online assessment test problem solving

Problem Solving test

Summary of the problem solving test.

This Problem Solving test evaluates candidates’ ability to define problems and analyze data/textual information to make correct decisions . Our test helps you identify candidates with the analytical skills to assess and respond to complex business situations quickly and accurately.

Covered skills

Creating and adjusting schedules

Interpreting data and applying logic to make decisions

Prioritizing tasks 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, including administrative assistants, project managers, customer service managers, web developers, and people working in hospitality or sales.

Sign up for a Free forever plan and use this Problem Solving assessment test for free!

About the Problem Solving test

Effective problem-solving involves the ability to:

Define complex problems

Break it down into manageable parts using verbal and numerical reasoning skills

Develop approaches to solve the (sub)problem using creativity and analytical thinking

Execute flawlessly

Problem-solving abilities are difficult to assess through resume screening alone. A candidate might say they’ve solved several problems in the past, but that doesn’t show their ability to work well under pressure or tell you how sophisticated their problem-solving abilities are.

That’s why our Problem Solving test enables candidates to show off their skills in real time. This problem resolution test presents candidates with typical problem-solving scenarios like 1) scheduling based on a diverse set of conditions, 2) identifying the right sequence of actions based on several business rules, and 3) drawing conclusions based on textual and numerical information

Check out our practice preview questions to see the Problem Solving test in action.

A successful problem solver can quickly identify the key elements of the problem and work through the problem at speed without making mistakes. This multiple-choice test is also useful to check candidates' overall analytical skills.

The test is made by a subject-matter expert

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

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

Crafted with expert knowledge

TestGorilla’s tests are created by subject matter experts. We assess potential subject-matter experts based on their knowledge, ability, and reputation. Before being published, each test is peer-reviewed by another expert, then calibrated using hundreds of test takers with relevant experience in the subject.

Our feedback mechanisms and unique algorithms allow our subject-matter experts to constantly improve their tests.

What our customers are saying

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Use TestGorilla to hire the best faster, easier and bias-free

Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free.

Learn how each candidate performs on the job using our library of 400+ scientifically validated tests.

Test candidates for job-specific skills like coding or digital marketing, as well as general skills like critical thinking. Our unique personality and culture tests allow you to get to know your applicants as real people – not just pieces of paper.

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Discover your strongest candidates with TestGorilla’s easy-to-read output reports, rankings, and analytics.

Easily switch from a comprehensive overview to a detailed analysis of your candidates. Then, go beyond the data by watching personalized candidate videos.

View a sample report

The Problem Solving test will be included in a PDF report along with the other tests from your assessment. You can easily download and share this report with colleagues and candidates.

Why are problem solving skills important to employers?

Employers should use problem solving skills assessment tests because nearly every role benefits from staff with positive, troubleshooting mindsets.

Problem solving skills in the workplace mean that employees can respond quickly to challenges, creating processes that mitigate or remove obstacles that prevent the company from achieving its goals.

These challenges can be anything, for example: 

Delays in your supply chain

Conflict between team members

Technological problems

Problem solving skills are especially important in roles such as project management, administrative assistance, and planning work with ever-changing circumstances and tight deadlines.

By asking candidates to pass a problem solving test online during the recruitment process, you ensure that all your recruits have what it takes to troubleshoot problems, improve your productivity, and increase your chances of innovation.

 A problem solving skills test also ensures that you do this with minimal bias, using an objective numerical measure to establish the required skill set and build a shortlist.

You should also explore candidates’ approaches to creative problem solving in more depth with problem solving questions in the interview stage.

Key problem solving abilities to measure with a problem solving test

A strong problem resolution test evaluates candidates’ ability to define problems and analyze data and textual information to make decisions that best serve the business. 

Some of the considerations for problem-solving test questions include:

Creating and adjusting schedules: Candidates should use a problem-solving process to understand what they can realistically achieve within time and how to adjust schedules to account for variable outcomes.

Interpreting data and applying logic to make decisions: Job seekers should have an aptitude for aligning data with business goals and making actionable decisions.

Prioritizing and applying order based on a given set of rules: Applicants can determine which project tasks take priority by using prioritization rules and supporting information.

Analyzing textual and numerical information to draw conclusions: Examining textual and numerical information to reveal patterns, relationships, and trends can help candidates draw accurate conclusions and pick the best choice from a selection of alternative solutions.

What job roles can you hire with our Problem Solving test?

You can – and should – use an ability test of problem solving skills when screening for most roles to reduce time-to-hire, even when hiring globally like Nexus HR.

However, it is especially important when hiring for positions where effective problem-solving is needed – for example, managerial roles, project-focused roles, and jobs where employees frequently work under time limits.

Here are some examples of roles you should use a problem solving assessment for:

Administrative assistants: Employees who can think on their feet can swiftly resolve logistical challenges, manage schedules, and facilitate seamless communication.

Project managers : Problem solving skills are essential to keep projects on track and ensure deadlines are met, even when unexpected changes occur.

Customer service managers: Customer service reps must make prompt decisions to respond to customer queries and solve their issues quickly.

Web developers : Great programmers have the competency to spot problems in their code and identify possible solutions.

Venture capitalists: Venture capitalists must be able to think critically and spot both opportunities and risks in potential investments – problem solving skills are key here.

Hospitality staff : Hotel and restaurant workers thrive when they can identify and effectively respond to customer issues, turning negatives into positive experiences.

Salespeople: Sales professionals benefit from the ability to transform client challenges and objections into opportunities for problem-solving, which often leads to upsells and cross-sells.

Create a multi-measure assessment: 4 tests to pair with the Problem Solving test

Of course, a problem solving test alone can’t tell you if a candidate has all the right skills for the role. Instead, include a problem solving skills test as part of a multi-measure psychometric assessment alongside up to four other essential skills tests to find the best candidates.

Here’s an example of four tests you might include to make a strong multi-measure assessment:

Communication test : Ensure your candidates maintain clear communication with teammates and direct reports, which is essential when discussing problems, brainstorming solutions, and implementing the chosen strategy

Time Management test : Dig deeper into jobseekers’ abilities to respond to time-pressured tasks and manage deadlines

Critical Thinking test : Identify prospects with the cognitive ability and logical reasoning to solve nuanced problems, stay objective, and balance complexities in their decision-making process

Big Five (OCEAN) Personality test : Get insight into what kind of worker a candidate is through five key metrics: openness, conscientiousness, extraversion, agreeableness, and emotional stability.

Note: We haven’t included any role-specific skills tests here because they depend on the position you’re hiring for. However, we highly recommend you add at least one in your five-test assessment to ensure your candidates possess the right skills for the job.

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

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

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

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

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

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

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

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

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

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

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

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

Related tests

Intermediate math, mechanical reasoning, attention to detail (textual), verbal reasoning, critical thinking, numerical reasoning, computational thinking, basic math calculations, understanding instructions, attention to detail (visual).

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Practice Aptitude Tests

What is an aptitude test?

An aptitude test is a way to measure a job candidate’s cognitive abilities, work behaviours, or personality traits. Aptitude tests will examine your numeracy, logic and problem-solving skills, as well as how you deal with work situations. They are a proven method to assess employability skills.

Aptitude tests measure a range of skills such as numerical ability, language comprehension and logical reasoning.

What are the different types of aptitude tests?

There are a number of different types of aptitude test due to the range of cognitive capabilities and employer priorities. At Practice Aptitude Tests, we provide industry standard aptitude or psychometric tests for banking, accountancy, finance, law, engineering, business, marketing and vocational fields.

The most commonly used are numerical reasoning tests , verbal reasoning tests , diagrammatic reasoning tests , situational judgement tests , mechanical reasoning tests and personality tests .

Take a free practice aptitude test

Try a free practice aptitude test from the 16 test types below to prepare for your psychometric tests. All our assessments are written by accredited industry experts and are designed to replicate real exams used by leading employers.

Each has a strict time limit and at the end of the test you can view your score, benchmark and the full solutions to all the questions.

Numerical Reasoning

Numerical reasoning tests demonstrate your ability to deal with numbers quickly and accurately. These tests contain questions that assess your knowledge of ratios, percentages, number sequences, data interpretation, financial analysis and currency conversion

Verbal Reasoning

Verbal reasoning tests assess your understanding and comprehension skills. You will be presented with a short passage of text which you’ll be required to interpret before answering questions on. These are typically in the ‘True, False, Cannot Say’ multiple choice format, although there are a range of alternatives too.

Situational Judgement

Situational Judgement Tests assess how you approach situations encountered in the workplace. They are built around hypothetical scenarios to which you would be expected to react accordingly. Based on your answers it will be verified how aligned you are with values and behaviors of a particular company.

Diagrammatic Reasoning

Diagrammatic reasoning tests assess your logical reasoning ability. The questions measure your ability to infer a set of rules from a flowchart or sequence of diagrams and then to apply those rules to a new situation.

Abstract Reasoning

Abstract reasoning tests can also be referred to as diagrammatic and inductive reasoning tests. You will be expected to identify the relationships between shapes and figures, identify rules and similarities, and quickly apply these to establish the answer

Logical Reasoning

Logical Reasoning tests come in three forms: deductive, inductive and abstract. These types of tests do not present you with verbal or numerical information, but instead with logical patterns and shape sequences.

Basic Numeracy

Most job roles require a basic numerical skill set. This includes, but is not limited to, operational, customer service, administration, help desk and commercial. It’s so easy to forget some of the basic numeracy principles that we once learnt. With this in mind we have put together this test pack to help you refresh your skills and improve your performance.

Analytical Reasoning

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

Cognitive Ability

Cognitive ability tests are predictors of general intelligence. Like IQ tests, they examine your ability to solve problems and think logically, via verbal, numerical, mechanical, spatial and logical questions.

Spatial Reasoning

Spatial reasoning tests your ability to think about objects in both two and three dimensions, and draw conclusions to those objects from limited information. These tests allow you to visualise two and three-dimensional images in your mind, and mentally manipulate these images into the shape that you want.

Mechanical Reasoning

Mechanical and electrical aptitude tests are commonly administered for engineering and technical positions including the emergency services and the army. They are designed to measure your ability to understand and apply mechanical concepts and principles in order to solve problems. These tests are usually multiple choice and under timed conditions. You will typically have no more than 40 seconds to complete each question.

Basic Comprehension

These are foundation level verbal reasoning tests which assess your ability to reason using concepts wrapped in words. It verifies your level of understanding and comprehension, as well as your dexterity when it comes to filtering out key information from a bulk of text.

1000s of practice questions

Over 9 million practice tests taken, practice tests anytime, anywhere, retake tests, improve your scores, how do i prepare for aptitude tests.

The best way to prepare for aptitude tests is to practice them. The more you practice aptitude tests, the better you’ll get and the higher results you’ll achieve. You can start with these aptitude test sample questions and answers .

Practice isn’t just about taking test after test though. You need to practice smartly, define which assessments you’ll need to master, reveal which areas you need to work on and follow expert advice to help you improve.

If you’d like further practice you can try our free aptitude tests for online practice or our aptitude test pdf if you’d prefer to practice offline.

Practice smartly and measure your performance to show your results improve

We set up Practice Aptitude Tests to help people practice and we’re proud to say that we’ve now helped over 9 million people all over the world.

As well as a huge vault of online assessments, we’ve also created an aptitude test resource hub full of articles and videos to help you improve. Get started with our top aptitude test tips .

I liked the tests. They had interesting questions and having to assess situations where you need to take strategic decisions which would impact the organization in the longer run is astounding.

With their tests, I could get a better knowledge to ace the online assessment provided by the greatest companies in nearly all sectors.

Practice Aptitude Tests is a very useful and thorough resource. It’s easy to use, you can search the relevant tests used by different employers and there are many different types of tests to choose from. Definitely my go-to for practising tests.

Questions were framed very well. Good level and standard is maintained.

This is so useful: there are loads of different tests and situations and the videos really help you improve, especially with the numerical ones which can be really hard!

The tests I completed were perfect for helping me to improve my comprehension skills.

Publisher Tests

If you’re due to take an aptitude test produced by a specific test publisher, we’ve got you covered. Practice free tests based on the style of those publishers via any of the links below, and check out all our publisher tests here.

Korn Ferry is a management consulting firm headquartered in Los Angeles. It was founded in 1969.

SHL Style Practice

SHL is one of the world’s leading psychometric test providers. Its tests are widely used by employers around the world to assess candidates during the recruitment process. The range of SHL tests varies from verbal and numerical to behavioural to cognitive and logical, and more — companies will ask job applicants to take the most relevant test to the job specifications. Practice Aptitude Tests is not associated with SHL. We provide preparation services for SHL psychometric tests. Our tests are not designed to be identical to any style, employer or industry.

Cut-e (AON)

Cut-e is a psychometric assessment and talent measurement company who provide recruitment tools to help businesses find the right candidate. It is owned by Aon and is used by many companies including Dell, Red Bull, Lidl, Grant Thornton and more.

Cubiks is an international assessment and development consultancy, designing products utilized by businesses in over 50 countries around the world throughout Europe, America, Asia and the Middle East. Cubiks combines business psychology with human resources and IT expertise to offer an extensive portfolio of products and services used by companies for selection, development, talent management and competency management.

Psytech International is another psychometric test provider and commonly used by employers as part of their recruitment process. They offer a range of aptitude and personality tests, which we have outlined below.

Established in 2006 by Roger Holdsworth (co-founder of SHL), Talent Q design and deliver online psychometric assessments, training programmes and consultancy services. They operate both nationally and internationally in over 40 languages and across 50 countries. Their psychometric training courses are accredited by the British Psychological Society and the Chartered Banker Institute. Their portfolio of ability assessments are called Aspect.

Kenexa is a global business psychology consultancy and psychometric test publisher. It was formed in 1987, initially as a recruitment service, expanding steadily throughout the 1990s and 2000s, now offering a variety of different services and solutions in the talent management sector to businesses. As an international company they have offices all over the world, including Europe, Asia and the Americas. They have over 1,500 assessments and provide a tailored approach to the organisation.

Saville Assessment

Saville Assessment (formerly Saville Consulting) is an international psychometric assessment business. They operate in over 80 countries and the products are available in 35 languages. The consultancy employs experiences occupational psychologists and their portfolio includes a variety of services from selection to development to talent management, to name but a few. Their aptitude tests include numerical, verbal and diagrammatic reasoning as well as abstract, error checking and mechanical and most take on average 20 minutes to complete.

Watson Glaser

Watson Glaser tests are produced by TalentLens who publish a variety of ability tests, personality tests and a range of other products which they organise into the areas of ‘select’, ‘develop’ and ‘engage’. They also offer a BPS accredited Test User Ability and Personality training. They are an international company with offices in Europe, Australasia, Asia and the Americas.

Employer Tests

Individual employers will use their own combination of aptitude tests as part of their assessment process. Click any link below to find out more about that organisation’s psychometric tests and practice some free examples. Or check out all of our employer tests.

Amazon is the largest Internet retailer in the world measured by the revenue. The company grows at an enormous pace and to reach it targets it needs a strong support from the creative, and talented people who are keen to work in electronic commerce and cloud computing.

Procter & Gamble

P&G is a multinational consumer good corporation employing people in over 150 countries around the globe. The company hosts a number of unique student programs across their departments spread across the UK and Ireland. From the day one, graduates jump into a rewarding on-the-job experience, that will leave them with a wealth of technical, functional and leadership skills.

Ernst & Young

A leader in professional services, EY helps other organisations make better decisions about business, finance and technology. They run graduate schemes in Technology, Transactions, Consulting and Assurance, so it’s important to find out which scheme is right for you.

UBS supplies wealth, institutional and corporate clients from around the world as well as private clients in Switzerland in financial advice and solutions. Its headquarter is in Zurich but its smaller offices are based in all major financial centers worldwide.

PwC belongs to the Big Four group of major auditors, which makes it one of the most sought after in the country – it has remained number 1 on the Times Top 100 Graduate Employers for the last fourteen years.

Lloyds Bank plc is a British retail and commercial bank with branches across England and Wales. It has traditionally been considered one of the "Big Four" clearing banks.

Every year University leavers can join the organisation through a range of graduate programmes which are held at HSBC departments all over the world. At HSBC you can take your first steps into a career in Commercial Banking, Global Banking and Markets, Retail Banking and Wealth Management, and Global Private Banking.

Barclays offers a wide range of career opportunities across its four distinct graduate development Programs in Retail and Business Banking, Investment Bank, Corporate Banking, Wealth and Investment Management sectors.

Citi works tirelessly to provide consumers, corporations, governments and institutions with a broad range of financial services and products. They strive to create the best outcomes for our clients and customers with financial ingenuity that leads to solutions that are simple, creative and responsible.

How are aptitude tests scored?

There are various scoring systems, but the two most common are raw score and comparative score. Raw score is when all your correct answers are summarized and displayed in percentage ratio. Comparative score is when your results are compared to the results of other people who took the test in your group.

What are aptitude tests used for?

Aptitude tests are used for the evaluation of a person’s cognitive skills and character profile. They are increasingly used in recruitment to help hiring managers streamline their applicants. It’s the efficiency and accuracy of aptitude testing compared with hiring methods like interviewing that has made them so popular.

What do aptitude tests involve?

Aptitude tests assess a person’s skills, abilities, professional attitude and personality traits. There are a whole range of aptitude tests and the challenges you’ll face will depend on each. They’ll involve a combination of numerical tests, verbal concepts, abstract thinking , field-specific reasoning problems (financial, mechanical etc), personality tests and others.

What do aptitude tests measure?

Aptitude tests measure a huge range of skills such as numerical aptitude, language comprehension and logical thinking . Different aptitude tests measure different aptitudes and employers specifically hand-pick aptitude tests to reveal the traits they’re looking for. Aptitude tests in the financial industry will be totally different to those in healthcare.

Why do employers use aptitude tests?

Employers use aptitude tests due to analyze a potential worker’s profile. The test results are a strong predictor of how an employee will perform and fit in with the rest of the company. For instance, there are tests that estimate how well a potential hire will work in a team, or how strong their communication and problem-solving skills are.

Which employers use aptitude tests?

Aptitude tests are very common in the modern recruitment industry. Almost every big enterprise uses such tests as an additional tool for employee selection. Smaller companies often follow the practices of bigger business and are currently adopting aptitude tests as well. It is fair to assume that the majority of employers are using aptitude tests for HR purposes.

Why are aptitude tests so hard?

Aptitude tests are hard as they’re used to filter and differentiate candidates. By making them hard, assessors get a spread of results that provides a far more revealing view of test-takers. Some tests are made deliberately difficult to reveal how a potential hire performs under stress, or when facing unfamiliar information.

Where can I practice aptitude tests?

You’ll find many resources for practicing aptitude tests online. We suggest trying a handful to see which works for you. Feel free to begin with our full catalogue of psychometric tests – they’re all written by accredited professionals. You can also use our fully worked solutions and interactive dashboards to help you improve.

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• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Diagrammatic Reasoning
• Logical Reasoning
• Mechanical Reasoning
• Situational Judgement
• Deductive reasoning
• Critical thinking
• Spatial reasoning
• Error checking
• Verbal comprehension
• Reading comprehension
• Psychometric tests
• Personality test
• In-Tray exercise
• E-Tray exercise
• Group exercise
• Roleplay exercise
• Presentation exercise
• Analysis exercise
• Case study exercise
• Game based assessments
• Competency based assessment
• Strengths based assessment
• Strengths based interview
• Video interview
• Saville Assessment
• Talent Q / Korn Ferry
• Watson Glaser
• Test Partnership
• Clevry (Criterion)
• Criteria Corp
• Aon / Cut-e
• Sova Assessment

Gamified Assessments

Psychometric assessments are being 'gamified,' aiming to be more engaging and less stressful than traditional psychometric tests. Try one now by clicking the play button below.

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Try out our gamified assessments.

• What do mechanical reasoning tests consist of and when are they applied?

Tips and Advice for Game-based Assessments

Updated: 22 August 2022

Your standard psychometric tests have evolved over time to provide more benefits to employers and candidates, whether that is in the validity or reliability of the results produced for the employer to review or the candidate experience. Gamification is the next step in the process, having received positive feedback from employers, candidates and psychologists.

Try now our Memory Cards gamified assessment!

Here are screenshots of our Memory Cards gamified assessment:

Play our Practice Gamified Assessment: Memory Cards

This is a simple memory game, which features in some publishers' gamified assessments.

Test Publishers with Gamified Assessments

• Pipe Puzzle - Swap the tiles to connect up the start and finish pieces of the pipe. Successfully doing this within the time limit will present you with a little animation of the blue dot racing to its destination.
• Shape Spinner - One of the trickiest games out there! The shapes on the outside remain fixed, the shapes on the inside can be rotated. You have to pair each shape up according to a set of rules, either the same shape, or the same shade, but NOT both.
• Word Logic - Technically known as logical syllogisms these follow the pattern of 'Car is to Road as Boat is to ...'. Pick the correct answer from a choice of 5 options. You have three chances to increase your time limit for each question by an extra 15 seconds, giving you time to think and check your answers.
• Link Swipe - Pairs of words appear on screen, and swipe left, right or down whether you think the words are synonyms or antonyms of each other, or completely unrelated.
• Net the Numbers - Drag the grey net across the grid of numbers. All numbers caught in the grid will be summed up together. The goal is to get the highest score possible in the grid. Sometimes, it might seem counter-intuitive, but catching a few negative numbers gives a higher score than only going for positive numbers.
• Number Racer - You control an arrow representing a car, which can move left and right across the bottom of the screen. Blocks containing a number will drop down from the top of the screen. You have a target number to reach. Catch the falling blocks to add up to the target number and avoid others you don't want. You have a few seconds before the blocks start falling to look at the numbers coming up. Use this time to work out which to catch. There's often more than one way to reach the target number.
• Arctic Shores: A tech start up founded with the aim to make psychometric assessments more engaging. They were amongst the first to create and pilot a suite of immersive gamified assessments, which include; Yellow Hook Reef, Sky Rise City, Cosmic Cadet and Pinnacle Valley. These games test your memory, reactions, and identify aspects of your personality, such as how risk-averse you are. You can practice the memory game here .
• Short cuts - The objective is to get the blue marble to the goal in as few moves as possible. Obstacles such as red marbles will block your path and these have to be moved out of the way for you to progress. You receive a different score depending on the number of moves it takes for you to solve the possible.
• Resemble - An image of different shapes and colors will appear on the left-hand side of the screen. You need to follow the instructions (rotate 180, reflect, etc) and construct that new image on a blank grid on the right-hand side using the building blocks you are given.
• Gridlock - Move and rotate Tetris-style pieces into position to occupy every block on a custom grid. The less moves and time you take the greater your score.
• Numbubbles - You are given a target number for each level, throughout the level bubbles of equations will appear and you have to click on the equations which equal the target number you have been given before the timer runs out and they pop! Each level may have 1, 2 or more equations which tally with the target number. Speed in mental arithmetic is hugely advantageous here.
• Tally Up - The screen is split in two down the middle and numbers will appear on both the left and right-hand sides. Work out, before the timer runs out whether the sum of the numbers on both sides are equal to each other, or if one side is greater than the other.
• Proof It - Select the words which contain misspellings or highlight any punctuation errors. You have 3 lifelines if you click on words which are spelled correctly. Once all errors have been found, you will progress to another document and asked to proof this too.
• switchChallenge - a more interactive version of a diagrammatic or abstract reasoning test, where you are asked to select which function would rearrange the shapes in the sequence above to follow the shapes in the sequence below. The sequences become more difficult and you will have to follow two or more functions to go from top sequence of shapes to the bottom sequence.
• digitChallenge - You have a time limit to solve an equation by entering in the missing numbers. You are given the answer, the blank spaces for you to enter numbers, the operators between these, such as plus, minus, division and multiplication signs and a set of numbers as they would appear on a calculator. You can only use each number once! e.g. _ x _ - _ = 12 8 x 2 - 4 = 12
• motionChallenge - This is similar to the Rush Hour Traffic game you may have played when you were younger. You have to clear a path to get the red ball to the goal by moving the blocks which stand in its way. Each level is timed and the number of moves you make are counted.
• gridChallenge - A memory game, you are shown a dot on a grid and have a few seconds to memorize its position. This disappears and you are then shown two images and asked to determine whether they are mirror images of each other (symmetrical) or not. Later on you are asked to recall where on the grid the dots you have been shown appeared.
• HireVue: They have produced quite a number of games that measure numerical and verbal reasoning, such as Wordexpand, Wordpath, Numerosity, Shapedance, Disconumbers, Digitspan. They also have a range of coding challenges.
• 1) Read the instructions: These games are a new style of psychometric assessments. Recruiters are expecting this will be the first time that you have come across them. Companies are not looking to catch you out and will have provided clear, detailed instructions to introduce you to the concept.
• 2) practice beforehand: You are given practice questions before the real test starts, take advantage of these to make sure you understand what you have to do in the assessment. Often, you can re-read the instructions and redo the practice questions multiple times. Don't rush in if you're not confident. Use this opportunity to retake the practice questions. Test Partnership even give you the opportunity to practice the games on their website .
• 3) Internet connection: All of these tests are online, so ensure that you have a good internet connection.
• 4) Be prepared and relaxed: Set yourself up in a quiet area, where you will not be disturbed, and make sure that you are sat comfortably.