SHL designs and develops psychometric tests and has a large library covering skills, knowledge, ability, and aptitude tests, as well as personality, behavioural, and competency-based assessments. SHL says it is available in 40+ languages and supports 150 countries. Employers use ability tests and personality questionnaires widely.134

SHL describes its tests for jobs in general. Different jobs require different skills, so the aptitude tests used for each job will be different. Organisations that have done due diligence go through a careful evaluation of any job when selecting aptitude tests. SHL's examples are jobs such as an IT Developer or a clerical role.3

You might get a Verbal Reasoning Test, Numerical Reasoning Test, Deductive Reasoning Test, Inductive Reasoning Test, General Ability Test, Checking Information test, Working with Information test, Mechanical Comprehension Test, Reading Comprehension Test, Calculation Test, Personality questionnaire, Learning Potential & Responsibility (Biodata) assessment, or a Video Interview and Global Skills assessment. You could also face a Behavior-Based Assessment, a Situational Judgment Test, or job-specific simulations such as a Contact Center Simulation, Coding Simulation, Email Writing Test, MS Excel 365 Simulation or MS Office 365 Basic Computer Literacy Test. Verbal tests measure your ability to understand written information and to evaluate arguments about this information. Numerical tests assess your understanding of tables of statistical and numerical data, as well as your ability to make logical deductions. Deductive reasoning tests measure your ability to draw logical conclusions based on information provided, identify strengths and weaknesses of arguments, and complete scenarios using incomplete information. Inductive tests assess your ability to identify underlying patterns in information and predict outcomes using that information. Mechanical comprehension tests assess your understanding of using, troubleshooting, and performing maintenance on machinery. Situational judgement tests are used to assess your ability to choose the most appropriate action in workplace situations by reading a scenario or watching an animation and selecting the response that most effectively deals with the situation. During assessment centre exercises, a group of candidates takes part in a range of exercises, which are observed by assessors.12

Aptitude tests are designed to determine how well someone will perform a skill they have not received training in. They are typically paired with other standardised psychometric assessments. The most traditional aptitude tests use a multiple-choice format, while simulations are more engaging. Aptitude tests vary in difficulty. You should find out what you will be assessed on and try some example questions.3

SHL advises you to take practice tests and view example questions. Practice assessments provide a similar testing experience in terms of question types and formats, but they do not attempt to provide an exact experience. The level of difficulty of the practice tests may not exactly reflect the difficulty of the test you will complete. Some practice tests provide a report. Familiarisation with the different types of questions and timing of the tests will help you feel more relaxed. You should make sure you understand what assessments you will be taking. If you have special requirements or a disability, make sure the employer understands these as early as possible so any possible adjustments to the assessments can be discussed. Read through the instructions carefully and complete any practice and example questions you are provided with. SHL advises you to be yourself and respond honestly. You are not permitted to share your practice test results with any third party. Practise with our free practice set. The Pilot Pass gives unlimited practice.12

Many organisations will offer you feedback. If feedback is not offered, ask if it can be made available. If there is more than one exercise, your performance across all of them will be taken into account.2