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Top 30 Companies That Use Psychometric Tests

With the arrival of internet, sending job applications has become extremely easier than it once was.  The implication of this to employers is that they have more applications to evaluate before they finally hire the suitable candidate for the job.  Many have employed psychometric tests as a weeding tool; to make decisions on which candidate should be dropped and which should proceed to the next stage of the recruitment process.

Yes, next stage of the recruitment process, because the psychometric tests are never or not to be used in isolation.  They are often combined with the familiar initial job advert, sifting through of CVs to determine which candidate should be called for the test and finally, post-test interviews.

No matter how much job seekers resent aptitude tests, it seems they have come to stay, considering that they are continually being favoured by employers – about 80 % of US Fortune 500 and 75 % of UK Times 100 companies use them.  The tests have been reputed to be a reliable method of choosing the most suitable applicant for a job or the most suitable staff for a promotion.

The inherent limitations or restrictions in the type of questions an employer can ask an applicant has never been a deterrent; rather applicants have a lot to lose from choosing not to answer the questions.

Psychometric tests are often designed to test two qualities of the applicants; the personality and the ability.  The personality tests are often done using questionnaires while ability is measured with tests like logical reasoning, numerical reasoning, verbal reasoning, mechanical reasoning, abstract reasoning and others.

So, talking about the companies that use these tests, I know you must be interested in specifics.  Here are the top 30:

  1. ExxonMobil

With this multinational company, there is no end to the testing process.  The recruitment process is in stages, starting with online application form and ending at the assessment centre.  With the application form, a candidate is made to answer some competency questions and some other personality test questions are asked during a telephone interview and other assessments.  However, the main psychometric test is the second stage and it is an online numerical reasoning test of 20 minutes, supplied by SHL, one of the biggest online testing companies around.

  1. Chevron

You get to answer some competency questions during the application process too with Chevron after which follows an aptitude test.  The aptitude test is a 51 questions test for 20 minutes; varied in its composition – a mix of picture and word logic as well as mathematical and verbal reasoning.  The test is supplied by Onetest; an Australian psychometric testing company.  The test is such that the difficulty increases with succeeding questions.

  1. Ford Motor

Ford psychometric test is supplied by SHL and it is in two parts; numerical reasoning and inductive reasoning tests.

  • The numerical reasoning is a 20 question test for 20 minutes in which knowledge of statistics, ratios, percentages and graph interpretation will be tested.
  • The inductive reasoning requires knowledge of logic to succeed. It involves identifying patterns in a sequence of images.
  1. KPMG

The psychometric test for KPMG is supplied by Cubiks and it is divided into two parts; competency based questions and Decision making / problem solving tasks.

  • The competency based questions are actually a personality test, which tries to examine how the applicant works with people – their communication methods.
  • The Decision making/Problem solving tasks come in form of two tests; Situational Judgement Test (SJT) and Numerical Test. The SJT assesses the thought process of applicants and indicates whether the applicant is a leader or follower, while the numerical test is an assessment in tables, ratios, percentages and charts.
  1. Hewlett Packard

The test for HP, as Hewlett Packard is popularly known, is varied depending on the job functions applied for.  However, the recruitment process involves telephone interview and other assessments, during which behavioural and personality tests are verbally administered.  The ability test is basically numerical and verbal reasoning.

  1. Citigroup

The numerical reasoning is that in which the level difficulty level increases with succeeding questions and it is provided by Talent Q.  Their logical reasoning, a nonverbal rather pictorial test, have a reputation for being especially difficult and is only taken by applicants into technology, operations and HR job functions.

  1. Procter & Gamble

Practising for P&G, as it is called, is not only a good idea, but also a necessity.  You must be practised for success, because the tests are entirely different from whichever you might have been familiar with.It is in two parts:

  • Competency test, called P&G Success Drivers Assessment, examines if the thought patterns of candidates to judge whether they are P&G People with P&G Minds and P&G Ability. Indeed, this is a personality test.
  • The P&G Reasoning Tests comprises of numerical, verballogical and abstract reasoning.
  1. Microsoft

The personality test is over the telephone in an interview.  This is after a competency and an SHL tests.  You will need a very good knowledge of Microsoft for the competency test and also answer some behavioural questions.  The SHL test is a 24 questions test for 25 minutes, which follow the line of inductive reasoning.

  1. JPMorgan

JPMorgan’s recruitment often involves applicants writing series of aptitude tests which is followed by numerous interviews.  The format of their test is SHL reasoning and it has 3 parts; the numerical, verbal and technical tests.  The numerical involves answering 20 questions in 20 minutes without the use of calculator, and the verbal is also a 20 minutes test.

JPMorgan also administers a computer code based tests that last for an hour and 20 minutes.  And you should know too that every applicant is required to write a 300 words essay on their motivation for applying to JPMorgan.  You should take this as an opportunity to sell yourself.

  1. McDonald’s

The psychometric test for McDonald is basically a personality test which may need to be completed right on the spot or taken home to be returned when completed by the applicants.  Whichever way, it assesses what kind of employee you will be by asking questions that test your reactions in different circumstances.

  1. Bank of America

CVS Caremark mainly administers Kenexa test where applicants need to be a bit focused.  They have to be ready for answering some situational judgement test questions – whatever tells the employer what kind of employee you will be.  The idea of the test is to examine your thought process and from this conclusions about your personality can be made.

  1. Barclays

The recruitment process and testing of Barclays revolves across all the four job functions (field engineering, supply chain, commercial and technology) are the same.  The online application is accompanied by personality and behavioural based questions and this is followed by a telephone or video interview in which more personality and aptitude tests, based on SHL reasoning, will be administered.  Successful applicants are invited for the Barclays Experience during which, they are assessed on written and group exercises along with some case studies.  Success in the Barclays experiences leaders to you securing your offer letter.

  1. UBS

UBS administers both personality and ability tests.  Immediately after the application, if your application is considered impressive, you are invited for an online SHL numerical test.  After this a telephone interview is conducted during which, your knowledge of the company will be tested and important information is gathered about you.  If you have been impressive all the while, you are invited for a second SHL test; this time around, a verbal reasoning.  Successful candidates are then invited to the assessment centre during which they will participate in group work, individual presentation and in-person interviews.  Executives of the company will be around too, to observe and entertain any question from the applicants.  By then, you are very close to clinching your offer letter.

  1. 3M

To gain employment into this diversified technology is a job in its right, considering the numerous stages and tests to be written.  To start with, you will need to answer 2 major competency questions along with your application.  Work hard at this because your answers will go a long way to determine whether you will be called for the next stage which is the 3M Aptitude Test.  The aptitude test is provided by Saville and is in 2 parts; numerical and verbal reasoning.  After this comes the telephone interview.  You might want to be well ground with you STAR method of answering interview questions to shine in this.  Most of the questions in this stage will be competency based.  If you have succeeded so far, you will be invited to the assessment centre where the aptitude test will be administered again along with 3M interview, case study and 3M presentation, and 3M group exercises.

  1. Publix Super Markets.

The test for Publix Super Markets is in the form of interview.  The questions are competency based; assessing both the personality and skills of the applicant.

  1. Tullett Prebon

To be employed in this UK’s brokerage giant, an applicant will have to pass standard SHL numerical test, after which follows series of interviews.

  1. Capital One Financial

Capital One is one of the US bank holdings specialising in credit card and bank loans.  The entry tests into this company are provided by SHL.  The first is a personality test in which applicants fill a questionnaire, while the second is an ability test which involves both numerical and verbal reasoning.  Successful candidates in these tests are invited to an interview and then the assessment centre.

  1. Raytheon

For Raytheon, the order is; application, phone interview, tests and assessment centre.  The phone interview is focused on competency questions, while the tests are basically numerical and verbal reasoning.  At the assessment centre, you will participate in an in-person interview, group exercises and presentation.

  1. Union Pacific

If you are applying for Union pacific, depending on the job function you are applying for, you may have to undergo a one-on-one interview, a group interview, panel interview, skill test, personality test, drug screening and background check.

  1. Ernst and Young

There are 3 main stages for Ernst and Young recruitment; the application, the psychometric test and the assessment centre.  The psychometric test is provided by Saville Consulting Group and is usually online numerical, verbal and diagrammatic tests.  And you should know that you will also have to answer a seemingly more difficult version of the tests at assessment centre.  Other activities at the assessment centre include group exercise, interview, role play, case studies and presentations.

  1. Eon

When Eon, the world’s largest supplier of electricity utility, recruits, they employ the services of both SHL and Saville with their tests.  Candidates who are shortlisted from applications will be immediately invited to an online Situational Judgement Test (SJT) by SHL.  If you are successful in the SJT, you will be invited for the online aptitude test supplied by Saville.  The online aptitude test is basically numerical, verbal and abstract reasoning.  Following the tests is the telephone interview, after which is the face-to-face interview.  Competency questions are often asked during the telephone interview, while the face-to-face interview is about technical stuff.  So, only engineering applicant get to participate in it.  Other applicants proceed to the assessment centre which is the final stage of the recruitment.

  1. Exelon

Exelon is among the top 30 companies that use psychometric tests. They always examine candidates’ expertise with its different types like abstract reasoning is used to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern.

  1. Duke Energy

As we all know that these tests are used to evaluate the determination, extent of knowledge, common sense and ability to identify certain conditions, Duke Energy relies on them to make everything perfect and suitable for their needs. They examine applicants to the maximum and try to figure out which department will be suitable for them. Duke Energy believes that candidates should be capable of working beyond their expertise in order to show their flexibility

  1. Royal Bank of Scotland (RBS)

RBS works on the principle that there should be a suitable way to determine level of objectivity and standardization to traditional way of recruitment so that quality of candidates can be improved. With that concept in mind, they used to conduct psychometric tests for removing unconscious bias throughout the selection process.

  1. Grant Thornton

Grant Thornton uses SHL and Kenexa reasoning tests to recruit highly skilled, professional and experienced employees. They use to conduct different tests and interviews to screen candidates based on their resumes and try to find out how worthy they will be for the company.

  1. Australian Defence Force (ADF)

With the growing needs of customers, companies also have to improve their quality of services for which, they need assistance so as to find suitable employees. For this, experts have created psychometric tests and ADF has implemented them to see the results. The Australian Defence Force uses general ability tests from OneTest (test publisher) and mathematical ability tests to shortlist applicants.

  1. Deloitte

The procedure of recruitment in Deloitte is really strict as it uses TalentLens to scan the expertise, abilities and experience of applicants on the basis of their tests and interviews. They have a certain plan to evaluate efficiency so applicants should have to be really careful as they will be going to have tough screening of what they claim.

  1. Southern Company

The name of aptitude tests by Southern Company is EEI Test that comprises of MASS test (for plant maintenance), POSS test (for operating positions), TECH test (for technical positions), CAST test (for professional position), SASS test (for clerical positions) and SO/PD (for power dispatching and system operating positions). Candidates who apply for a certain position have to go through its respective test and need to gain maximum points to get the job.

  1. Ambulance Victoria GAP

The recruitment process of Ambulance Victoria GAP is challenging, long and can take more time than expected to fill the position. Candidates can apply for the ambulance services at any time and test will be conducted as needed. Their test examines candidates on different skills which are necessary to satisfy the needs of a particular position. So, applicants should have to be prepared and willing to take on any challenge.

  1. NextEra Energy

NextEra Energy takes help from pre-employment tests to identify qualified applicants for their openings. These tests and related procedures are same for all candidates and will be conducted by the EEI (Edison Electric Institute) for satisfactory and quality screening.

Aptitude Test Practice Makes Perfect

Nowadays, scoring well in aptitude tests is gaining a lot of importance more than ever before for graduates and job applicants seeking to work for major graduate employers such as banks and accounting firms. This is because aptitude testing has become an integral part in the job recruitment process. As soon as you have clicked “send” on the online job application form, odds are that you will be promptly invited to take some online verbal and numerical reasoning tests. For those applying for more specialized roles, say IT or financial modeling perhaps, you will probably be required to take diagrammatic reasoning tests as well. Candidates must show ability to complete the numerical reasoning aptitude test, verbal reasoning aptitude test and diagrammatic reasoning aptitude tests quickly and carefully in order to qualify for the next stage of the job in question. In most cases, aptitude testing is the first stage in the screening process. If you succeed in this stage you will progress further to other interview rounds. However, don’t be surprised when you are subjected to further tests. It is therefore important to practice these tests way before the actual test.

Aptitude tests can strike fear at times even to the most confident student. It is important to note that almost everybody is likely to face an aptitude test at some stage in their life. It is therefore wiser to face the fear now and find out what these tests involve than crossing your fingers and waiting for the worst.  Whenever you fail to prepare you prepare to fail.

Let’s take numerical reasoning aptitude tests for example. Apart from knowledge on simple arithmetic, this test requires you to have a strong grasp of pie charts, tables and graphs. The types of questions asked need not the candidate to have crammed complex equations and formulas. They can easily be mastered through regular practice of aptitude tests. Once you have practiced numerical reasoning aptitude tests several times, the format will stick to your mind and you will have better chances for passing the numerical reasoning aptitude tests. As a matter of fact the format may become a second nature to you and you may not have any difficulty in them anymore.

Every candidate should understand that employers are looking to check if the best candidate is committed enough to have had gone an extra mile and had prepared for the assessments properly. The employer is not testing the level of your IQ but your dedication to high standards of performance and perseverance.

Verbal reasoning tests on the other hand are used to test candidate’s comprehension ability. The candidate might be presented with a short passage on any subject and required to read a short statement and state if it is true or false. It requires one to have a lot of practice in this area in order to pass the test. Practicing aptitude tests online have proven to improve the test scores of many candidate significantly. They help the candidate to know what the examiner is looking for and when the candidates know what the examiner is looking for then the tests prove more than manageable.

Abstract (or non-verbal logical) reasoning aptitude tests are used to test the ability of a candidate to follow logical sequences. Just like numerical reasoning aptitude test and verbal reasoning aptitude tests, practicing diagrammatic reasoning aptitude tests can help candidates improve their test scores significantly. It is important not to overthink diagrammatic reasoning aptitude test. Following the “gut instinct” is the most effective method for passing these aptitude tests.

Aptitude tests are used by the employer to distinguish the best and the most appropriate candidate for any job. These days, it is not enough to have impressive exam results and multiple extracurricular activities in order to secure your ideal job.  You need to master aptitude tests by practicing aptitude tests online in order to succeed and rein in today’s contemporary and competitive job market.

aptitude test tutorial

aptitude test tutorial, Aptutorial

Your chances of securing your dream job increase with a higher score on the test.  To achieve higher scores, ensure that you concentrate on aptitude tests that are most challenging to you and that is of most difficulty to others.

It is not so much about how difficult the aptitude test questions are but the time pressure of answering as many questions as possible in the shortest time possible. It goes without saying that the more you practice answering aptitude tests, the easier it will be. Some test publishers such incorporate negative marking (for incorrect answers) in the aptitude tests they offer. This means that the candidate will have to work quickly but systematically so if they make a wrong guess they may pay for it dearly.  Graduate Monkey offers Aptutorial Packages and test preparation packs to help you prepare for your aptitude test in most comprehensive way.  In sum, it may be worth investing your time in making use of the available resources online to prepare you for the test and launch you into your long-awaited career.

Reasons Subjectivity exists in Aptitude tests

Reasons Subjectivity exists in Aptitude tests

Aptitude tests are standardized methods of measuring the skills and knowledge of candidates competing for specific positions. The underlying objective is simply to get the right person, with the right skills for a given job, otherwise organizations can incur high operational costs due to inefficiencies. An example would be a post-doctoral fellow doing tasks that would perfectly be done by an undergraduate. Conversely, imagine a situation in which an undergraduate is assigned tasks meant for fellows with more advanced training. The end result would be high employee turnover and subsequent costs for their replacement.

Aptitude test interviews are normally used in the initial stages of a recruitment process to identify the most suitable candidates among the applicants, who are then invited for face to face panel interviews where the final decision to hire is made. These tests involve reasoning questions on comprehension, logical thinking, and statistical competence (numerical questions) among others. These tests are not confined to jobs only; academic institutions do administer aptitude tests for graduates as a way of getting the best students for specific disciplines. It is argued that enrolling students with certain desirable core competencies results in better outcomes- they are easier to train and provide the best prospects that they will successfully pursue the course to completion. Many times university students apply for a change from more prestigious courses like Medicine to General science courses or arts because they find it difficult coping with demands of such courses. On the other hand, career aptitude tests help individuals to determine what kinds of careers are best suited for the skills they possess. This is important particularly for students who could be struggling with making career choices.

These tests come in different formats- they can be pen and paper based tests in which case candidates solve the problems on paper and the answer sheets are collected for marking. Candidates then wait for results. Candidates can also do aptitude tests online, in which case a user creates some an account, does the exam and submits answers using select tabs or links. The advantage of online examination is due to the fact that one can get results promptly saving considerable labor costs that would be required to administer a paper based exam. Both ways however involve answering challenging questions within limited time.

It is important that candidates prepare adequately for an aptitude test interview, with a level of seriousness similar to that required for an important examination. Luckily, there are numerous online sites that offer aptitude test tutorials. Apart from notes in aptitude test e-books and other formats, tutelage is also provided through aptitude test video tutorials to enhance the learning experience. Online aptitude test preparation involves some costs too- one has to pay to access the resources. However, some of these sites also offer free aptitude tests.

As much as candidates may score the same mark in any given exam, no two candidates necessarily think exactly the same way. Every candidate is unique. This is partly due to the fact that the knowledge and skills that we accumulate over time are shaped by different variables for example genetic factors, the environment in which we are raised, the company we keep, exposure to different cultures and so on. Such variations impact the way we think and ultimately make decisions. This is true for interviewers too, and is referred to as subjectivity.

Though aptitude tests are meant to cushion the selection process from bias and inform objective decision- making, somehow subjective considerations do creep into the process and influence the prospects of some candidates being selected for interview. Some of the instances include the way questions are selected and presented as well as how answers are phrased (in case of multiple choices). The threshold of passing an aptitude test is also subjective – why should a particular mark be considered a pass? Sometimes all candidates may not attain the required score to pass an aptitude test, but a selection has to be made nonetheless. The subsequent decision is therefore in all purposes and intents, subjective.

On the whole, subjectivity is something that always matters a lot in your selection. It is the responsibility of every candidate to thoroughly evaluate their likes and preferences and think of potential fields they want to get into. This short exercise will always help them to achieve their desired goals no matter from where. If they are not sure what to do, then they can simply contact Graduate Monkey for better help with potential of finding the best solution. They have got enough skills and expertise to determine your interest and suggest the type of field that will suit you the best in terms of knowledge, experience and expertise. Also, you can contact them for having some sample aptitude test papers.

How to Pass Graduate Recruitment Tests?

How to Pass Graduate Recruitment Tests?GM_comics RESIZED

So you’re fresh out of school and applying for the job you’ve spent the last few years studying and preparing for. You’ve got the lambskin diploma to back you up. But you’re not out of the woods yet.

Because as it turns out, as you start applying to a graduate job, many of your employers are going to require something from you as a graduate recruit – a graduate recruitment test or, a company aptitude test.

Typically, aptitude tests are meant to test you on a variety of topics that your employer feels you’ll need when you take on the job you’re applying for. One of the most common types of tests you’ll be taking- the SHL reasoning test– comes with a variety of sections, including ones that cover numerical reasoning, logical reasoning, abstract reasoning, and diagrammatic reasoning. You might also be expected to complete the Saville reasoning test – which covers a wide variety of logical reasoning questions.

In short, your employer wants to make sure that you’ve got a basic handle on all the skills and smarts that the job requires. And for many employers, aptitude tests are almost like you’re being slotted on the first day of the job – all without clocking you in. It’s an easy way to know for sure if you’re the right person for the position.

With how important recruitment aptitude tests can be, it’s imperative to make sure that you’ve got a good handle on the material involved. And if you remember anything from your days back in university, you understand the importance of studying and preparing yourself for all kinds of exams. Aptitude test preparation is of utmost importance.

The number of questions varies from test to test. For example, the typical SHL numerical reasoning exam might have anywhere from 18 questions while an inductive reasoning exam might have about 24 questions. Chances are, you’ll have anywhere from 15 to 30 minutes to complete each exam and answer test questions, depending on how many questions it has and the subject matter.

Before you take your exam, it helps to have a good night’s sleep and a well-rounded breakfast. These aptitude tests may be shorter than your midterms and final exams back at university were, but they’re no less important. After all, how well you do on an aptitude test might affect whether or not a prospective employer will want to hire you.

There’s a ton of resources out there designed to help you feel better prepared for taking recruitment aptitude tests. For one, there are recruitment Graduate Monkey test tutorials that will help guide you step by step through various aptitude tests. Websites like aptutorial, Graduatemonkey.com and jobtestprep.co.uk have video tutorials designed to give you a good idea of what to expect when you take the exam.

There are also numerous websites out there that offer aptitude test preparation material, workbooks, and even practice tests to help you hone your skills.

Graduate Monkey, for instance, offers aptitude test preparation guides on a 4-month subscription basis. They also offer free recruitment test tutorials and videos designed to give you a good idea of what to expect and help you optimize your chances of finding your ideal career.

Well, you’ve got the resources. So what do you do?

Don’t wait until the last minute to prepare for your test. Cramming for your aptitude test in only one night before you take it won’t do you any favors.

Give yourself ample study time.

If you’re the kind of person who likes to take lots of notes and highlights passages- pick yourself up an aptitude test preparation work book. Then you can mark all the passages you need to and highlight any terms that you need to focus on.

Taking a practice test, whether that’s online or in a workbook, will do wonders for helping you prepare for the kinds of questions that will be asked on the aptitude test. Pay attention to any kinds of questions you had trouble with or got wrong- you’ll want to make sure you have a better understanding of these kinds of questions when you go to take your aptitude test.

When you’re testing for the aptitude exam, there are a few things to keep in mind.

For one, don’t leave questions unanswered. Most aptitude exams are multiple choice. If you’re confused about a question and you’re not sure what the answer is, sometimes it’s okay to guess the answer on the test, unless you’re told otherwise.

And when your aptitude test is scored, what tends to happen is, employers won’t take into account your complete score but instead how well you measure up to other applicants and people with similar backgrounds to you.

So when you take an aptitude test, it is key that you prepare yourself so you’re better able to ace the exam. After all, the best employee is a well prepared one, whether that’s on the job or while you’re testing.