exams and the important concepts to study, plus tips on how you can ace your test.

Get ready to excel in the NYC Sanitation Test with our expert guidance.

What Is the NYC Sanitation Test?

The NYC Sanitation Test is for anyone interested in working with the Department of Sanitation in New York City.

You'll need to pass the NYC Sanitation Worker Exam, a multiple-choice paper and pencil test.

This exam is a crucial step towards a rewarding career in the department.

A Guide to the BCG Pymetrics Test 2024 & Tips

What Is the BCG Pymetrics Test?

The BCG Pymetrics test is part of the recruitment process for many roles at Boston Consulting Group – candidates usually take this test after their initial application.

Pymetrics is a US-based start-up that was founded in 2013, and it created a game-based recruitment assessment that uses AI and algorithms to measure 91 social, cognitive and behavioral traits.

These measurements are used to create a profile based on objective behavioral data – and this is then compared to high performers already in the role.

This results-based assessment is used by BCG to recruit consultants, and the test it uses has been specifically designed by Pymetrics to meet the needs of BCG – focusing on soft skills that are not easily evaluated in other ways.

As one of the top three consulting firms in the world, hiring the best candidates for BCG needs several hiring stages; the Pymetrics test is just one of these.

Format of the BCG Pymetrics Test

When you have applied for a role at BCG, and your application matches the basic requirements in education and experience, you will be sent an invitation to complete the BCG Pymetrics test.

You can take the test on your laptop or PC, but many people find it easier to complete it on their smartphone.

The BCG Pymetrics test is a gamified assessment, which means instead of answering questions like you would on a verbal reasoning or situational judgment test, you will be playing some mini-games.

There are 12 games, each lasting one to three minutes – and there are 12 to complete, usually taking about 30 minutes in total.

Guide for the Home Depot Interview for 2024

Home Depot is the largest home improvement retailer in America, and the sixth largest US-based employer globally.

Founded in 1978, Home Depot has more than 2,200 stores across the US, Canada, and Mexico, employing more than 500,000 people in many different types of roles, from retail to logistics and corporate.

Roles at Home Depot include:

  • In-store Sales Associates
  • Customer Service
  • Merchandising
  • Store Leadership
  • Warehouse and Distribution
  • Contact Center
  • Finance and Accounting
  • Communication

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.

What Is the Kolbe Test & How to Pass It in 2024

The Kolbe personality test is a personality assessment that evaluates an individual's natural problem-solving instincts.

It measures four Action Modes:

  • Fact Finder
  • Follow Thru
  • Quick Start
  • Implementor

It provides insights into how individuals approach tasks and challenges. The results from the test help in an individual's personal and professional development.

How to Take the Indeed Skills Test in 2024

What Is the Indeed Skills Test?

Indeed started as a US-based employment website in 2004.

Originally designed to be like a job board, Indeed worked as an aggregate site, allowing job posters to advertise vacancies.

As the years progressed, Indeed grew, and now it is the number one job site in the world and the job site with the highest traffic in the US, with 300 million unique visitors every month.

As part of this growth, you can now visit Indeed to not only upload your resume and apply for jobs, but you can also investigate companies, see average salaries and even get guides on getting into your dream career.

Indeed now offers skills tests , which can help recruiters focus on candidates who can demonstrate certain hard and soft skills relating to the position that they are advertising for.

There are more than 150 skills tests to choose from.

Recruiters can choose to add a skills test requirement to their job posting based on essential qualifications and skills listed in the job description. This means that they will give preference to the candidates who can demonstrate a high level of proficiency in that area.

The tests include hard skills like typing, soft skills like communication an Indeed personality assessment and behavior tests, and they usually take less than 10 minutes to complete.

How to Pass the McKinsey Problem Solving Game in 2024

The McKinsey problem solving test is a challenging computer-based assessment used by McKinsey & Company as part of their recruitment process.

The games are designed to test whether candidates have the correct skills for a career in consulting, including excellent problem solving and decision-making skills and the ability to handle complex data.

If you're interested in consulting, you probably already know about the McKinsey Problem Solving Game.

The McKinsey Problem Solving Game , also known as McKinsey PSG or Solve , is a challenging computer-based test .

It is designed to evaluate a candidate's problem solving skills, and it's a crucial step in the McKinsey recruitment process.

The McKinsey PSG differs from many other aptitude tests with its unusual game design. However, this does not mean that it is any less demanding.

This post will cover everything you need to know to pass the McKinsey problem solving game in 2024.

A Guide to the Morgan Stanley Internship

Each year, financial services provider Morgan Stanley is flooded with applications to its renowned internship programs.

Regardless of your field of study, you can apply to a Morgan Stanley summer program or to one of the organization's off-cycle internships that are available throughout the year.

If you are a student or recent graduate and would like to know what steps you should take to apply for a Morgan Stanley internship or are curious to know more about the company, this helpful guide should have all of the information that you need.

A Study Guide for the Star Reading Test 3rd to 4th Grade: With Tips

The Star Reading tests are a series of assessments that are given to children between kindergarten and 12th grade. They are used to evaluate each child on their reading ability.

Part of a wider battery of assessments, the Star Reading tests are relatively short, with multiple-choice answers and adaptive difficulty – so each child gets the opportunity to demonstrate their reading ability.

In this article, you will learn more about the Star Reading test, particularly on the tests that are given at the 3rd and 4th grade level .

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.

How to Write a CV to Get Your Dream Job – 2024 Guide + Examples

Your CV is often the first impression you make on a potential employer, so it is important to make it count. A well-written CV can help you get noticed by recruiters and hiring managers, and increase your chances of getting an interview.

In this article, you will get tips on how to write a professional CV that will land you your dream job. You will learn everything from the basic sections to include to how to tailor it to specific job openings and common mistakes to avoid.

iReady Diagnostic Scores – 2024 Guide

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.

CBP Entrance Exam: Practice Tests & Guide

The Customs and Border Protection Entrance Exam is a standardized assessment used by the US Customs and Border Protection (CBP) agency as part of its recruitment process.

The exam is designed to evaluate the cognitive abilities, skills and knowledge of individuals applying for various positions within the CBP.

It is a highly competitive exam and candidates will need to prepare if they hope to pass.

This article will help you improve your chances of passing by sharing details about the exam and the best ways 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

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.

Map Test Grade 7: Full Guide

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.

How to Prepare For the STAAR Test in 2024 – Ultimate Guide

The STAAR (State of Texas Assessments of Academic Readiness) test is an important examination that measures students' knowledge and skills in various subjects. Whether you're a student, parent, or guardian, it's essential to be well-prepared for this test to ensure success.

In this ultimate guide, we will explore the different aspects of the STAAR test and provide valuable tips on how to prepare effectively.

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.

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.

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.

Curriculum Vitae (CV) vs Resume – What’s The Difference?

Sometimes, when applying to a job, you might be wondering when to use a CV vs resume?

After all, what is the difference between a CV vs resume?

This article will explore what is a cv vs resume, and highlight the importance of CVs and resumes in job applications.

What Is a CV vs Resume?

A Curriculum Vitae (CV) and a resume are documents that are essential components of the job application process for several reasons:


CVs and resumes can be customized for specific job opportunities. You can tailor the content to match the job description, emphasizing the skills and experiences that are most relevant to the position.

This customization increases your chances of being selected for an interview.

Evidence of Achievements

CVs and resumes provide tangible evidence of your accomplishments. They allow you to showcase your past successes, work history and educational achievements.

By presenting this evidence, you demonstrate your ability to contribute to the employer’s goals.


Well-structured and error-free CVs and resumes convey professionalism.

They show that you are serious about the job application and have taken the time to present your qualifications in a clear and organized manner.

Structured Communication

CVs and resumes follow a structured format, making it easy for employers to locate specific information such as your work history, education, and skills.

This structured communication helps employers make informed decisions efficiently.

Reference for Interviews

Once you are selected for an interview, your CV or resume often serves as a reference point for the conversation.

Interviewers may ask questions based on the information you provided in your document, so it’s essential that your document accurately reflects your qualifications

Legal and Ethical Requirement

In some cases, providing a CV or resume is a legal or ethical requirement, especially when applying for certain positions or government jobs. Failing to submit the required documentation can disqualify you from consideration.

Documentation for Career Progression

Over time, your CV or resume becomes a record of your career progression. It can be useful for tracking your achievements, planning your career path and applying for promotions or advanced positions within your organization

CVs and resumes are pivotal in the job application process. They serve as a marketing tool to promote your qualifications, a screening tool for employers, and a reference point for interview discussions.

Crafting a strong CV or resume is crucial for securing job interviews and advancing in your career.

Professional CV vs Resume Difference

  • CV – Typically longer, often extending to several pages, allowing for a comprehensive overview of your academic and professional history.
  • Resume – Shorter, typically limited to one or two pages, focusing on the most relevant and recent information related to the job you’re applying for.
  • CV – Provides an extensive academic and professional history, including details about research, publications, presentations, teaching experience and more. It is common in fields such as academia, research and certain international job markets.
  • Resume – Emphasizes key qualifications, skills, work experience, and accomplishments relevant to the specific job you’re applying for. It typically excludes detailed academic information unless it is directly related to the position.
  • CV – Used in academic and research settings, as well as in international contexts where a more comprehensive document is expected. It is also used when applying for grants, fellowships or certain government positions.
  • Resume – Standard for job applications in most industries and is tailored to each specific job or career field. It is used to demonstrate your qualifications for a particular role.

Personal Information

  • CV – May include personal details such as your full name, contact information, academic background, research interests and publications.
  • Resume – Typically includes your name, contact information, a summary or objective statement, work experience, skills and education. It provides basic personal information.


  • CV – More flexible in terms of format and content. It can include various sections based on the individual’s achievements and qualifications.
  • Resume – More standardized with a specific structure that is expected by most employers. Customization is primarily done by tailoring the content to the job.

These key differences highlight the distinct purposes, lengths, and content of CVs and resumes, making it important to choose the appropriate document based on the specific job application and industry requirements.

Definition and Purpose of a CV

A Curriculum Vitae, commonly referred to as a CV, is a comprehensive document that provides a detailed summary of an individual’s academic and professional background.

The purpose of a CV is to present a thorough and extensive account of an individual’s qualifications, achievements, work history, education, and other relevant information.

The primary purpose of a CV is as follows:

Academic and Research Settings – In academic and research environments, a CV is the standard document for job applications, academic positions, research opportunities, and grants. It allows individuals to showcase their educational achievements, research experience, publications, presentations and teaching experience.

Comprehensive Overview – A CV is designed to offer a comprehensive and in-depth view of the individual’s professional journey. It goes beyond just listing work experience and includes academic accomplishments, research contributions, awards and certifications.

Demonstration of Expertise – By providing an extensive record of academic and professional achievements, a CV allows individuals to demonstrate their expertise, knowledge, and suitability for roles that require a deep understanding of a specific field or discipline.

International and Government Positions – In certain international job markets and when applying for government positions, CVs are commonly used. These contexts often require detailed documentation of an individual’s qualifications and contributions.

Grant and Fellowship Applications – When applying for research grants, fellowships, or academic scholarships, a CV is often required to document the applicant’s qualifications and previous research or academic work.

Promotion and Advancement – Within an academic or research institution, a CV is used to track an individual’s career progression. It’s also crucial when seeking promotions and advanced positions within the organization.

Definition and Purpose of a Resume

A resume is a concise and tailored document that provides a summary of an individual’s qualifications, work experience, skills, and accomplishments.

The purpose of a resume is to present a focused and relevant snapshot of the individual’s professional background to a potential employer.

The primary purpose of a resume is as follows:

Job Applications – Resumes are the standard document used in job applications across most industries. Their primary purpose is to introduce the applicant to a potential employer and demonstrate their qualifications for a specific job or career field.

Concise Summary – A resume condenses an individual’s professional history into a brief and easily scannable format. It highlights the most relevant and recent information, allowing employers to quickly assess the candidate’s suitability for a particular position.

Customization – Resumes are highly customizable. Applicants can tailor the content to match the specific job description and requirements, emphasizing the skills, experiences and achievements that are most pertinent to the job they are applying for.

Quick Screening Tool – Resumes serve as a screening tool for employers who receive numerous applications. They help hiring managers and recruiters efficiently identify qualified candidates and determine who should be invited for interviews.

Interview Discussion Reference – Once selected for an interview, the resume often serves as a reference point for the conversation. Interviewers may ask questions based on the information provided in the resume, making it important for the document to accurately reflect the applicant’s qualifications.

Marketing Tool – A well-crafted resume is a marketing tool that allows applicants to present themselves in the best possible light. It showcases their relevant skills, achievements and experiences, making a compelling case for why they are the right fit for the job.

Professionalism – Resumes convey professionalism and a commitment to the job application process. A well-structured and error-free resume reflects positively on the applicant’s dedication to securing the job.

Standard Format – Resumes follow a standardized format, which makes it easy for employers to locate specific information, such as work history, education and skills. This structure streamlines the hiring process.

Career Progression – Over time, resumes serve as a record of an individual’s career progression. They document work history, promotions, accomplishments and the development of skills.

In summary, a resume is a focused, concise, and customizable document used in job applications to present the most relevant qualifications and achievements.

Its primary purpose is to help employers quickly assess the suitability of an applicant for a specific job and to secure interviews for further evaluation.

Length and Structure

Length and number of pages of a cv.

The length of a Curriculum Vitae (CV) can vary depending on the individual’s qualifications, experiences, and the norms of their specific industry or country.

However, there are some general guidelines to consider:

No Strict Page Limit – Unlike resumes, there is no strict page limit for a CV. CVs are typically longer documents and can span multiple pages, particularly for individuals with extensive academic and professional backgrounds.

Typical Length – In many cases, a CV may be between two and six pages. However, it can be longer for highly experienced professionals, senior academics, or individuals with numerous publications and research projects.

Content Dictates Length – The content of the CV should dictate its length. It should include all relevant academic achievements, research work, publications, presentations, teaching experience, professional history, awards, certifications and other qualifications.

Relevance Is Key – While a CV can be lengthy, it’s essential to include information that is directly relevant to the job or opportunity you’re applying for. Tailor the content to the specific position while still maintaining a comprehensive overview of your qualifications.

Clarity and Readability – Regardless of length, a CV should be well-organized, easy to read, and maintain the reader’s interest. Use clear headings, bullet points and concise language to ensure that the document is engaging and informative.

Consider Industry Standards – In some industries and countries, there may be specific expectations regarding CV length. It’s a good practice to research the norms and expectations for CVs in your field and region.

Ultimately, the key is to strike a balance between providing a comprehensive account of your qualifications and experiences while ensuring that the document remains focused and relevant to the specific job application.

It’s important to remember that the goal of a CV is to present a detailed overview of your academic and professional journey, making it longer and more comprehensive than a resume.

Sections Commonly Included in a CV

A Curriculum Vitae (CV) typically includes various sections that provide a comprehensive overview of an individual’s academic and professional history.

While the specific sections may vary depending on the individual’s qualifications and field of expertise, here are some common sections found in a CV:

  • Contact Information – This section includes your full name, phone number, email address, and sometimes your physical address.
  • Objective or Summary – A brief statement at the beginning of the CV that highlights your career goals, qualifications, and what you bring to the table.
  • Education – Details about your educational background, including the name of the institution, degree(s) earned, graduation dates and relevant coursework or thesis topics.
  • Research Experience – A section where you describe your research experience, including the projects you’ve worked on, your role and any significant achievements or findings.
  • Publications – A list of your published work, including journal articles, books, conference papers, and other academic publications. Include the full citation for each publication.
  • Presentations – Details about presentations you’ve given at conferences, seminars or workshops, including the title, date, location and any related information.
  • Teaching Experience – Information about your teaching roles, which may include courses taught, institutions, teaching methods and any awards or recognition.
  • Awards and Honors – A list of any academic or professional awards, scholarships, grants or honors you’ve received.
  • Professional Memberships – Membership in professional organizations or associations, including the name of the organization and your role (e.g., member, officer).
  • Skills – A section where you list your technical, research, or language skills relevant to your field.
  • Languages – If you’re proficient in multiple languages, you can specify your level of proficiency in each language.
  • Certifications and Training – Any relevant certifications, training programs or workshops you’ve completed.
  • Professional Experience – Details about your work history, including job titles, employers, dates of employment and a brief description of your roles and responsibilities.
  • Internships or Research Assistantships – Information about any internships or research assistant positions you’ve held, including the organization, dates and key responsibilities.
  • References – You may include a list of references or simply state that references are available upon request. Be sure to inform your references beforehand.
  • Research Interests – A section where you outline your research interests or areas of expertise.
  • Grants and Funding – Information about research grants, fellowships or funding you’ve received, including the source, purpose and amounts.
  • Professional Development – Any professional development activities, workshops or conferences you’ve attended.
  • Community Involvement – Details about your involvement in community service, volunteer work, or relevant extracurricular activities.

Remember that the specific sections you include in your CV may vary based on your academic and professional background and the requirements of the job or opportunity you’re applying for.

Tailor your CV to highlight the most relevant information for the specific application.

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, we will delve into various aspects of the TEAS Maths 7 Test, including what it entails, when it is taken, example questions to help you prepare, and tips for success.

So, let's dive right in!

10 Best Executive Resume Writing Services to Unlock Your Career Potential in 2024

When looking for the best executive resume writing service, consider the following features:

  • Experienced in writing resumes in your industry
  • Transparent pricing structures
  • A good amount of revisions
  • Solid customer reviews
  • Efficient turnaround times

As the professional landscape becomes more competitive, it’s recommended that executives seeking to elevate their careers make use of executive resume writing services.

Crafting a resume tailored to senior positions requires a specialized approach, and the expertise of top executive resume writers can make a significant difference.

This article will explore the top 10 executive resume writers in 2024, explaining why executives should consider them, what to look for, and address some common questions about these services.

The 10 Best Executive Resume Writing Services

Here are the top 10 executive resume writers:

  • My Perfect Resume
  • Topstack Resume
  • Briefcase Coach
  • CEO Resume Writer
  • Capstone Resume Services
  • Career Steering
  • The Writing Guru

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
  • – Best for those on a budget

ATI TEAS 7 Science Test – Ultimate Study Guide For 2024

The ATI TEAS 7 Science Test is an essential component of the TEAS exam, which is widely used by nursing schools to assess a student's knowledge and skills in the field of science.

In this comprehensive study guide, we will provide you with all the information you need to successfully prepare for and ace the ATI TEAS 7 Science Test.

How to Pass the WorkKeys Applied Math Test in 2024

Passing the WorkKeys Applied Math Test in 2024 can be essential for job seekers.

This test evaluates math skills, which are increasingly important to employers. The WorkKeys math test is a widely used tool and is used to assess math competencies and skills for various job positions.

Here you’ll learn everything you need to know about how to excel in this test.

Despite the belief that a person doesn't use over half of the math knowledge they acquired during their education, these skills are applied in many fields.

In fact, math is among the most assessed skills on job applications, and more and more employers use it in their requirements for hiring.

As part of the WorkKeys assessments test group, the WorkKeys Applied Math is a widely utilized test among both employers looking for swift applicant filtering and candidates wanting to showcase their abilities in a specific field.

In this article, you’ll learn how to pass this test in 2024.

How to Pass the WorkKeys Test in 2024

Many employers in the United States use the WorkKeys assessment to gauge whether a prospective candidate is suitable for recruitment or training opportunities.

The assessment is made up of eight aptitude tests, including Applied Mathematics, Graphic Literacy, Workplace Documents, Applied Technology and Business Writing.

To stand the best chance of passing the WorkKeys Test in 2024, you will need to study all parts of the test, work through practice papers and improve your time management.

What Is the Act WorkKeys Test?

The ACT WorkKeys test is a suite of assessments developed by the ACT (American College of Testing).

The WorkKeys tests are used to measure essential workplace skills that are required for various career paths and industries.

As a candidate, the WorkKeys assessment helps you to identify which skills you need to improve on for your desired job role.

Understanding the Accuplacer Test Score

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.

How to Write a CV With No Work Experience – A Complete Guide

Creating a compelling CV can be a daunting task when you lack traditional work experience, especially if you're just starting your career journey.

But fear not, as this complete guide will lead you through the process of crafting an impressive CV that effectively communicates your skills, strengths, and potential.

Whether you're a recent graduate, switching careers, or entering the workforce for the first time, this article will provide you with invaluable insights on how to write a CV that catches the eye of potential employers and secures your place in the job market.

How to Write Professional Summary in CV Effectively: 2024 Guide & Examples

In the world of job hunting, your CV is your primary tool to make a lasting impression on potential employers.

A well-crafted CV can open doors to countless opportunities, but it starts with the first section – the professional summary.

Whether you're a seasoned professional or just starting your career, understanding the art of the professional summary and leveraging it to your advantage can be the key to securing your dream job.

In this comprehensive guide for 2024, we'll explore how to write a professional summary in your CV effectively, including handy tips such as how to highlight your top selling points in one to four sentences and with practical examples to ensure your professional summary stands out.

5 Best Skills to Add in a CV to Get Your Dream Job

In today's highly competitive job market, having a well-crafted and impressive CV is essential for landing your dream job.

While a strong educational background and relevant experience are crucial, it's the skills you bring to the table that can set you apart from the competition.

This article explores the top five skills you should consider adding to your CV to increase your chances of securing that coveted position.

Whether you're a recent graduate or a seasoned professional, these skills can make a significant difference in your job search journey.

Secondary School Admission Test (SSAT) – Dates, Locations & Practice Questions

The Secondary School Admission Test (SSAT) is a critical milestone for students seeking entrance into prestigious secondary schools.

The exam is designed to evaluate a student's verbal, quantitative and reading skills.

Administered at various locations, the SSAT serves as a comprehensive measure of a student's readiness for the challenges of the next level of their education.

Find out the essential information about SSAT dates, locations and practice questions to help you and your child prepare.

What Is the SSAT Exam?

The acronym SSAT stands for Secondary School Admission Test.

The SSAT was first developed by the Enrollment Management Association (EMA).

This was formerly known as the Secondary School Admission Test Board (SSATB).

The EMA is a non-profit organization dedicated to providing tools and services for admissions professionals and educators.

The primary purpose of the SSAT is to assess the academic abilities of students seeking admission to private elementary, middle and high schools.

It serves as a standardized measure, offering schools a common benchmark to evaluate the skills of prospective students.

The test covers areas such as math, verbal reasoning and reading comprehension.

This provides a comprehensive view of a student's abilities. It is used for students in grades three to 11.

The SSAT is used by many private schools as part of their admissions process.

By incorporating a standardized test, schools can objectively evaluate applicants from diverse educational backgrounds.

The test helps schools identify students who are likely to succeed in their academic programs. This ensures a fair and consistent evaluation process.

Additionally, the SSAT provides a means for students to showcase their academic strengths and potential.

This enhances the overall admissions decision-making process.

How to Prepare For Canadian Adult Achievement Test (CAAT) in 2024? – A Complete Guide

The Canadian Adult Achievement Test (CAAT) is an assessment designed to measure an individual's readiness for postsecondary education, apprenticeships, employment or promotion opportunities in Canada.

The CAAT plays a crucial role in evaluating the skills and knowledge of test-takers.

This comprehensive guide will provide insights into the CAAT, including its purpose, format, scoring and preparation strategies.

How to Pass the QTS Skills Test in 2024

What Is the QTS Skills Test?

The QTS Skills Test was developed by the Department for Education in 2008.

It is taken by those wanting to pursue a career in teaching. Passing the test enables candidates to obtain the Qualified Teacher Status.

Similar to the PGCE maths and English test, this test aims for potential teachers to demonstrate their ability to complete various teaching-related professional tasks.

Candidates take this test after obtaining an undergraduate degree and completing the teacher training program.

Since April 2020, the test is no longer mandatory, but many state-funded schools and other special schools still require prospective teachers to take the QTS Skills tests.

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.

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.

What Is a Good ASVAB Score?

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.

Wiesen Test of Mechanical Aptitude (WTMA)

The Wiesen Test of Mechanical Aptitude (WTMA test) plays a key role in assessing an individual's mechanical comprehension.

In addition, this is a critical skill set demanded by numerous professions including engineering, manufacturing and construction.

This article provides a comprehensive overview of the WTMA covering its purpose and relevance in various industries.

You can explore the test format by reading sample questions and finding practical tips for effective preparation.

This will give you a solid foundation to navigate the Wiesen test confidently and make informed career or educational choices based on your mechanical aptitude.

How to Write the Best Personal Statement for a CV – 2024 Guide & Examples

At the heart of your CV is the personal statement, a segment that, while often underrated, plays a pivotal role in shaping your professional narrative and setting you apart from other candidates.

This article is tailored to guide you through the process of crafting an outstanding CV personal statement, whether you're an experienced professional seeking new opportunities or a recent graduate embarking on your career.

We delve into essential aspects of personal statement writing, covering:

  • Research and preparation
  • Effective structuring
  • Adopting the appropriate writing style and tone
  • Formatting your statement to maximize its impact

By exploring real-life examples and analyzing key components, this article equips you with the tools to tailor your personal statement to reflect your unique experiences and ambitions.

What Is a Personal Statement?

Your personal statement, often located at the top of your CV, is a concise yet powerful narrative that encapsulates your professional identity.

It serves as a brief introduction to who you are, your qualifications and what you bring to the table.

The primary purpose of a personal statement is to grab the reader's attention, making them eager to learn more about you and why you're the perfect fit for the job.

Consider the company's culture, values and the job's requirements when tailoring your personal statement to ensure that it not only captures your qualifications but also showcases your alignment with the organisation's goals and mission.

A Guide to the Google Apprenticeship Program & Tips 2024

This article explores apprenticeships at Google.

We look at what the apprenticeship program involves and the different business areas in which Google runs apprenticeship programs.

For those interested in applying, we delve deeper into the application process and provide some hints and tips on performing to the best of your ability throughout the process to give yourself the best opportunity to secure an apprenticeship in the business area of your choice.

What Is Google Apprenticeship?

Google is a multinational technology company that specializes in internet-related products and services.

Founded in September 1998 by Larry Page and Sergey Brin, Google is best known for its search engine, revolutionizing how people find information online.

The company's mission is to ‘organize the world's information and make it universally accessible and useful’.

Google's reach extends beyond its search engine, encompassing a wide range of products and services that impact various aspects of modern daily life.

Positions at Google are coveted, with the company offering opportunities at all different levels of experience.

This includes those looking for an apprenticeship program.

The Google Apprenticeship is a structured training program designed to provide individuals with hands-on experience and practical skills in various technology and business fields.

These programs aim to bridge the gap between formal education and real-world job requirements, allowing individuals to gain insights and knowledge on specific business areas while working on actual projects within Google or its partner organizations.

The primary purpose of Google Apprenticeships is to equip participants with the skills needed to succeed in the tech industry.

These programs offer a structured learning path that combines on-the-job training with classroom instruction, enabling participants to develop a strong foundation in their chosen field.

Google Apprenticeships are available in select locations. The duration of the apprenticeship depends on the focus and complexity of the training in the business area.

Some programs last for a few months, while others, such as those in software engineering, could last up to 36 months.

Eligibility for Google Apprenticeships can vary based on the specific program and location.

These programs target individuals who do not have college degrees but are eager to learn and enter the technology workforce.

Applicants may need to meet specific prerequisites, including relevant skills, experience or educational background.

Unlike traditional internships, Google Apprenticeships are paid positions.

Participants receive a salary for their work during the program, making them an attractive option for individuals seeking practical experience while earning an income.

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.

8 Best Skills to Have on Your Resume

In the fast-paced landscape of 2024, the job market continues to evolve, demanding a new set of skills and competencies from professionals.

As candidates vie for coveted positions, the resume remains a critical tool in their arsenal.

A well-crafted resume not only serves as a snapshot of one's qualifications but also showcases the invaluable skills that set them apart from the competition.

In this dynamic environment, it's imperative to stay ahead of the curve by incorporating the most sought-after skills.

Whether you're a seasoned professional or just starting out on your career journey, knowing which skills to highlight can make all the difference in catching the eye of a recruiter.

In this article, you’ll learn more about the best skills to have on your resume and get examples of skills to put on a resume, equipping you with the knowledge and insights needed to leave a lasting impression on prospective employers.

From adaptability to data analysis, digital marketing to cybersecurity, you’ll explore the competencies that are reshaping industries and opening doors to exciting new opportunities.

So, let's embark on this journey of skill-building and position yourself as a standout candidate in a competitive job market.

Why It’s Important to Showcase the Right Skills on Your Resume

Showcasing the right skills on your resume is not just important, it is imperative for several key reasons:

Bridging the Employer's Needs with Your Capabilities

Employers are on the lookout for candidates who can hit the ground running. By listing the skills closely aligned with the job description, you are effectively bridging the gap between the employer's needs and your own capabilities.

This shows that you are not just qualified, but ready and able to tackle the specific challenges the position presents.

Passing the Automated Gatekeepers

Many companies use Applicant Tracking Systems (ATS) to filter resumes before they even reach human eyes.

These systems are programmed to pick up on keywords that are often skill-related.

Including the right skills ensures that your resume passes through these automated gatekeepers and reaches the hiring manager.

Demonstrating Relevance in a Changing Work Environment

The workplace is continually evolving, with new technologies and methodologies being introduced at a rapid pace.

Presenting the skills you have that are in demand demonstrates your relevance and awareness of industry trends. It shows that you are not only competent but also adaptable and forward-thinking.

Positioning Yourself as a Valuable Asset

The skills on your resume should reflect your ability to add value to a company from day one. When you highlight skills that are in demand, you position yourself as a valuable asset.

Employers are not just looking for workers; they're looking for contributors who will bring in new ideas and drive the company forward.

Differentiating Yourself from the Competition

A resume that clearly articulates specific, relevant skills helps you stand out in a crowded field of applicants.

Rather than being another face in the crowd, your resume tells the hiring manager that you possess a unique set of skills that sets you apart from other candidates.

Creating Opportunities for Growth and Advancement

By displaying skills that go beyond the basic requirements of the job, you signal your potential for growth. Employers are not just hiring for the present; they are also planning for the future.

A candidate with a robust skill set is seen as someone who can take on greater responsibilities and advance within the organization.

Examples of Skills to Put on a Resume

Below you’ll find some examples of good skills to put on a resume.

Of course, these will vary depending on your skill set and experience, but this list will give you an idea of what employers are looking for.

1. Adaptability and Resilience

The ability to adapt to new circumstances and bounce back from challenges is a skill that has risen to paramount importance.

Employers seek individuals who can navigate shifts in technology, industry trends and work methodologies with grace and composure.

Adapting to New Technologies and Methodologies

Staying abreast of emerging technologies and methodologies is no longer a choice, but a necessity.

The pace at which industries evolve demands professionals who can swiftly embrace and integrate new tools and techniques into their workflow.

Whether it's mastering the latest software or understanding innovative processes, showcasing adaptability in this realm can set you apart as a candidate who's ready to hit the ground running.

Navigating Change in the Workplace

Organizations are constantly in flux, responding to market demands, regulatory changes and internal shifts.

Those who can navigate and even thrive in this dynamic environment demonstrate invaluable resilience.

Being open to change, maintaining a positive attitude, and showing a willingness to learn are all hallmarks of adaptability in the workplace.

These are all great examples of professional skills.

Demonstrating Resilience in Challenging Situations

Resilience is the ability to persevere and maintain productivity in the face of adversity.

It's about turning setbacks into opportunities for growth. When discussing your experiences on your resume, highlight instances where you've faced challenges head-on, showcasing your ability to adapt, learn and ultimately triumph in the face of adversity.

Embracing adaptability and resilience not only positions you as a candidate who can weather any storm but also signals to employers that you're equipped to thrive in the current, ever-evolving professional landscape.

By demonstrating your capacity to adapt and rebound, you'll leave a lasting impression on recruiters seeking individuals who can rise to the occasion in a rapidly changing world.

2. Data Analysis and Interpretation

The ability to harness data for informed decision-making is a skill that holds unparalleled value.

Employers are seeking individuals who can not only collect and organize data but also draw meaningful insights to drive business strategies.

Importance of Data-Driven Decision-Making

In an era where data is generated at an unprecedented pace, businesses rely on actionable insights to gain a competitive edge.

Proficiency in data analysis allows you to transform raw information into strategic recommendations.

Highlighting your ability to make data-driven decisions on your resume underscores your potential to contribute meaningfully to the organization's objectives.

Proficiency in Data Analysis Tools and Software

When it comes to adding job skills to your resume, demonstrating expertise in data analysis tools and software is essential in showcasing your technical competence.

Whether it's proficiency in platforms like Excel, Tableau or more specialized tools, specifying your capabilities in this area provides concrete evidence of your ability to handle complex datasets.

Translating Data into Actionable Insights

Being able to not only analyze data but also extract actionable insights is a highly sought-after skill.

Employers are eager to find individuals who can discern patterns, identify trends, and make recommendations based on their findings.

When detailing your experiences, emphasize instances where your data analysis directly contributed to improved decision-making or operational efficiency.

In a data-driven world, the ability to navigate and make sense of complex datasets sets you apart as a candidate who can turn information into a powerful asset.

By showcasing your proficiency in data analysis and interpretation as job skills on your resume, you position yourself as a valuable resource in an environment that increasingly relies on informed, strategic choices.

3. Digital Marketing and Social Media Management

Businesses are more reliant than ever on effective online presence and marketing strategies.

Proficiency in digital marketing and social media management is a highly valued skill set, as it directly impacts a company's visibility and engagement with its target audience.

So these are good skills to add to your resume.

Leveraging Online Platforms for Business Growth

Understanding how to effectively utilize online platforms is crucial for driving business growth. This includes expertise in areas such as search engine optimization (SEO), pay-per-click advertising (PPC), content marketing and email marketing.

Demonstrating your ability to create and execute successful digital marketing campaigns showcases your capacity to contribute to a company's revenue and brand visibility.

Understanding Algorithms and Analytics

In the dynamic world of digital marketing, staying updated on algorithms and analytics is paramount.

This involves a deep understanding of platforms like Google Analytics, social media insights and other tracking tools.

Highlighting your proficiency in interpreting data to refine marketing strategies is key to proving your effectiveness in this area.

Creating and Implementing Effective Digital Marketing Strategies

Crafting and executing digital marketing strategies requires a blend of creativity, analytical thinking, and market insight.

Detailing instances where you've successfully planned and executed campaigns, including metrics on engagement, conversion rates and ROI, provides tangible evidence of your expertise in this domain.

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.

How to Pass the FireTEAM Test in 2024

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.

What Is a Concentration Test and How to Pass It in 2024?

The act of focusing your attention, concentration is a process that we use every day.

Whether it is while watching a film, reading a book or just taking part in a conversation, you may be concentrating without even realising!

Concentration generally comes naturally to us.

While there may be times where we struggle to focus, we can more often than not direct our attention to the task at hand.

It is an important skill to maintain because it helps us study, improves our memory, enables faster comprehension and allows us to ignore irrelevant thoughts.

These qualities are especially valuable in the workplace.

To assess job candidates’ ability to concentrate, many organisations administer concentration tests during the application process.

Firefighter Exam 2024 – Guide and Tips

A career as a firefighter can be rewarding and challenging, in equal parts. If you are considering a career in your local fire department you should prepare for a lengthy and intense recruitment process.

As part of the recruitment process, in addition to a physical fitness test, you will be required to sit a written firefighter exam that covers various subjects.

The entry-level firefighter exam varies between departments and states but always covers the same key areas of competence, including math skills, reading comprehension and problem-solving.

You can practice for your firefighter test in advance to stand the best chance of passing and moving a step closer to getting hired by your local fire department.

How to Ace the Berke Assessment Test in 2024

When applying for a job, you are typically required to submit your resume and a cover letter outlining why you are the perfect fit for the role.

For some vacancies, you may also need to take an assessment that measures your personal qualities. One assessment that is used by companies including David Weekley Homes, ExpressCare, Polaris and AmeriLife is the Berke Assessment Test .

The Berke Assessment is a test administered by companies as part of their job application process.

The test includes questions on cognitive ability and personality traits. The best way to prepare for the test is by taking practice tests that include similar questions.

By asking candidates to take the test, recruiters can see who is predicted to be the best match to the role.

In this guide, we will explain all you need to know about the test and how to prepare for success.

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.

ATSA Test (Air Traffic Skills Assessment) – Guide 2024

For those applying for a job in air traffic control, they will have to take and pass the Air Traffic Skills Assessment, more commonly referred to as the ATSA exam.

It is vital to pass the exam to continue in the recruitment stage. It is also important to prepare and do your best, as the higher the score, the more likely it is that you will be offered a position.

This article will look at what is involved in the ATSA test, who is eligible to take it, ATSA test prep and how to access ATSA practice exams.

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 MCOLES Test in 2024

The MCOLES test is a pre-employment test that all individuals applying for law enforcement roles within Michigan state need to complete.

The test evaluates an individual's basic reading and writing skills, skills essential in being able to communicate effectively and interpret law-related policies and procedures.

Through preparation is needed to attain a passing score of at least 70% on the test.

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.

How to Pass the SHL Deductive Reasoning Test in 2024

The SHL Deductive Reasoning Test is an assessment employers use to evaluate candidates' logical thinking skills.

It presents logical arguments and requires candidates to determine if conclusions follow from given premises.

Candidates can prepare by practicing tests, honing logical reasoning skills, and familiarizing themselves with formal logic rules to excel in this assessment.

What Is the SHL Deductive Reasoning Test?

The SHL Deductive Reasoning Test is a cognitive assessment tool used in the recruitment and selection processes for many roles in several industries.

SHL (Saville and Holdsworth Ltd.) is a well-known company specializing in psychometric assessments and organizational talent measurement solutions.

SHL assessment tools are used in the early stages of the recruitment process, enabling recruiters to identify candidates with the specific aptitudes needed for success in a role in an organization.

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.

Pipefitter Test: Guide & Tips 2024

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

How to Pass the NJATC Aptitude Test in 2024

If you're considering a career as an electrician in the US, the NJATC (National Joint Apprenticeship and Training Committee) Aptitude Test is a significant step in the process.

This comprehensive NJATC aptitude test study guide will walk you through all the essential information you need to know about the NJATC Aptitude Test, including its format, preparation tips and practice tests, and address some frequently asked questions.

What Is the NJATC Aptitude Test?

NJATC stands for the 'National Joint Apprenticeship and Training Committee'.

This committee collaborates with two prominent organizations:

  • The International Brotherhood of Electrical Workers (IBEW)
  • The National Electrical Contractors Association (NECA)

Working in unison, IBEW and NECA strive to provide high-quality training and educational opportunities for individuals aspiring to become skilled electricians.

How to Pass the GEICO Assessment Test in 2024

If you're considering a career opportunity at GEICO, you're likely aware of the competitive nature of their recruitment process.

As the second-largest motor insurance company in the US, GEICO attracts many applicants for both customer-facing and non-customer-facing positions.

One critical step in this process is the GEICO assessment test .

This guide will walk you through everything you need to know to effectively prepare for and pass the GEICO assessment test.

It will also provide sample questions and GEICO assessment test answers.

What Is the GEICO Assessment Test?

GEICO, short for the Government Employees Insurance Company, is the entity responsible for designing and implementing the assessment test .

Established in 1936, GEICO is renowned for its rigorous recruitment standards.

Nassau County Civil Service Exams & Jobs – 2024

The Nassau County Civil Service tests are an important part of the Nassau County recruitment process.

As applications are highly competitive, it is essential to stay up-to-date with the official announcements and notifications regarding upcoming exams and prepare effectively.

This article will help in your preparation by providing details of the test and the best ways to prepare.

What Are Nassau County Civil Service Exams?

Nassau County Civil Service Exams are standardized assessments conducted by the Nassau County Civil Service Commission.

They are designed to evaluate those applying for various civil service positions within Nassau County, New York.

As Nassau County is made up of a diverse array of municipalities, towns, and cities, Nassau County Civil Service jobs are distributed throughout these areas and cover:

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.

ASVAB Scoring: Detailed Guide

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.

Accuplacer Math Placement Test – Guide & Tips 2024

What Is the Accuplacer Math Placement Test?

Accuplacer tests are a series of evaluation tools used by colleges to enhance student placement, ensuring that applicants are given the support they need to complete their chosen field of study.

The Accuplacer Math test is a group of three assessments, each used in different math placement testing scenarios. Each assessment consists of 20 multiple-choice questions and there is no time limit to complete the tests, but most people get through them in around two hours.

How to Pass the Accuplacer English Test in 2024

What Is the Accuplacer English Test?

The Accuplacer English test is an assessment of English language skills for students who are learning English as another language, and it is often used as part of the application process for entry to college.

The assessment is designed to evaluate students based on their English language ability, and it is a multiple-choice assessment with no time limit.

The test results are used to understand the current level of English proficiency of a student, which can then be used to ensure that they receive the right support when they enter the college system – it is not a ‘pass or fail’ test and the results will not prevent entry to college.

The Accuplacer English assessment is part of a suite of Accuplacer tests that have been created by the College Board, which is a not-for-profit organization that was founded back in 1900.

The College Board was created to expand access to higher education, helping students get access to college and university courses through testing that builds inclusivity, including the SATs – and now, seven million students per year make use of the resources and tests from the College Board to gain access to more than 6,000 of the top institutions in the world.

The Accuplacer English as a Second Language (ESL) Tests are designed to measure the skills of English learners because the other Accuplacer tests might not be adequate to evaluate people who are not native English speakers – and they may need additional support in learning English alongside their other college studies.

There are five Accuplacer ESL tests used to evaluate students applying to college:

  • ESL Reading Skills
  • ESL Sentence Meaning
  • ESL Language Use
  • ESL Listening
  • WritePlacer ESL

Each Accuplacer ESL test is marked from 20 to 120, and the scores are accompanied by a set of proficiency statements , which are descriptions of what the student will likely know and can do in terms of what is being evaluated in each test.

These statements are used by the college to ensure that the student is placed in the right classes with the right level of support to help them develop their language skills as needed.

Job Test Prep

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.

problem solving test answers

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.

problem solving test answers


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.


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.


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!


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.


problem solving test answers

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.

problem solving test answers

  • 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.


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 … ?


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.).


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.

problem solving test answers

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.


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.


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.


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)


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


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. 

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McKinsey PST: an adaptive learning approach to pass the test

The McKinsey Problem Solving Test (McKinsey PST) is a data interpretation and critical number reasoning test used by McKinsey to select candidates to be admitted to the first round of case interviews . The use of the PST is the main difference between the McKinsey recruiting process and those of its main competitors. The other distinct element is the PEI, or Personal Experience Interview. However, with this set of questions on personal impact McKinsey closely approximates the fit interviews of other firms.

The McKinsey PST is so notoriously difficult because it tests a very diverse skillset and requires you to work under the tightest of time constraints . Of those candidates good enough to be considered and given the PST McKinsey only pass one in three - where failure means immediate rejection . However, we are proud to say that despite the average PST pass rate being so low, 85% of candidates who use our course pass their own PST . For anyone who doesn't pass, we return half of their money .

This article serves as a guide to help you prepare for your McKinsey PST. We begin with an overview of what the PST is all about - this gives you a five minute briefing on all the essential information and the context of the PST.

Next, we spend some time going through each kind of PST question in turn, providing structured approaches to tackling them, complete with fully-worked PST example questions and specific PST tips and tricks which might come in useful.

Finally, we put everything together, with step-by-step guidelines on how to prepare for McKinsey PST success using our adaptive learning methodology .

Practice tests developed by McKinsey consultants

There are seven key facts which you will need to know about the McKinsey PST:

1. Who Has to Do the PST?

Not everyone has to do the McKinsey Problem Solving Test . Experienced hires and those recruited from top-tier business schools are often spared. However, in general, anyone applying to an entry-level business analyst role will be expected to pass the McKinsey PST to be considered.

If you are not sure whether you will be required to do the PST, your default assumption should be that you will , but you should ask with the HR team at the office you are applying to so as to be certain - this is a perfectly reasonable enquiry to make.

2. Format: 26 Questions, Pen and Paper

The PST is a multiple choice test completed on paper. 26 questions are divided between three business cases . These cases test how you would perform in the different phases of a consulting project: client interaction, problem definition, problem solving, analytical work and implementation. The cases are on the kinds of issues that real consultants will encounter in the field, including problems on market entry, profitability and operational improvement.

3. 60 Minutes

Quite simply, if you had three hours to work on an individual McKinsey PST, you could pass easily without any help. Time is the single major constraint in the PST. You are not allowed to use a calculator , computer or any other time saving device beyond your own brain, you need to make sure you have developed and practiced the required skillset - especially time saving skills - and approach the test as a whole with the most effective possible strategy .

60 minutes equates to just over two minutes per question , with a few minutes at the end to enter answers onto the answer sheet and quickly check everything is in order. Many candidates actually fail simply as they do not allow enough time at the end for this basic task. You have to be ready to work fast!

4. Make or Break

No matter how good your resume is , if you fail the PST McKinsey will not consider you any further and you will not be invited to interview. Remember, there will be hundreds of candidates with comparable resumes and the Problem Solving Test is given precisely to thin down this field. Passing is mandatory. Even after you pass and interview, your PST score will be considered alongside your interview performance to determine whether you are given an offer.

5. 70% Cut-Off

Success in the PST is an absolute function of your score rather than how it compares relative to other candidates - there is no "curve" . As such, performing better than the next candidate will be meaningless in itself. If all the candidates are sub-standard, all will fail.

Whilst McKinsey does not publish the exact cutoff for the PST, the best estimates (based on surveys of successful candidates) place it at around 70% .

One important point to remember is that you should give an answer for every question even if you are not entirely sure . The PST is not scored negatively - that is, for the PST McKinsey will not penalise for incorrect guesses (as per the system many medical students will be familiar with). As such, you should always give your best guess , just in case you get lucky.

6. 1-in-3 Success Rate

Whilst scoring is absolute, unofficial surveys have indicated that a fairly regular PST pass rate at around 33% . Most of those candidates who fail do so because they didn't work efficiently enough and/or failed to manage their time correctly , rather than because they lacked any cognitive capacity. One of the major causes of failure is actually candidates not allocating sufficient time at the end of the test to fill in the PST answer sheet!

The takeaway here is that the McKinsey Problem Solving Test should be treated more as a skill-test to be practiced for , rather than as some assessment of raw intelligence you can simply walk in and expect to pass if you are clever enough. You need to understand the relevant time saving methods and strategies to approach the test as a whole if you want to pass and eventually land your job at McKinsey.

7. McKinsey PST vs GMAT

If you have never sat the GMAT, you can skip this point. Many candidates who have previously prepped for and sat the GMAT suffer from a false assumption that the PST will be the same test by a different name - that there are very few diffences in the McKinsey PST vs GMAT. However, despite the similar format, this is not the case.

There is some overlap - for instance, you will need to have strong math for both. However, the PST requires a totally different, less academic style of math , where you need to be able to estimate, prioritise calculations and know how to take the right shortcuts (our mental math article is relevant on the differences here). Generally, the PST and GMAT serve different purposes and are tailored to those purposes in different ways. As such, you need to treat the PST as its own beast and prep for it accordingly.

An AI-based, bespoke preparation plan

As we have noted, the McKinsey PST is partitioned into three business cases, with eight to ten questions for each case. As with a real project, or indeed a case interview, you will be presented with data in charts or tables as well as with descriptive text . Typically, each individual piece of information will be followed by two to three questions referring to that information specifically.

PST questions can be split into six groups which can be expected to account for different fractions of the test. Let's take an in-depth look at each:

Giant stack of shipping containers, illustrating PST worked example of sales in different countries

1. ~35% - Reading Facts

Reading facts PST questions test your ability to extract and elaborate data from graphs and tables. These are the most common question type, and you can expect them to make up around 35% of your PST.

Typical Formats

  • Which of the following values is the best estimate of ...?
  • Which of the following statements is valid, based on the data ...?
  • What is the current ranking of options 1 to 5?
  • Which of the following values is the best estimate of ABC revenue in Year 4?
  • To the nearest tenth percentage point, what is the difference between Italy’s and Spain’s respective average annual agriculture sector growths due to fertilizing over the last 10 years?

Worked Example

The table below shows the sales development of the Topstar business unit across the main markets.

Which of these markets showed the fastest sales development (in percentage terms) from 2009-2012?

As you can see, two minutes is not a lot of time to solve this! Let's have a look at an efficient method to let you get to the answer as quickly as possible. The steps identified here generalise to other reading facts questions.

Read the question - pretty straightforward in this case, as you are asked to identify the country with the highest growth rate.

Read the answers - there are four countries to be compared.

Go back to the table - compare the growth rate, between only 2009 and 2012, for those four countries. Simplify figures as much as possible and run precise calculations only if you find out that the difference between two countries growth rates is not large enough to guarantee a reliable result through simplification.

Define the calculation - you need to work out the form of the equation you would need to solve in order to calculate market growth. This will be:

Now you can put the equation to work. Start with the first option - the US. Approximately, US growth will be:

From simple inspection, this is obviously much higher than 50% - it is around 70%.

You can then move on to other countries using this US value as a benchmark and comparing them solely to that value. Germany's growth will be:

This is very close to 50% - so obviously less that the ~70% of the US. You can cross out Germany as an incorrect answer. Note that, if the value for Germany had been higher than the US one, you would have crossed out the US and gone forward using the German growth value as your benchmark.

For Italy, the calculation will be:

1/3 is (roughly) 33%, so obviously lower than 50% and certainly lower than the US. Cross out Italy!

For Japan, growth was from 50 to 58, so there is no need to make any calculations in order to rule it out.

This leaves he US (option A) as the correct answer.

Tips and Tricks

There are a couple of tricks you can employ to get through Reading Facts questions more efficiently:

1. Begin with an end in mind

Before performing any calculations, be clear on which formula/equation you need to use. This is crucial as there is no time for trial and error in the PST. Spending just a few more seconds nailing down the exact formula you need at the beginning will pay dividends by saving you much more time in the calculation phase.

2. Minimise the number of calculations

When going through your solutions, you will be surprised by how many calculations can be avoided or approximated mentally. The fundamental question you should ask yourself before performing any calculation is "does this affect the answer?". This might sound a little odd, but it is a habit which you must form to become quick enough to pass the McKinsey PST. Here are a couple of examples where you can "work clever" to avoid redundant calculations:

The Anchoring Technique

This the technique we used in the example above. When looking for the highest value amongst several possible answers, run calculations for the first answer and use that value as a threshold value as you work through the others. If other answers look immediately wrong, do not perform any further calculations - just as we did with Japan, above. (Generally, you can almost think of this as a less probabilistic version of the solution to the secretary problem .)

The Selection Technique

Here, you pre-select only the calculations which are essential to identifying the answer. For example, the question below asks you to rank the effectiveness of 5 solutions:

  • 1, 2, 4, 3, 5
  • 1, 2, 3, 4, 5
  • 1, 3, 2, 4, 5
  • 1, 3, 2, 5, 4

Calculating whether solution A is the most effective is a complete waste of your time – it is the least answer-changing analysis. Instead, calculate which is the most effective between solutions B and C, working from there.

3. Master quick percentage calculations

Growth rates and percentages are ubiquitous in the McKinsey Problem Solving Test. In particular, it is pretty much a certainty that you will be asked to calculate growth rates over multiple time periods. This is theoretically feasible by hand, but extremely time-consuming. For example, say the revenues of a given company are growing at 5% per year for four years. In order to get a precise result, you would need to calculate the four year compound growth rate as follows:

Quite simply, regardless of how quick you are at math, you absolutely do not have the time to go through this whole calculation. It would almost certainly take more than two minutes just for this step, which might not actually be enough to answer the whole question (usually, calculating such a percentage will only be a subset of a question).

Instead, you can arrive at an approximate but good-enough value for this growth rate by using a straightforward shortcut. To do this, we simply multiply the growth rate by the number of years it will apply for, estimating the compound growth rate. Here, this will be 5% x 4 years = 20%.

There are a couple of caveats here which will already be obvious to more mathematically inclined readers:

  • With positive growth rates, the compound rate will be underestimated. Above, we estimate 20%, but the real figure is actually 21%. Conversely, with negative growth rates, this method will overestimate the compound value.
  • The greater the magnitude of the annual growth rate and the greater the number of years for which it is applied, the less precise this technique becomes. For instance, five years of compound growth at 5% per annum yields a 27% compound growth rate, whilst this shortcut would give us a value of 25%.

Young woman browsing clothing, illustrating a PST worked example question on a clothing retailer

2. ~18% - Root-Cause Reasons

Root-Cause Reason PST questions test your ability to identify the causes underlying business problems. These questions begin from some fact about a business, which must be explained. The candidate is then given a list of putative explanations for this fact. However, only one of this list of suggestions is actually a logically valid explanation of the phenomenon in question. The candidate must identify which this is.

  • Which of the following reasons, if TRUE, is most likely to be the reason for the drop in house prices in year two?
  • Which of the following, if true, LEAST explains the data for Slovenia and the Czech Republic in Exhibit 2?
  • Which of the following reasons, if TRUE, best explains the reason why the CEO wants to proceed to ...?
  • Which of the following does NOT help to explain why ...?
  • Which of the following, if TRUE, would best challenge the sales manager's decision?

Zapclothing is a global fashion retailer, traditionally catering primarily to teenage girls and with shops across Europe. Five years ago, the senior management at Zapclothing decided to embark up an move upmarket, with the aim of catering to a slightly older and more affluent customer base.

Leading French and Italian designers were hired to create unique and exclusive lines for Zapclothing, whilst prices were raised across the entire product line by 20-30%. A series of events were held in all major global cities in order to launch the new incarnation of Zapclothing as a brand with a more sophisticated, upscale image.

Initially, this mid-market transition boosted profit margins without altering sales volumes. However, one year later, the company has found itself with plummeting revenues and a decreased profit margin. In order to return profits to their previous higher levels, the marketing manager has proposed a permanent price reduction of 10% across all lines.

Which of the following facts, if true, would best challenge the sales manager's price reduction proposal?

  • Over the last year, due to higher commodity costs, prices increased by 15% on average for the whole fashion industry
  • Consumers consistently quoted price among the top three quality attributes for mid and high-level fashion brands in surveys over the last 5 years
  • In a recent survey, over 80% of the existing customer base claimed that they would still buy more than 50% of their clothes from Zapclothing, regardless of price
  • Females aged 20-30 consider price among the top three criteria for deciding whether to make a purchase
  • Read the question carefully, making sure that you understand what is being asked.
  • Scan the answers and underline the key words in the text. Don't spend any more than 10 seconds on this step - the intention is simply to make you quicker in finding the relevant parts of the introductory paragraph.
  • Think carefully about how this proposal can be challenged. The most effective challenge is necessarily that acting based on this proposal would not help to solve the company's problems - in our example, restoring high revenues. If this is the case, then the proposal does not correctly identify the cause of the focal issue.
  • Go back to the answers, crossing out the incorrect ones. Let's see how we assess the four answers in our example:
  • Not relevant . The fact that prices increases increased on average by 15% for the whole industry does not tell us whether a decision to reduce prices would bring in additional revenue from existing and/or new customers. FALSE
  • If consumers consider a higher price to be a signal for superior for mid and high-level fashion brands (where Zapclothing hs positioned itself), reducing prices could have a neutral or even counterproductive effect on revenue growth. TRUE
  • Not relevant . This statement is only relevant to revenue derived from existing customers. Even if the behaviour of current customers was entirely unchanged, revenues could still be grown by tapping the pool of potential new customers. The information provided is incomplete and would not be sufficient to challenge the sales manager's proposal. FALSE
  • Opposite Direction. This fact would not challenge the sales manager's idea, but reinforce it. FALSE

Practice makes perfect

Correct answers in Root-Cause Reason questions will always have two elements in common:

  • Relevance - they have a significant effect on the target stated in the introductory paragraph
  • Correct Directionality - their effect on the target should be going in the direction required by the question

As we have already observed in the example above, there are generally three kinds of answer in Root Cause Reasons:

1. Not Relevant

These are answers which have no, or only limited, effect on the proposal in question (as with answers A and C in the example above). By identifying the kind of fact which would have some bearing on the proposal, you will be able to quickly pick out answers which simply have no influence on the relevant issue.

Note here that you should always be careful not to assume anything which is not explicitly stated. Often, there can be a temptation to think beyond what is actually on the page. For example, when you are assessing C above, some candidates might assume that the preferences of existing customers will also be representative of potential new customers as well, or perhaps that the focus on existing customers indicates their particular importance to the problem. This would make C seem more relevant to the sales manager's proposal and would thus then ultimately lead you into error. PST questions are a test of your ability to read closely and think logically - not of your imagination!

2. Relevant, But With the Wrong Directionality

These answers affect the proposal in question, but with the effect going in the opposite direction to what you are looking for. For example, D above actually reinforces the sales manager's proposal rather than challenging it.

One of the most common errors in Root-Cause Reason questions is selecting answers which are relevant, but with the opposite directionality to what the questions is asking for. As such, you must always keep in mind what the question has actually requested and the kind of answer which fulfils that request.

3. Relevant and With the Correct Directionality

These are answers which significantly affect the proposal in the correct direction, according to the parameters set by the question.

pile of various drugs, illustrating a PST worked example question on a pharma company

3. ~17% - Fact-Based Conclusions

Fact-Based Conclusion PST questions test your ability to draw logical conclusions from a collection of facts. These questions can manifest the greatest degree of variation of all types, and can range from something relatively similar to a Reading Facts question to a requirement for you to make some very tough inferences from rather vague introductory text.

  • Which of the following statements can be concluded from ...?
  • Based on the data on table ..., which of the following statements is a valid conclusion?

Pharcom is a global pharmaceutical company engaged in the development of small molecule drugs. Your team has been called by the Head of R&D to help him pre-select the drugs that are most likely to reach patenting and commercialization. He claims that, on average, 12% of researched drugs are cleared to be marketed, while the remainder are dismissed either during the R&D process or at final certification. Currently the average total expense for every drug in development is £12m and the full trial and certification lasts for 10 years for the drugs going through the full process. The research and development process of the drugs is constituted by the following steps:

  • Trial 1 : Laboratory trial to test the effect of the active ingredients. The trial costs £3.5m and lasts for 2 years.
  • Trial 2 : Laboratory trial to test the impact of side effects. The trial costs £4m and lasts for 1.5 years.
  • Trial 3 : Animal testing to evaluate bacteria resistance. The trial costs £4.5m and lasts for 4.5 years.
  • Final certification by Food and Drug Administration . Filing costs £4.5m. Certification lasts for 2.5 years.

Which of the following statements can be concluded based on the information above?

  • Most drugs complete the entire research, development and certification process.
  • Before being either approved or dismissed, drugs remain in the development and certification process for an average of 7.5 years.
  • Reducing by 50% the length of Trial 2 and Trial 3 would reduce the total cost of the Pharcom research and development process by £4.25m.
  • Over 50% of the drugs reach Trial 3 stage in the research and development process.
  • Read the question carefully and make sure you understand what is being asked.
  • Read the answers and underline key words in the introductory text . Identify the specific graph or portion of the introductory paragraph each answer refers to.
  • Start with the numerical answers . These are often the clearest and most straightforward to solve. Generally, go back and forth between the answers and the introductory text and any figures. To identify the correct answers, it helps to consider whether the opposite of the statement would be true.
  • Since the average cost per drug is £12m, we can quickly establish that the average time in the pipeline is 8 years - at the end of Trial 3 - as this is the point where £12m of expenses have been accrued (£3.5m from Trail 1, £1.5m from Trial 2 and £4.5m from Trial 3). Let's take the hypothetical case where 50% of drugs stay in the pipeline for 7.5 years and 50% for 8.5 years. In this case, no drugs at all complete the pipeline, but the mean time spent in that pipeline would be 8 years. Since cases where no drugs at all are approved are compatible with the information we have been given, we certainly can't safely infer that most drugs are approved. As such, we can rule out A. FALSE

As we have just established, the average time drugs are in the process before being dismissed or certified is 8 years (as the average cost of £12m is accrued by the end of Trial 3). Obviously, then, the value here of 7.5 years in wrong. FALSE

We simply don't have the information which would be required to know if this statement is true or not. It might be tempting to imagine here that if we halve the time for a trial, we halve the duration of a trial, then we halve its cost - this would indeed yield a value of £4.25m. However, we have no justification for the assumption here that cost varies with time in a purely linear fashion. In more usual business terminology, we cannot assume that the costs associated with trials are purely variable, so that halving the trial's magnitude halves costs. There might be fixed costs which are incurred regardless of trial length - perhaps administrative costs in setting up the trial or the cost of buying equipment, recruiting staff etc. Clearly we cannot state C to be true based on the information we have. FALSE

Trial 3 is reached after 3.5 years - that is, the total duration of Trials 1 and 2. As above, the average time each drug spends in the pipeline is 8 years. Now, mathematically, it is entirely possible for mean and modal values to diverge significantly. This is to say, it is possible for more than half of drugs to be in the pipeline for much less than our 8 year average value as long as there are some drugs staying in the pipleline for much longer so as to balance them out.

Let's take another hypothetical extreme case. We could keep a mean of 8 years but approach the case where the majority of drugs did not make it to Trial 3 by assuming that 50% of drugs are rejected just slightly before the 3.5 year mark. To keep a mean of 8 years, then, the other 50% of drugs would need to remain in the pipleine for 12.5 years. However, the maximum length of the process before certification is 10 years. As such, we know that more than 50% of drugs must be in the pipeline for more than 3.5 years - and thus make it into Trial 3. TRUE

In dealing with Fact-Based Conclusion PST questions, there are three types of answer which you might encounter:

1. False Conclusions

Some answers might simply be false or wrong. Even if they seem logically sound, the outcome might be reversed or otherwise wrong.

2. True Conclusions

Answers which both have sound logic and draw the correct conclusion.

3. Unproven Conclusions

The logic here might be correct and the conclusion might well seem reasonable. However, they cannot be fully supported by the facts which have been presented to you in the introductory text and/or graph.

How to discern false answers from true ones

Telling apart true and false answers can be both challenging and time consuming. In particular, some answers will require to mentally estimate a whole set of values for which statements or relationships might hold. Here are two steps which might prove useful in assessing a statement:

Can the opposite also be true?

Always consider whether the opposite of what has been stated can actually be disputed. Candidates typically fail to ask themselves this question, but it can be highly revealing. You will be surprised at how much of a difference asking this simple question can make.

Consider the extremes

Answers should always hold true - not just most of the time. If an answer is not always true, it is not valid. A variant of this method we used above to verify answer D above - we considered the extreme values which would could notionally maintain the average of 8 years, but then ruled these out as impossible within the bounds of the question.

Rack of belts illustrating a worked example PST question concerning two menswear companies

4. ~15% - Word Problems

Word Problem PST questions require you to solve business problems by combining information across sources. In other kinds of question in the Problem Solving Test, you will find all the relevant data from exhibits or introductory paragraphs. However, in Word Problems, part of the challenge is that the relevant data is spread between the question itself as well as the introductory text or exhibits. If you have taken the GMAT, you will find that word problems are the closest of the PST question types to what you will find in the GMAT.

  • Assuming that a machine costs $2m, how many years will it take for the firm to break even from its investment?
  • If an average employee is paid 12 hours per month, which of the following formulae accurately calculates the average number of items handled per employee, per month?
  • If employees’ salaries are increased by 20%, what is the increase in productivity required to break even?
  • Assuming that the economy keeps on growing at 2% per year for the upcoming 10 years, which of the following equations best approximates the decrease in the debt/GDP ratio?

Bar chart from example PST question showing average number of clothes sold per employee in key categories for two retailers

Ardito, a leading fast fashion retailer, has 79,000 employees spread over 3,350 branches. Maison operates on approximately 25 FTE employees per retail branch. Approximately, how many more branches than Ardito should Maison have to sell as many items in menswear as Ardito?

  • Carefully read and understand the Word Problem
  • Go through the answers to assess the level of precision which you are going to need in your calculations. Here, since the answers are quite far apart, you will be able to estimate rather than calculated precisely.

First, consider what has to be kept constant

This yields:

At this point, we have two possible solutions. The first is as follows:

The final answer will be between 1000 and 2000. Thus, we know the answer is B. However, note how many steps and how many calculations were involved here - you almost certainly won't be able to get this done in under two minutes!

The second solution takes care of this problem and is as follows:

Here, you simply plug numbers from the answer options into the equation and see which would make that equation work. This method is by far the more efficient way to solve this kind of problem.

Quickly, we can see that 1,700 is the only result fitting the equation. Thus, the answer is B. Note how much faster this was than the first solution.

Picture of a consultant and a client discussing a project, illustrating PST questions on client interpretation

5. ~10% - Client Interpretation

Client Interpretation questions focus on understanding project requirements and the analyses which will be necessary to tackle the client's concerns. In consulting projects, you will engage every day with various stakeholders from the client company . Fundamentally, client interpretation questions are about understanding:

  • What the client says that can have an impact on defining the scope of your project
  • What the client implies about given choice or strategy
  • Which are the best analysis decisions to take in order to fit the client’s needs
  • 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 Department, which of the following statements is/are valid?
  • Which of the following statements best describes the CEO’s aims for the McKinsey study?
  • Which of the following analyses would be LEAST useful to address the CEO’s concerns?
  • Given the aims of the CEO, what would be the LEAST relevant question for the team to answer?

Soul is a leading fashion retailer, selling clothing, shoes, make-up and accessories. It has around 400 shops worldwide, of which 200 are in the UK. Soul operates through a franchising model, where shops are run by private independent companies who pay a royalty fee to Soul. In exchange, Soul designs the shops and supplies them with new clothing lines, manages branding and advertising, sets promotions and provides shop-owners with guidance on all standard operating procedures for running the shops. This strategy enabled Soul to dramatically grow in scale, boosting shop opening and customer base. However, customer numbers have recently plateaued, resulting in slower sales and profit growth.

The CEO of Soul has engaged your team to help understand whether the recent changes in revenue and profitability trends are related to unsatisfactory shopping experience. He is convinced that the recent growth in scale came at the expense of a consistent shopping experience across all locations. He tells the team “I am sure that the responsibility of the current slowdown lies in poor delivery by the shop owners. I recently visited five shops in different countries and three of them did not fully apply our policies ensuring consistency in shop layout and pricing policies. This is disorienting our customers and pushing them to seek out our increasingly aggressive competitors”.

Which one of the following answers BEST describes why the CEO has engaged your team?

  • He wants help in implementing a coherent and consistent brand image and shopping experience across all shops.
  • He wants to identify the causes of the inconsistent shopping experience across shops in different countries.
  • He wants to validate his hypothesis that an inconsistent shopping experience in different stores led to declining revenues and profitability.
  • He wants to overhaul the set of policies and standard operating procedures imposed to shops in order to guarantee a consistent shopping experience.

Here, two aspect of the established method from above take on increased significance over the others:

  • Read the question . This is generally pretty straightforward, and simply enquires as to the client's reason for engaging McKinsey.
  • Scan the answers and underline key words. Do not spend any more than 10 seconds on this step. As before, the purpose is simply to facilitate finding relevant pieces of information later.
  • Go back to the text and quickly jump to the relevant part . More than 50% if the paragraph is of little or no use. Precisely reading the essential sentence will be enough to answer the question.
  • This answer may be true, but it does not capture the purpose behind engaging your team. The CEO did not call your team to advise him on branding or design, but because he wants to understand the causes of his company's downturn. FALSE
  • The reason for engaging your team is not to understand the causes of the poor shopping experience, but the causes of the downturn - these are not necessarily going to be the same thing. FALSE
  • The purpose of this engagement is finding out whether inconsistent shopping experiences across stores led to the current downturn. TRUE
  • Again, this answer could be true, but it is not the reason for engaging your team. The CEO did not bring you in to redesign policies, but to understand the causes of the downturn. FALSE
  • Highlight the keywords in all answers . Prioritising the right words and sentences will save you a great deal of time.
  • Cross out incorrect answers . Often, one or more answers will be clearly incorrect, whilst two or more will appear to be correct or almost correct. Cross out the obviously wrong answers before returning to the introductory text to pick out which of the "almost right" answers is actually correct.
  • Beware of the "sensible answer trap" . Sometimes, answers contain implications which look rational and sensible. However, be very careful about making assumptions beyond the information you have been supplied. No matter how reasonable a statement might seem, if the client has not actually said something to that effect, that statement is simply not valid.

Fishing boat illustrating PST worked example question on a fish and seafood company

6. ~5% - Formulae

Formulae PST questions ask you to express a quantitative word problem as a symbolic formula. This will test you capacity for abstraction by challenging your abilities to extrapolate from data, break down problems and identify drivers and directions of causality.

Which of the following formulae calculates the share of non-performing loans out of total loans?

Typical format

Which of the following formulae best approximates ...?

Forman Fisheries is engaged in packaging shrimp and other fish. Shrimp are graded from A to D depending upon their size and taste. Below are some key productivity indicators for Forman Fisheries' shrimp packaging activities:

Assuming that all boxes contain the same quantity of shrimps, which of the following formulae best approximates how many boxes of non-grade A shrimps were packed in the last month?

  • Homogenise your units of measurement . Since we are looking at a number over one month, wherever we will need the quantity of total boxes c, we will divide it 12, since it is an annual indicator.

Break down the problem into smaller steps . This should help you get to the relevant ratio more quickly. In this case:

Identify how to solve for each of the elements of this equation:


And thus the correct answer is answer D.

All you need to pass the McKinsey PST

Sometimes, answer formulae are presented with various simplifications which can make it time consuming to figure out whether they are correct. However, formula questions are about extrapolating a formula which should work with any value for each variable.

A trick to double check your results is to replace some of the values in the table with simpler ones, come up with a solution and then plugging these simple values into the formulae to see if they produce that same solution.

For example, in this case, assume that:

Grade A shrimp share of total shrimp (b) = 10%

Total boxes per year (c) = 1200

Therefore, boxes per month = c / 12 = 100 per month

Since all boxes are the same size, non-grade A boxes will be:

Now that you know that a correct equation will generate a result of 9, you can plug the numbers above into each of the options and check which produces 9 as an answer. This trick works especially well when the formulae involve high degrees of simplification.

Climber on a very difficult wall, illustrating the skills tested by the PST

Each PST question type tests a subset of the skills that are useful in consulting. It is worth remembering that there is only so far practicing PST example questions alone will get you if you have not taken the time to develop these skills. Think about a kid trying to learn math - they can spend hours looking at all the sums they want, but they won't get very far if they haven't learnt to add yet!

Since these are the exact same skills that are assessed in your case interview and via your resume and cover letter , it makes sense to learn exactly what they are and what is required of you. It is worth noting that this is the same overall consulting skillset is the same one we teach in our Case Academy - our approach is consistent across the whole recruiting process.

So, what are these skills?

Just like doctors, consultants focus on identifying and treating the underlying causes of a problem. When you address a problem, you shouldn't ever stop at the superficial level of observable symptoms, but must dig deeper and find the real issue underlying what you are dealing with.

For example, imagine a doctor who has a patient complaining of persistent headaches. A good doctor is not just going to keep dishing out painkillers, but are going to want to establish what is causing the pain. It might be, say, that the headaches are caused by poor eyesight. If so, the patient will be dispatched to the optician to get some glasses to solve the problem more permanently.

Consultants always anchor their diagnoses and recommendations on data and analysis - never on opinions or hunches! This is called a fact-based approach.

In order to be able to correctly answer all the PST questions (and fill in that answer sheet!) within the time limit, you will need to be able to prioritise important data and calculations, effectively deal with uncertainly and generally find a good compromise between accuracy and speed. This includes the ability to select salient information from large volumes of text and to deal with ambiguity within that text. Once they are on top of the raw facts of what is happening, consultants will always then extract the salient implications - or the "so-what" - of the situation, rather than just re-describing the same data.

Most PST questions will require you to perform some kind of calculation. Since you are not permitted to use a calculator or similar, you are going to have to be very comfortable with mental math. In particular, you will have to be able to make estimates very quickly. We have an article on mental math for consulting , as well as a free practice tool , which will be a great starting point to sharpening up your skills and learning the various shortcuts to make your calculations faster.

To pass the McKinsey PST as well as to get through your case interview , you are going to need to be able to quickly and reliably infer relevant information from complex graphs and tables. This information will be used to find root causes, draw fact-based conclusions or as the starting point for mental math problems.

The McKinsey PST doesn't require super-complex math, and certainly nothing beyond high school level. McKinsey PST formulas will always be realtively simple ones and you will not have to muster any complex algebra. However, what will be different from a high school math question is that it will be much less clear as to how you should be approaching problems. You will often have to set up equations by extracting one or two salient relationships from a large amount of otherwise irrelevant information. Identifying what is relevant will be the real challenge rather than the relatively simple math. Subsequently manipulating these formulae will come relatively easily to many of you. However, the time constraints and lack of a calculator in the PST will necessitate even the most mathematically gifted to be somewhat strategic in terms of how they chose to solve problems. You will need to avoid analyses that will take too long and which you cannot complete without a calculating aid.

Each of the skills above will be tested in different kinds of question. Be sure to keep a note of which skill in particular has let you down each time you have a problem with a PST question. After a few questions, you should have an idea of where your systematic weak points are and thus where you should focus your efforts to improve via building stronger skills. If your mental math is constantly an issue, go to our mental math article . If you are struggling with identifying root causes, our article on identifying the problem in case studies would be a great place to start.

The important point is that you won't get really good at PST questions simply by doing PST questions - you need to build the right skills! It is worth noting here that our Case Academy teaches precisely the consulting skillset as the McKinsey PST requires (usually case prep systems just teach question-specific frameworks, but we focus on fundamental skills). As such, working through the Academy will not just prep you for case interviews, but also build the full skillset required for the PST. If you are intent on going all the way through the selection process with McKinsey math prep and other aspects of skill building only need to be done once. Two birds with one stone - an efficient use of time!

Chess pieces illustrating the idea of optimising PST preparation and strategy

By now, you will have a good idea of what the McKinsey Problem Solving Test is, what the questions look like and the skills it is assessing. The categorisation of different question types and the methods and tips we have discussed for each already give you the building blocks for a solid prep. However, to make your preparation both as effective and time efficient as possible, you should really begin by making a plan to provide some structure. This will make sure that you don't miss out any key elements and also that you distribute your time sensibly.

As you will have realised by now, the PST is difficult - especially because of the acute time constraints. Having made a plan and diligently practiced all your skills might not actually be enough to pass. You also need to consider your strategy for tackling the test optimally. We have already given a few tips on this, peppered throughout the sections above, but there are also several points on general test management which you will need to know about.

Let's look in more depth both at how you should plan your prep and at your strategy for approaching the McKinsey Problem Solving Test:

Preparation plan

Don't be fooled by those who repeat the old mantra "practice, practice, practice". While practicing is very useful, relying entirely on "brute force" practice with PST sample questions can be remarkably ineffective and a way to set yourself up for failure.

A more sophisticated, more effective prep plan will be made up of the following elements:

1. Skill Building

You need to build your general consulting skillset to be able to reliably perform well on real PST questions. This will never be wasted time, as you will need exactly the same skills in your case interview - and indeed for when you (hopefully) start the job! In particular, given nobody will be starting entirely from scratch on these skills, you need to identify and work on your areas for improvement. As mentioned above, you should take note of where you are underperforming and address your attention there. In particular, you will want to focus on the following:

Numerical Agility

Being able to perform mental math quickly is arguably the single most essential skill required to pass the McKinsey Problem Solving Test. In particular, you will find that the need to make rapid estimates will recur constantly in PST questions. This includes understanding the appropriate degree of approximation as well as getting through calculations quickly. The mental math video in the Efficiency Tools section of the MCC Academy will provide you with all the fundamentals and all the tricks and methods you need to be genuinely quick with numbers and is a great way to get to grips with everything quickly and without missing anything out.

Reading Charts and Solving Problems

Again, the ability to extract information from diagrams and set up and solve mathematical problems are critical to being able to deal with many PST problems. Indeed, the numbers and equations for your mental math must come from somewhere! You will have to read charts in the McKinsey PST and will have to do so under severe time pressure. Similarly, various types of PST question will test your ability to work through problems in an efficient fashion. Our mental math article deals with reading charts. We also cover this whole area in great detail in the MCC Academy course and also include extensive drills in our Beyond Test Ready package.

Identify root causes and draw fact-based conclusions:

Being able to wade through information and identify fundamental causal drivers and synthesise findings into takeaways fully supported by the data are key consulting skills and one which your PST will test across multiple questions. To help you prepare as thoroughly as possible for these, we provide 10 specific sample questions on these areas in each of our Test Ready and Beyond Test Ready packages.

2. Refining

To optimise your performance on the PST, your prep should always include a blend of practice and skill building. Your first step should be to try a practice PST to see where exactly your weak spots are. You should then work on these particular skills using other resources, (such as the articles on this site and the lessons in MCC Academy). You can then return to another practice PST to see how you have progressed and where you should then focus on your next bout of skill building. You should then iterate this process until you are ready to take the PST for real.

It is worth noting that this method also makes sense at a more pragmatic level, as there is only a limited supply of sample PST test papers available to practice with online. This iterative approach, then, has the added benefit of letting you make best possible use of the scarce resource that is PST examples. The skill-specific questions provided in our Beyond Test Ready package also help deal with this lack of practice material and are invaluable in the skill building process.

3. Simulation

Once you have practiced enough, it will be time to step up to simulating the real PST more fully. There is a temptation to skip what might seem like the "theatrics" of a full simulation. However, you cannot just assume that it will all be fine on the day! This is the same rationale for why your high school most likely had you sit full mock exams before important assessments, rather than just rely on class tests etc.

You should replicate the PST test environment as closely as possible. Print out your sample PST test paper, staple it and print out your answer sheet. Find a quiet room and do the test strictly in the allotted time and without a calculator or any other such "contraband". You might feel a bit silly doing all of this, but it really is worth it. Sticking exactly to the rules is the only way to really practice your PST test strategy. Even relatively small things like becoming accustomed to keeping your notes entirely in the booklet and actually filling in the answer sheet at the end will save you precious time in the real PST.

4. Keeping an Error Log

When you run through a practice test with a mark scheme, everything will seem very easy. "Oh, of course, that's exactly what I should have done..." Fast-forward couple of weeks later, though, and you will find yourself staring at a PST question with precisely the same structure, but with no idea of how to solve it.

This is precisely why you need to keep an error log. You might already be familiar with error logs from GMAT prep, but we recommend you extend the practice here. For the uninitiated, an error log is a continuous method of analysing practice problems to identify WHY you answered them incorrectly. In your error log, you should be keeping track of your mistakes and of what you found hardest (even if you got there in the end). As well as using this information to inform where your energy is focussed in skill building, you should also be running through your log frequently to ingrain the lessons you have learnt and generally consolidate your technique.

There is no single correct format for your error log. Some will prefer very organised, detailed logs, whereas others will prefer a more old-fashioned paper record. Really, you should chose whichever method you personally find most convenient, as what is most important is that you actually make consistent use of the log over time.

Whichever way you chose to set out your error log, though, we recommend that each entry should contain the following information.

  • Question type - as per our categorisation above.
  • Reason why you found the question difficult - you might have taken too long to answer or not been able
  • Question and answer choices - record what the question actually was
  • Proposed solution - work out the method which you should ideally have used to solve the question - that is, whichever solution you find quickest and most effective given your own abilities.
  • Key takeaways - what you should learn in order to answer this kind of question more efficiently. For example, you might need to learn how to simplify fractions more rapidly or to improve your quick reading skills.

The "key takeaways" in your error log are what will guide the direction of your prep for the next few days, before you test your abilities again in the iterative manner we described above.

Whilst error logs help to marry skill building and practice - just as any optimised PST prep absolutely must - in forming part of the iterative method we describe above, error logs also take on a more pragmatic function. Whilst the McKinsey problem solving test sample itself is excellent and we at MyConsultingCoach have invested significant time and money into creating and perfecting additional content, this still ultimately adds up to a finite amount of practice material. This unavoidable constraint means that you must work sensibly to squeeze the greatest amount of utility out of what is available.

The amount of practice you are able to do will always be the ultimate bottleneck in any PST prep. Experiencing different questions will both let you take the iterative process of identifying and working on problems areas further, but will also make you less likely to be surprised by something entirely new in the real PST. Access to extra practice material is thus a major driver of increased performance on test day and - ultimately - landing a job. Visit our PST practice page to find out more about extra practice.

PST guide and practice test

Test strategy.

Most McKinsey PST questions are not actually all that conceptually demanding. The real difficulty derives from the extreme time constraint. As we noted above, given three hours with the same PST test paper, everyone would pass. In practice, then, the successful candidates - who go on to get interviews and jobs - might not actually be the most clever or able, but will often simply be those who have been able to manage their time most effectively.

Obviously, we have already explained a whole host of time saving methods for use in different kinds of questions above. Building up your skills will also help get through questions faster - improving your mental math in particular will see significant reductions in your time taken per question.

However, to pass you must also consider your time usage not just individual questions, but for the problems solving test as a whole. In this section, then, we will go over both an overall test time strategy and a consistent strategy to answer PST questions:

1. Test Time Strategy

PST question difficulty varies quite significantly. Some questions are really quite straightforward to the point of being "easy". Others are seemingly impossible. Unfortunately, you can't expect to get a paper with only the easy ones (if only, eh!), but will have a mix of different difficulties across your 26 questions.

To start to optimise your approach, you should combine this realisation as to varying question difficultly with the following two facts we alluded to near the beginning of this article:

  • All questions are worth the same
  • There is no penalty for wrong answers (there is no "negative marking")

Now (as we keep mentioning), you will need to leave at least five minutes at the end to fill in the answer sheet. Of the remaining time, you can allocate two minutes to each of your 26 questions (the maths geniuses amongst you will note that that leaves 3 minutes spare, but you can be assured that they will disappear whether you like it or not).

Given that all the questions are worth the same marks, you simply cannot allow yourself to become bogged down on one particularly tough PST question and leave yourself without time to answer two easy ones. To avoid this, you should keep track of how far through the test you are relative to how much time has elapsed - that is, make sure you are actually getting through questions at a rate of one every two minutes. For instance, if you are 10 minutes in, you should at least be just finishing question five.

If you realise that you've fallen behind because you are stuck on a very hard question, you should not devote more time to it. Simply circle that question and what seem like the two or three most likely answers from your analysis so far.

If you get to the end of the test and have some time left besides that required to fill in the answer sheet, you can go back and look at the question again. Often, coming back and looking with fresh eyes will break you out of an analytic rut. However, if you still simply can't make head nor tail of the question, or if you end up without any more time to devote to it, you should simply pick one of your circled likely-answers at random and put that down on the answer sheet.

Don't feel too bad about this - the PST cuttoff pass mark is around 70%, so you don't need to have gotten everything right. Who knows, your best guess might end up to be the right one anyway! Even if you picked an answer at random it has a 25% chance of being right. An educated guess should have somewhat better odds than that.

2. Question Strategy

We have already said quite a bit above about how you should approach individual kinds of question. However, we can also make some helpful remarks about how you should be approaching each question more generally.

The first fact to note is that whenever you first sit down to a practice test, you will realise that a minimum of 20% of your mistakes are simply due to mis-read questions. Indeed, a great deal of excellent candidates will fail their PST ultimately because they failed to read a critical number of questions properly. It seems absurd when one considers how accomplished the average McKinsey applicant is, that they are effectively let down by their literacy! However, it is true nonetheless and you can see why we so consistently instructed you to carefully read all the different kinds of questions as we ran through them!

One of the main things the McKinsey PST assesses is your ability to deal with "information overload". This happens when you are presented with large volumes of text and/or quantitative data, where only some of it is relevant to the question you have been asked and you must work out which.

This actually simulates a some of the real demands placed on McKinsey's consultants, who will be confronted with all the complexity of the client firm's operation as well as the market it operates in and how it relates to firms up and downstream in its value chain. From here, the consultant must work out which aspects of the operation - and thus which portions of information - are actually salient to the client's question.

How you should proceeds next depends upon whether you have to chose between qualitative or quantitative answers:


Here, you should pursue an iterative method of going back and forth between the questions and the text, eliminating (and then physically crossing out to prevent any future confusion) incorrect answers one-by-one. This is fundamentally a test of your linguistic reasoning, though we have provided various hints and helpful techniques for different kinds of question above. Of course, the most fundamental advice we can give is to read PST questions carefully, but you can also do things like considering what would be true if the exact opposite of the focal statement were true.


You have a couple of options when dealing with quantitative answers, depending upon the specific nature of the question you have been asked. As such, you can chose to do either of the following:

The "Conventional" approach

Here, you simply identify the relevant data and solve the problem directly. Run through all the calculations on paper and then see which of the multiple choice answers matches the solution you generate. This is how you are probably accustomed to tackling problems from your education and will also be the best way to approach many of the questions in your PST

Working "Backwards"

Often, though, you will not have enough time to work through all the calculations required to answer a particular question via the conventional approach. In such cases, you will need to take a more strategic approach. We can do this by effectively working backwards from the answers. This is not as strange a method as it might sound - you simply need to build a framework of the relevant calculation and plug in the suggested answers until you find one that works.

Using this method can save time on multiple counts as, usually once you have found an answer that works, you don't have to take the time out to work through the other options (of course, in an ideal world you would indeed work through the other answers as a means to check for any mistakes on your own part, but time is precious in the PST and "done is better than perfect").

Target with many holes illustrating the PST practice process

Having read this far, you should be well equipped to start preparing to take the McKinsey Problem Solving Test. The first step is to take one or two practice PST test papers . This will let you get a feel for what the tests are actually like generally, but - crucially - will also allow you to start your prep off with an idea of which skills you need to work on, as per our iterative method above.

You can find everything you need on this website or on the McKinsey website. Specifically, here are some PST samples to get you started:

  • MyConsultingCoach McKinsey PST (free)
  • McKinsey PST A (by McKinsey)
  • McKinsey PST B (by McKinsey)
  • McKinsey PST C (by McKinsey)
  • McKinsey PST 2011 version (by McKinsey)
  • McKinsey PST 2001 version (by McKinsey)

Racing cyclist, illustrating the increased PST pass rate for those who use MyConsultingCoach packages

Beyond the free Mckinsey PST practice test linked above, MyConsultingCoach offers fully comprehensive PST packages to take your PST prep to the next level. Of course, you might pass the PST on your own. However, as we have noted, the average candidate only has a 33% chance of passing.

For those using an MCC package, though, that PST pass rate jumps right up to 85%. Given that you must pass the PST to get an interview and be considered for a job, this is a potentially enormous driver of whether you will work for McKinsey or not - that is the overall offer rate.

Whilst this is a premium service and won't ever be for everyone, if you really have a consulting mindset, then you can appreciate that - given the substantively increased likelihood of entry into McKinsey - the investment is more than worth it when balanced even just against the additional pay earned in year one versus a second tier consultancy. This is before we even consider the differences across your whole career and the prestige difference for your resume even if you move into other industries later.

We also stand by our service to the point that, if you don't pass your PST, we will give you half of your money back!

problem solving test answers

So, what are you waiting for? Start your prep today and take a step closer to that your dream job with McKinsey!

Following our advice and making use of MyConsultingCoach resources will give you your best chance of success in the PST . Assuming you pass your PST, then, you will have to prep for your interview . As you probably know already, interviews at McKinsey and consultancy firms in general are not like a "normal" interview. The most notable difference is that you will have to solve a case study . This is a business problem which simulates the kind of project a real life consultant would called in to deal with.

As well as a case study, each interview will also have a McKInsey PEI or " fit " component , where your interviewer tests your motivation to succeed as a consultant and establishes whether your character is a good fit for the company. This is closer to the format of more familiar interviews. However, many candidates are ruled out based on their performance in this section, as they either don't prepare for it at all, or treat it too much like a "normal" interview. The demands even in the fit section of a consulting interview are significantly more rigorous than for interviews elsewhere.

In practice, one of the main differences in interviews in consulting and on other industries is the amount of preparation that is required . If you thought McKinsey PST prep was demanding, that was unfortunately just the tip of the iceberg. The stiff competition for McKinsey and other consulting jobs means firms can demand a degree specific preparation from candidates which is not really equalled elsewhere.

This might all sound daunting (frankly, if it doesn't, it should...). Don't worry though - MyConsultingCoach has you covered! This website is packed with articles which will give you solid overview of all the various topics you will need to understand (you can start with our articles on the case and fit interview and work your way out from there) as well as guidance on how to approach your prep in general.

For a more in-depth experience, we have also developed MCC Academy - a fully comprehensive case interview course . MCC Academy teaches the same consulting skillset as you will need for the PST, but in much more depth and applied to the business of cracking case studies. Other case systems simply teach a few formulaic "frameworks", with methods to approach a few common question types. However, this risks leaving you high and dry when the interviewer (as they likely will) gives you a questions that differs from the kinds you have learnt. By focussing on fundamental skills and teaching you to tackle cases in the same way a working consultant would, MyConsultingCoach equips you to cope with whatever your interviewer throws at you . Beyond this, the Academy also includes a set of lessons on how to perform in the fit component of your interview.

If you are serious about consulting in general, it makes sense to start MCC Academy alongside your PST prep , as the shared skillset makes for significant synergy generally and you will be able to use the Academy lessons to brush up your skills for the PST in particular. You will also then have plenty of time for case interview prep and not have to pack it all in after the PST.

Good luck with your prep!

A level of preparation you won't find anywhere else

Reason #1: beat the time pressure.

We developed techniques for each of the six question types in the McKinsey PST that will help you save time and boost your score. From practice, practice, practice to smart practice.

Reason #2: Focus your efforts

Our Performance Radar helps you pinpoint the question types where you need more preparation , enabling you to tailor your training and track your progress. No more random practice.

Reason #3: stretch your potential

Our tests were developed by a team of ex-McKinsey consultants and are constantly reviewed to provide you with the most comprehensive toolkit to succeed. Unlike many resources on the internet , our tests are realistic in their format (26-questions long, like the real PST) and challenging in their content .

We developed a sample, 10-questions free test. We suggest you print out the test and do it on paper to replicate the real test environment

“ The Performance Radar changed the way I prepared for the McKinsey Problem Solving Test: I moved from a random 360-degrees practice to a structured preparation focused on the areas where I was weakest. And those same areas quickly became the ones where I was getting the highest scores. ”

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Logical Reasoning Tests

  • 100 questions

Logical reasoning tests are a type of psychometric test used to measure your problem-solving skills. They come in various forms, but all have the underlying purpose of assessing your logical aptitude and your ability to draw conclusions from a given set of information.

What is a logical reasoning test?

A logical reasoning test is an assessment that measures your ability to interpret information, apply logic to solve problems and draw relevant conclusions. It is typically non-verbal and in a multiple-choice format, and requires the use of rules and deduction to reach answers, rather than prior knowledge.

That said, logical reasoning is actually an umbrella term for multiple types of assessment, and you may find you’re asked to take any one of the following five test types as part of a job application.

Deductive reasoning

Commonly presented as a series of word problems, deductive reasoning tests require you to apply top-down-logic; that is, you must draw the right conclusion from a set of given premises.

Typically, you’ll be presented with a short paragraph, or stimulus, detailing an argument, scenario or a number of stated facts, and a set of possible answers. Only one of these answers can be true, based on the evidence provided.

You may also be given a conclusive statement and asked to decide if it is true or false, or if there’s insufficient information to conclude either way.

Inductive reasoning

Unlike deductive reasoning, inductive reasoning tests ask you to make general inferences – probable conclusions based on a set of information, rather than unquestionable outcomes.

This is most often done through the use of shapes, patterns, sequences and diagrams.

You’ll need to quickly identify relationships and rules, then apply these to find the most logical answer from the multiple-choice options. This could be identifying the odd one out, filling in the missing part of a pattern, or finding the next part of a sequence.

Diagrammatic reasoning

Similar to inductive reasoning, diagrammatic reasoning tests offer visual representations of a problem and require you to make logical connections to draw a conclusion.

Questions often take the form of a diagram with inputs and outputs, and you’ll be required to select which processes from a list of operators would achieve the documented effect.

You may also be presented with sets of abstract sequences, given a standalone visual, and asked to select which set it belongs to.

Abstract reasoning

Abstract reasoning tests are essentially inductive and/or diagrammatic reasoning tests under another name.

They too require you to find relationships and rules between visual sequences, then apply these to select the correct image from multiple options, be it a missing part or a continuation of the sequence in question.

Critical reasoning

Critical reasoning tests are more akin to deductive reasoning tests, in that you’ll be dealing with word-based scenarios, arguments, evidence and conclusions.

These tests tend to evaluate a range of skills. Argument analysis is common, in which a question is posed, and a yes/no answer given with a supporting statement. You’ll need to decide whether the statement is a strong or weak argument.

Other question types involve scenarios and statements from which you’ll be asked to make assumptions, deductions and inferences based on the evidence provided.

Critical reasoning tests are most commonly used in sectors where evidence-based judgement is an everyday requirement, such as law.

Why do employers use logical reasoning tests?

As with any form of psychometric assessment, employers use logical reasoning tests as a way to filter applicants, most commonly in the pre-interview stages of selection.

Logic forms a fundamental part of day-to-day decision making. Our reasoning capabilities determine how effectively we interpret the world around us, and how we use what we know to be fact to inform our choices. As such, logical reasoning is a vital part of many job functions.

In administering a logical reasoning test, employers are evaluating how well you’re likely to perform tasks like strategy development, risk assessment and forecasting, as well as general problem solving.

Common logical reasoning test publishers

Below are listed five of the most widely used publishers of logical reasoning tests, each of which has its own approach to this type of assessment.

SHL publishes and administers both inductive and deductive reasoning tests, the lengths of which vary depending on the level of role applied for. Typically though, they last no longer than 25 minutes and follow a standard format.

Kenexa’s logical reasoning test focuses on inductive or abstract reasoning, with candidates required to assess and manipulate shapes and sequences. It also has a deductive reasoning test, which it refers to as verbal reasoning.

Cut-e offers both inductive and deductive reasoning tests, with individual variations of each. The layout of Cut-e’s tests is known to be somewhat different to other publishers, so if you’re taking one be sure to practice specifically for this format.

As one of the best-known publishers of psychometric and aptitude assessments, Saville’s logical reasoning tests are widely used. They’re offered as either abstract or diagrammatic reasoning and have a time limit of around 20 to 25 minutes.

Logical reasoning tests from Talent Q are adaptive, which means the difficulty rating of a question is related to your performance on the question prior. Do well initially, and they’ll get harder. Struggle, and they’ll become a little easier.

How to prepare for logical reasoning tests

The best way to prepare for a logical reasoning test of any description is to train your brain to think more critically – and that means practice.

Try making puzzles a part of your daily routine or use brain-training apps in your downtime. If you’re preparing for a deductive or critical thinking test , take an analytical approach to reading the daily news. Instead of simply taking things on face value, ask yourself questions based on the evidence provided, and whether or not it’s enough to draw solid conclusions.

And make sure you take plenty of practice tests. This will help you understand how to answer logical reasoning tests , and will make you familiar with many of the common relationships found in abstract sequences, including orientation, shading, rotations and reflections.

If you’re struggling to identify relevant rules, work backwards from the answer. The better you understand where and how certain rules apply, the more picking them out will become second nature.

As you progress with your practice tests, start taking them under exam conditions, including setting yourself a time limit. Pacing is a key skill in logical reasoning tests, as your score will not only indicate how many correct answers you gave, but how long it took you to answer each question.

Lastly, be sure to practice the right type of test. Ask your prospective employer which of the five types of logical reasoning assessment you’ll be sitting, and if possible, which test provider they use. This will allow you to target your preparation to the specific test format you’ll face on assessment day.

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Free example logical reasoning questions

Below you’ll find example questions for the different types of logical reasoning test. Answers to each are given below the set of questions.

For further practice, check out our free logical reasoning test questions and answers .

Deductive reasoning test

All footballers are fit and healthy.

All famous sports players are footballers.

Given that the above is true, which of the following is the logical deduction?

  • All footballers are famous sports people
  • All famous people are fit and healthy
  • All famous sports players are fit and healthy
  • All fit and healthy people are footballers
  • All football players are men

Inductive reasoning test

inductive reasoning practice question

How many triangles will be in the 6th shape?

Diagrammatic reasoning test

diagrammatic reasoning practice questions

In the grid, one box is missing. You must work out what rules are being applied in the other boxes in order to work out which of boxes A to F will complete the grid.

Abstract reasoning test

abstract reasoning practice questions

Which of the boxes comes next in the sequence?

Using deductive reasoning, the only logical answer is 3. To get to this answer, you need to simplify the given facts. All famous sports players are footballers, and all footballers are fit and healthy.

  • We can’t deduce that all footballers are famous sports people, as we haven’t got that information.
  • We can’t deduce that all famous people are fit and healthy, because the fact is about famous sports people.
  • This is the logical answer.
  • This information is not given; all footballers are fit and healthy but we can’t logically link that all fit and healthy people are footballers.
  • This is obviously incorrect, as gender is not mentioned at all in the question.

The number of triangles is increasing by 2 as you move along the sequence. I you continue to add 2 until you reach the 6th shape you reach 14, so the answer is C).

In the question the key rule is that the number of ‘star’ shapes in the central column must always equal the number of double circle shapes.

If there are no star shapes there should be no circle shapes. If there are three star shapes, there should be three circle shapes. Option F is the only one that abides by this rule.

Please note: shapes are not in a set position within this sequence. It is merely the presence of the shapes that is important. 1. There are always two squares in the frame. 2. There are always two circles in the frame. 3. There is always one triangle in the frame. So the answer is D).

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After using the platform for two weeks, I’ve never felt more prepared for an Aptitude test.

Logical Reasoning Tests FAQs

How are logical reasoning tests scored.

Logical reasoning tests are scored comparatively. That is to say, you’ll receive one mark for each correct answer, and your total score will be compared to the average results of other test-takers. Different employers may assess your results in different ways. Some will look only at your raw score against an average benchmark, while others may also consider your pace.

What are logical reasoning tests used for?

No matter the type of logical reasoning test used, you’re being assessed on your problem-solving and critical thinking skills. Employers are trying to determine if you have the required ability to interpret information, identify patterns and relationships, and draw solid conclusions. These are skills used on a daily basis in many job roles, so logical reasoning tests are widely used.

How is logical thinking measured?

Logical reasoning tests give a good indication of your lateral thinking skills by measuring your ability to analyse and interpret information to make evidence-based decisions – be they inferences, assumptions or unquestionable conclusions.

Why is logical reasoning important?

Logical reasoning is important in work-based environments because it is this skill set that allows you to work through many everyday business problems and come to the right resolution. Logical thinkers make decisions based on what they know to be true, rather than gut feeling; set achievable goals based on past performance; and approach complex problems in a systematic manner.

Where can I practice logical reasoning tests?

You can find practice tests for all types of logical reasoning assessments on our website, along with detailed answer explanations and guides. You can also find practice tests online from individual publishers which will help you get to grips with specific formats and time constraints.

Which employers use logical reasoning tests?

Logical reasoning tests are commonly used for managerial-level roles and above in many corporate job sectors, including law, investment banking and consultancy, as well as human resources, customer service and market research. It’s also likely you’ll be required to sit some form of logical reasoning test for acceptance onto a graduate scheme with many larger employers.


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Logical Reasoning Tests Tips

1 read each question carefully.

It’s vital you understand exactly what is being asked of you, so be sure to read every question thoroughly. There may well be distractors in the multiple-choice options; picking one of these because you’ve misinterpreted the question is a common error.

2 Analyse the stimulus

In deductive or critical reasoning tests, it’s important to fully digest the stimulus before drawing your conclusion. Again, a simple misunderstanding can be the difference between scoring or missing out on a mark, so make sure you’re aware of all the evidence presented to you.

3 Work out your answer before looking at the options

When working with abstract sequences or patterns, try to get an idea in your head of what the missing piece or next part of the sequence is likely to be, before you look at the multiple-choice options. This will help you zone in on the right response, rather than get distracted by irrelevant choices.

4 Make notes

There may be several relationships in any given sequence, and in diagrammatic reasoning tests you’ll need to be aware of multiple processes. Make notes as you go through to keep track of your thought process. It will help you to work methodically and avoid confusion.

5 Pay attention to pacing

You only have a set amount of time to work through all the questions, so be sure to pace yourself. Typically, problems become more complex as the test progresses, so aim to spend less time on questions at the start. Good pacing takes practice. You want to work quickly but not to the detriment of your accuracy.

6 Don't panic

Logical reasoning tests can be a little daunting if you’re not used to them but remember, we apply logic everyday without even realising it. Stay calm and remind yourself that the steps you need to take are familiar to you, it’s just that the problem you’re solving is presented in an unfamiliar way.

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Logical Reasoning Video Tutorials

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Reviews of our Logical Reasoning tests

What our customers say about our Logical Reasoning tests

South Africa

October 23, 2023

Fun & challenging!

I enjoyed the variety that this test offered. I would have preferred instant, question-by-question feedback over feedback at the end.

TheReal MacBen


October 14, 2023

The varying patterns of the figures in each box, and what could be the next chain in that pattern.

I like how the test contained fun and interesting questions that needed logical thinking. However, it is not as complex as one test I answered, so the website should give an option of difficulty in tests.


September 26, 2023


I have difficulty identifying the sequence. Honestly, I am not very familiar with the test. Thank you.

Andreas Karlsson

September 15, 2023

I found some of the patterns challenging at first but I do love to solve these little puzzles and recognize the patterns within

United States of America

September 10, 2023

Take one peice at a time

each task was a test to see if you could follow the pattern, some were difficult but it was a nice brain teaser.

September 02, 2023

Quick access to test, without any unnecessary sale propositions

I should not have to create an account to just take a sample test. I am happy to make an account once I take 1 or 2 tests and see whether I want to create an account

Paul Kitchener

United Kingdom

August 29, 2023

Good prep for recruitment test

I liked that I could skip a question and come back to it if I found it difficult under the time limit

Nkosingiphile Nzimande

August 22, 2023

Tricky: Thinking out of the box is key

I like that it is a simple test but if you analyze too much you might get the answers wrong, I kind of felt like I didn’t understand what was going on until the 3rd question.

Daniel Nelson

August 21, 2023

Challenging but fun

I love these tests, not too difficult but hard enough to be able to work through to get your answer,

Talha Iftikhar

August 03, 2023

Good level of test

I like the website and the construction of different questions. The level of free evaluation is quite testing and good.

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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

problem solving test answers

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?


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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Logical Reasoning Tests

Practice tests, solutions, and tips to help you pass employers' logical reasoning tests.

Page contents:

What is a logical reasoning test, how assessmentday can help with logical reasoning tests, logical reasoning video tutorial - part 1.

  • Free example logical reasoning tests

Logical Reasoning Video Tutorial - Part 2

Different types of logical reasoning, the most common logical reasoning tests used by employers, general logical reasoning test advice, logical reasoning faqs.

Updated: 17 January 2023

A logical reasoning test is used measure a candidate’s problem solving ability. They assess the ability to come to conclusions based on logic. You are presented with a series of shapes and are required to find patterns and rules to help you find the correct answer. These tests may be encountered for any position at any level of recruitment, but they may be particularly common when recruiting for positions which require significant problem solving ability or higher use of logic.

What is an example of logical reasoning?

Here are screenshots of our logical reasoning tests to understand what an example question involves:

screenshot of logical reasoning test 1

AssessmentDay offer numerous types of logical reasoning test which can help you perform to your best in the real thing. Practising logical reasoning tests is an ideal method of preparation as it allows you to learn from your mistakes, improving performance with every practice trial. Similarly experiencing time limits, the test layout and the overall test experience can help ease worries and anxieties about the test by familiarising yourself with them. It goes without saying that a candidate that has undertaken a logical reasoning test numerous times and seen their prior mistakes, and learned from them will be less nervous than a first time test candidate.

Free practice logical reasoning tests

Free logical reasoning test 1.

This free logical reasoning test contains 10 questions and has a time limit of 70 seconds per question .

Free Logical Reasoning Test 2

Logical reasoning test 1.

  • 12 questions

Logical Reasoning Test 2

Logical reasoning test 3, logical reasoning test 4.

There are numerous types of logical reasoning test, and many of these are used interchangeably. These tests tend to be similar in their layout and methodology, but with subtle and important differences.

Survey results

We analysed a sample of logic-based tests, to find the most common terms/most popular type was: Inductive reasoning

Here is a breakdown of the most common logical ability tests:

  • Inductive reasoning: - Inductive reasoning is the ability to reach general conclusion based on perceived patterns observed in specific events. Inductive logic is often used in everyday life and is therefore practical to a work place environment. In these tests candidates will be provided with a series of diagrams with an evident pattern. Candidates will need to identify the pattern in the sequence of diagrams and select the next diagram in the sequence.
  • Deductive reasoning: - Deductive reasoning involves a general rule or principle that leads to a specific conclusion. These tests will evaluate and measure a candidate's ability to make logical arguments and draw sound conclusions based on provided data, as well as identify flaws in a piece of information. As a result this is a useful tool in selection procedures as this type of reasoning will be used in the workplace. This type of reasoning will often be used in verbal reasoning tests and numerical tests, and is therefore very likely to be encountered in recruitment processes.
  • Abstract reasoning: - Abstract reasoning, also known as conceptual reasoning measures your lateral thinking ability. In these tests candidates will be tested on their ability to identify relationships, patterns and trends. Candidates will be provided with a series of images that follow a logical sequence or underlying rules. This may include following a rule in a sequence, identifying a code or finding a missing diagram.
  • Diagrammatic reasoning: - Diagrammatic reasoning is a specific form of abstract reasoning. Tests which assess this ability will typically show a flowchart of diagrams and symbols, with an input and an output. Candidates will need to identify which inputs effect diagrams, and therefore generate a specific output based on those rules.
  • Critical thinking: - Critical thinking tests are a type of verbal critical reasoning task which assesses various different types of logical reasoning in arguments, assumptions and conclusions. Typical logical abilities tested include analysing arguments, making inferences and evaluating conclusions.

Did You Know

Different test publishers use different names for their assessments. The term logical reasoning is used by TalentQ. Other companies may call their test abstract, inductive, or diagrammatic reasoning. It is good advice when being asked to sit a logical reasoning test to speak to the person who invited you and ask for a bit more detail; they may even give you a few example questions so you know what to expect.

Our 2020 study asked candidates about their logical reasoning test experience, in doing so we managed to find the most popular test publishers from our sample:

  • 1. Talent Q Elements Logical Ability - the important feature of these tests is that they are adaptive. That is to say the difficulty of each question is automatically determined by your performance in the previous question. So the questions become more difficult as you progress in order to quickly find your level of logical reasoning ability. There are typically 12 questions to these TalentQ logical tests and a time limit of 75 seconds per question.
  • 2. Kenexa Logical Reasoning - this test published by Kenexa is actually very similar in style to what SHL call an inductive reasoning test. They are effectively the same thing; the candidate is asked to select which diagram fits within the given series from a choice of five options. Typically Kenexa will give the candidate 20 minutes for 24 questions for their logical reasoning test.
  • 3. Ravens Progressive Matricies (Ravens APM / Ravens SPM) - The grid-style of symbols each following a pattern is also used in the Ravens Progressive Matrices assessments. With Raven's logical test, there are two levels of this test: Advanced Progressive Matrices (23 questions, 42 minutes) and Standard Progressive Matrices (28 questions, 47 minutes). Our logical tests are suitable for Raven's APM-III and Raven's SPM tests, you can alter the time limit with of our tests to create a more authentic experience.
Although all tests evaluate a specific logical ability, or set of abilities, there are general strategies which can be applied to ensure maximum performance in a logical reasoning test.

Here is a list of useful tips and advice for logical reasoning tests:

  • 1. Stay calm: - Logical reasoning tests of all kinds can be nerve racking, particularly ones which are time limited. As a result it is important to stay calm as to allow optimum performance during your exam. A small amount of anxiety can be a performance booster, maximise focus and therefore performance. However, serious test anxiety can severely hamper performance. Proper practice, enough sleep the night before and deep and regular breathing can all help settle your nerves, and perform to your best on the day of your test.
  • 2. Research the type of test: - Learning as much about the test beforehand can help you dive straight into the test once you have received it, saving you time. Similarly after researching the test, and the logical abilities which it assesses, can help you hone these skills and ensure you demonstrate the particular aptitude required for the test, optimising your performance.
  • 3. Clarify what type of test: - If an employer states that you will need to undertake a logical reasoning test, it is important to gauge what type of logical reasoning will be tested due to the broad nature of logical reasoning. Don’t be afraid to ask for clarification to identify which logical reasoning test will be used, and which logical reasoning skill will be tested as this information will be invaluable for your pre test preparation.
  • 4. Figure out the answer first: - A general tip for logical reasoning tests is to figure out the correct answer/sequence/rule before looking at the multiple choices. This way once you have an idea in your head of the correct answer, you can simply pick it out. If you look at the multiple choice answers first, you will be more inclined to pick the answer which best looks like the correct answer, rather than take the time to evaluate it logically. Your logic will be subject to more bias if you base your answer on which answer seems correct on face value, instead of evaluating it using the logical skills being tested.
  • For more advice on logical reasoning tests, check out our logical reasoning tips where we go through an example question and give you advice on how to pass logical tests.

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Yes, logical reasoning is a skill just like numerical reasoning which can be developed and practised. Some people will naturally be talented with logical reasoning and be able to solve logical puzzles much easier than others. Logical reasoning involves being able to solve logic puzzles and draw conclusions from patterns.

Logical reasoning is important for your ability to solve problems and generate creative ideas. It's this reason that many employers use logical reasoning tests in their application process.

The best way to practise logic skills is by using logical reasoning tests. These will provide the best practise as they directly involve all the skills needed in solving logic problems. You can also practise things like word puzzles or any kind of puzzle that requires you to identify patterns to find answers.

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Free Analytical Reasoning Test Example Questions and Answers [2024]

Each practice test contains detailed answers and explanations

  • 32 Numerical Reasoning Practice Tests.
  • 15 Verbal Reasoning Practice Tests.
  • 30 Figural Reasoning Practice Tests.
  • Aptitude Tests
  • Analytical Reasoning Tests

Are you required to take an Analytical Reasoning test as part of your hiring process? JobTestPrep offers sophisticated practice materials that can increase your chances of excelling in any Analytical Reasoning pre-employment assessment.

The Analytical Reasoning Test (Also known as the analytical skills test) practice preparation includes the following:

  • Numerical Reasoning - This section includes 32 practice tests on topics such as Algebra, Math Word problems, Number Series, Numerical Reasoning, Table, and Graphs that will increase your math knowledge and solution speed.
  • Verbal Reasoning - This part includes 9 true\false\cannot say, 4 logical reasoning, and 2 Syllogism & Seating Arrangements practice tests that will help you sharpen your ability to understand and interpret data.
  • Figural Reasoning - This section has 11 next in series, 5 Odd One Out, 3 Analogies, 9 Matrices, and 2 other styles of practice tests that will strengthen your figural reasoning and make you better at seeing patterns and reaching conclusions.

Here you will find free online Analytical Reasoning example questions and answers that cover Numerical, Verbal, and Figural reasoning test topics.

Let’s dive in.

What is an Analytical Reasoning Test?

Analytical Reasoning Tests are time-constrained aptitude tests designed to assess the ability of a job candidate to think critically when faced with complicated work tasks. Additionally, employers want to know you can handle stress when required to work quickly in a deadline-driven environment.

That is why analytical thinking tests almost always include a time limit, requiring you to be quick on your feet and make decisions quickly.

If you are applying for a job that requires an aptitude test, it may be in the form of

  • Verbal Reasoning .
  • Numerical Reasoning .
  • Figural Reasoning.

That is why it is important to become familiar with and practice a variety of question types.

Almost every important industry employer seeks workers with good analytical reasoning skills, measured by analytical reasoning tests. They help employers find candidates who have the necessary cognitive abilities for learning quickly, adapting, and solving problems.

Professionals who take the Analytical Reasoning Tests include

  • Business analysts.
  • Data Analysts.
  • Intelligence Analysts.
  • Law School Admissions (In the form of the LSAT test).

Analytical Reasoning Tests Further Breakdown

Additionally to encountering analytical reasoning tests in your hiring process, the type of analytical reasoning test you'll take depends on the position you're applying for:

  • Numerical Reasoning  - Financial professionals often take numerical reasoning tests , including accountants, business analysts, and data scientists. It is estimated that three-quarters of Fortune 500 companies use psychometric testing that includes numerical reasoning tests in their recruitment processes.
  • Verbal Reasoning Questions - In most cases, employers or recruiters use verbal tests when hiring for roles that require strong interpersonal skills which is applicable to most jobs and managerial positions.
  • Figural Reasoning Questions are often administered in industries such as finance, engineering, and HR.

Analytical Reasoning Score

Upon completion of the test, the score will be analyzed and contrasted to these of other candidates or compared to a norm group statistic(which shows the hiring manager how well you measure up against previous candidates).

Free Analytical Reasoning Test Question and Answers

Analytical Reasoning - Word Problem Example Question

Due to an increase in taxes on electronic devices, the price of a 46” LED flat TV screen has increased to $845, which is 30% increase over the original price. What was the original price of the TV prior to the increase?

Choose the correct answer

The correct answer is $650.

In this question, 100% is the original price. A good way to tackle this type of question is by writing down the information you have in a table:

analytical reasoning sample answer 1

Calculate the missing data with the “triangle trick.” Multiply along the diagonal and then divide by the remaining number. Then, apply the above method to this question:

Analytical Reasoning Sample Questions Answer 1

To find the missing data, we then multiply the numbers connected by the diagonal (the hypotenuse) and then divide by the number located on the remaining vertex: X = (845*100)/130 = $650 .

Another approach to this type of question requires an understanding of the relation between a given percentage and the proportion it represents (and vice versa). This relation is represented by the following formula:

analytical reasoning sample answer 3

Total = the value of 100%. We can isolate the part we are interested in: Total = (Value*100)/% And insert the data: Value = ($845*100)/130 = $650 . Another way to tackle this question- is if you start with 130%, divide the number by 130 to get 1%. Then simply multiply the value you have received by 100.

Want More Practice?

Get the full analytical reasoning PrepPack™ including: timed tests, helpful tips and detailed answer explanations! start practicing to ensure your success on test day!

Numerical Reasoning - Number Series Example Question

7 | 14 | 28 | 32 | 64 | 128 | ? | ?

What would be the next number in the following series?

The correct answer is 3.

problem solving test answers

The series increases repeatedly by: x2, x2, +4.

Figural Reasoning - Next in Series Example Question

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Choose the image that completes the pattern

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The correct answer is E.

The logic: there are two rules in this set:

There is a shape in the top left corner of the frame and in the bottom left-hand corner alternately.

There is a shape in the top right corner of the frame and in the bottom right corner alternately.

This rule creates a wave-like pattern of shapes if you look at the sequence of frames. This rule already disqualifies answers 1 and 2.

The second rule concerns the shapes in the upper part of the frames only (the shapes in the bottom are only distracters and do not follow a distinct rule).

You can see that every two frames, the number of sides (of the shape) decreases by one (a pentagon, a square and a triangle).

When the shape is in the right side of the frame, it will be duplicated in the left side of the next frame, and be replaced in the following frame.

Therefore, the correct answer is 5, as the triangle is duplicated in the right place. Answer 4 may be distracting as a triangle is present, but not in the right place.

Verbal Reasoning True/False/Cannot Say Example Question

Nicotinia attenuata, a type of wild tobacco, is usually pollinated by hawkmoths. To lure them in, the plant opens its flowers at night and releases alluring chemicals. But pollinating hawkmoths often lay their eggs on the plants they visit and the voracious caterpillars start eating the plants. Fortunately, the plant has a back-up plan.

It stops producing its moth-attracting chemicals and starts opening its flowers during the day instead. This change of timing opens its nectar stores to a different pollinator that has no interest in eating it - the hummingbird.

A botanist first noticed the tobacco plant's partner-swapping antics by watching a population of flowers that was overrun by hawkmoth caterpillars. Nearly every plant was infested. To the botanist's surprise, around one in six flowers started opening between 6 and 10am, rather than their normal business hours of 6 and 10pm.

To see if the two trends were related, she deliberately infested plants from another population with young hawkmoth larvae. Eight days later, 35% of the flowers had started opening in the morning, compared to just 11% of plants not infested. The flowers use a cocktail of chemicals to lure in night-flying moths, but the main ingredient is benzyl acetone (BA).

A large plume gets released when the flower opens at night. It is so essential that genetically modified plants, which can't produce BA, never manage to attract any moths. Nonetheless, the flowers that opened in the morning never produced any BA.

Caterpillars are born of the hawkmoth's eggs.

The correct answer is True.

It logically follows that the caterpillars mentioned are hatched from the hawkmoth's eggs.

How to Improve Your Analytical Reasoning Skills
  • Practice Makes Perfect - Analytical skills tests evaluate skills that you may not use on a daily basis. It is highly recommended that you practice for your analytical reasoning test so that you will become familiar with the format of the test and the type of questions on it.
  • Focus on an Analytical Skill Relevant to Your Needs – If you know the specific skill you are going to be asked about, get professional! You can use our logical reasoning PrepPack, or our numerical reasoning PrepPack , which will enable you to focus only on the relevant material for the exam.
  • Practice Various Skills – Employers often use unique questions to analyze and evaluate your analytical thinking ability. Fortunately, our comprehensive PrepPack includes verbal, numerical, number series, and math word problems, that will ensure full preparation for any analytical test.
  • Focusing on Your Weak Spots - A guaranteed method to improve your score, even if your test is tomorrow. Aim to take a few practice tests in advance of your real test to identify your strong and weak points. Knowing this will allow you to strengthen your weaknesses just enough to secure the score you need to get the job.
  • Try Different Strategies for Approaching Analytical Reasoning Tests - For example, some test takers prefer to answer the easier questions first, leaving them with more time to approach the more difficult questions. You may also find it helpful to skip the most difficult questions and only come back to them if you have time.
  • Master Shortcut Techniques  - Shortcut techniques like mathematical tricks could help reduce the time required for a solution by half. That leaves you more time for difficult questions and gives you a huge advantage over the other candidates.
  • Build your mathematical skills – Analytical tests are widely based on mathematical skills, so if you haven’t seen an algebra question since high school - it’s time for a refresher.

Why Do Employers Use Analytical Reasoning Tests in Their Recruitment Process?

Analytical reasoning tests are often administered by employers or recruiters before the interview stage, allowing them to select candidates objectively upon merit. As a result, the test serves as a filter, enabling employers to meet the most qualified candidates and not waste valuable time.

What are analytical LSAT Reasoning Questions?

LSAT Reasoning (AR) Questions test your ability to analyze a collection of facts and principles and determine if they are true. Each AR question is based on a single passage.

Is Analytical Reasoning a Soft Skill or A Hard Skill?

The majority of analytical skills are soft, but there are also hard skills that can help you become better at analyzing. These include data analysis, data gathering, inventiveness, and the ability to communicate.

Links that May Be Helpful

  • Free Analytical Reasoning PDF - Numerical Questions.
  • Free Analytical Reasoning PDF - Verbal Questions.
  • Free Verbal Reasoning Practice Guide.
  • Free Figural Reasoning Practice Guide .
  • Free Numerical Reasoning Practice Guide.
JobTestPrep is a leading test prep company that offers accurate practice simulations for hundreds of pre-employment tests. Since 1992, it has helped 1M+ candidates. If you have any additional questions about the Analytical Reasoning Test, feel free to send us an email , we usually reply within 24 hours.

15 Common Problem-Solving Interview Questions

Ebook: How to Build a Tech Talent Brand: The Definitive Guide

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

  • Problem solving lies at the heart of programming. 
  • Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
  • STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
  • Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

  • Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
  • Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
  • Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
  • Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

  • Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
  • Obstacle: State the challenge or problem you faced.
  • Action: Detail carefully how you went about overcoming this obstacle.
  • Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

  • Point : State the solution in plain terms. 
  • Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
  • Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
  • Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

  • Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
  • Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
  • Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
  • If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
  • Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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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

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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.

problem solving test answers

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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Problem-solving test

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.

Problem-solving test

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.

Problem-solving test

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 .

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

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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 Good Is Your Problem Solving?

How Good Is Your Problem Solving?

© iStockphoto Entienou

Use a systematic approach.

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?


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.

Your last quiz results are shown.

You last completed this quiz on , at .

Score Interpretation

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. 

Figure 1 – The Simplexity Thinking Process

Reproduced with permission from Dr Min Basadur from "The Power of Innovation: How to Make Innovation a Part of Life & How to Put Creative Solutions to Work" Copyright ©1995

Simplex Process Diagram

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.

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 Mind Tools Project Management section. 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   Bite-Sized Training session.

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 site teaches you the skills you need for a happy and successful career; and this is just one of many tools and resources that you'll find here at Mind Tools. Subscribe to our free newsletter , or join the Mind Tools Club and really supercharge your career!

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  • Over a month ago Sonia_H wrote Hi PANGGA, This is great news! Thanks for sharing your experience. We hope these 8 steps outlined will help you in multiple ways. ~Sonia Mind Tools Coach
  • Over a month ago PANGGA wrote Thank you for this mind tool. I got to know my skills in solving problem. It will serve as my guide on facing and solving problem that I might encounter.
  • Over a month ago Sarah_H wrote Wow, thanks for your very detailed feedback HardipG. The Mind Tools team will take a look at your feedback and suggestions for improvement. Best wishes, Sarah Mind Tools Coach

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Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

problem solving test answers

By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .


Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.


“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

  • How would you describe your problem-solving skills?
  • Can you tell me about a time when you had to use creativity to deal with an obstacle?
  • Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
  • If you were faced with an upset customer, how would you diffuse the situation?
  • Tell me about a time when you had to troubleshoot a complex issue.
  • Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
  • Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
  • A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
  • Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
  • Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
  • If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
  • Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
  • Describe your troubleshooting process.
  • Tell me about a time where there was a problem that you weren’t able to solve. What happened?
  • In your opening, what skills or traits make a person an exceptional problem-solver?
  • When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
  • When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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problem solving test answers

Co-Founder and CEO of Mike is a job interview and career expert and the head writer at

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

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Co-Founder and CEO of Mike is a job interview and career expert and the head writer at His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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