Verbal Reasoning Tests

Verbal reasoning tests are used to find out how well a candidate can identify logic within a passage of text. Candidates are typically provided with a passage, or several passages, of text based information and are required to evaluate whether or not a set of statements pertaining to the passage are:
True - The statement is true following the logic of the information or opinions contained in the passage,
False - The statement is false following the logic of the information or opinions contained in the passage or,
Cannot Say - You are not able to determine whether the statement is true or false without further information.

Numerical Reasoning Tests

Most numerical tests are very similar, usually following a multiple choice format where you have select an answer from a number of possible solutions.
The questions are based around the interpretation of data from table, graphs and charts, and then using basic arithmetical techniques (percentages; fractions; ratios; additions, subtractions etc) to arrive at the correct answer.
For both online and written tests, calculators are normally allowed and you are usually provided with scrap paper to do your rough working.

Diagrammatic Tests

These tests are designed to assess your logical reasoning ability. They usually comprise of around 30 multiple choice questions and are administered under exam conditions.
The questions typically involve a series of shapes or diagrammatic figures in a sequence or pattern. Your task is to analyse the sequence and determine which of the 'answer shapes or figures' would come next.

Situational Judgement Tests

Situational Judgement Tests usually consist of a series of work based scenarios relevant to the job position you have applied for. Scenarios may range from ethical dilemmas to difficulties with colleagues or clients. Employers use these tests to help determine if candidates possess the qualities required to be successful in the job role applied for. In each of the scenarios one or more of the competences from the original job description, and/or person specification, is likely to be tested.

Occupational Personality Questionnaires

These are not in fact tests as such but questionnaires designed to give the employer an inventory or profile of your values and the way in which you react in given situations. This could include how you relate to others, your values and motivations or your style of working. Employers use them to assess whether you have the right type of personality for the job and company.
They are usually untimed and there are no right or wrong answers. You can’t really prepare for them, just answer the questions honestly. They usually check you are being consistent by asking similar questions in different ways so don’t get caught out or try to guess what they are looking for. After all, it’s not in your interest to end up in a job that doesn’t suit you!

You will often get the chance to discuss the resulting personality profile with the employer and the outcome may be followed up in a subsequent interview.

How to Maximise Your Performance

Preparation

• Consult the practice materials and reference books held in the Careers Advisory Service and familiarise yourself with what the tests involve. Ask about the practice sessions we run.

• Brush up on you arithmetic – percentages, ratios, square roots, etc. (you may not be allowed to use a calculator in the tests).

• Do crosswords and practice number puzzles.

• Get a good nights sleep – tiredness can adversely affect performance.

• Arrive in good time. Let the employer know in advance if you have a disability which might make taking the test difficult.

At the Test Session

• Listen carefully to the instructions given

• Ask questions if you don’t understand what you’ve to do

• Read each question carefully before answering

• Work as quickly and accurately as you can.

• Miss out those you find too difficult

• Don’t double or triple check each answer. Go back at the end if you have time