Tag Archives: shl reasoning test

SHL vs Kenexa reasoning tests: what are the differences?

Kenexa (formerly PSL) and SHL are two very similar aptitude tests you are very likely to encounter if you apply for a graduate job, with more and more companies turning towards them to find the strongest candidates imaginable from the pool.

As an applicant there is nothing to be scared of, but it is always very important to be fully prepared for what lies ahead of you as your knowledge and skills will be put to test.

Generally, online aptitude tests come after the initial screening such as the application stage once the company weeds out the candidates which are surely not suitable, and aims to assess the individual’s maximum ability in the attributes that have been identified as important for a success role. Many companies are fielding SHL and Kenexa aptitude tests, and even if they have been created by different companies they have very few differences between each other.

Both SHL and Kenexa tests are, in practical terms, extremely similar as companies use them for the same purpose and using the same methods. They are relatively simple aptitude tests, which assess the necessary skills of an applicant.

SHL is a leading brand when it comes to not only aptitude tests but also different types of psychometric tests, and they are widely used by many different organisations. In terms of aptitude tests, SHL offers a wide range of different models but the main ones consist of numerical, verbal and logical abstract reasoning – the very same tests Kenexa offers. Kenexa on the other hand is a major provider focused on assessment tools which is also a very popular choice for a multitude of brands looking to hire new employees.

Both Kenexa and SHL are equally popular, yet have their differences which we will cover below.

A format overview

Generally speaking, both companies create tests split in three main categories. Others may be added  for specific jobs, but these are guaranteed to be there.

  • Numerical reasoning: This is designed to test your ability to understand and use numerical data, usually displayed in a graph or table. Here the candidate uses the information available to proceed and answer the questions. Kenexa gives its clients a bank of 174 different numerical type questions from which 20 are drawn and will be given to the candidate, who has a time margin of 20 minutes to answer all of them. SHL offers 18 questions which take 17 to 25 minutes to complete, as well as another 10 questions for verification purposes (at the Assessment Centre) which require another 14 to 15 minutes to complete.
  • Verbal reasoning: this is another type of test which both companies have to offer. Verbal reasoning tests evaluate the candidate’s ability to understand and critically evaluate passages of written information. Kenexa gives 20 minutes for the candidate to answer 24 questions, as there will be a paragraph of information followed by a statement. The statements will either be false, true or unable to say depending on the situation. SHL gives 30 questions first with 17 to 19 minutes to complete, then a second part of 18 questions with 11 minutes to complete.
  • Logical abstract reasoning: Here Kenexa gives applicants a series of shapes and symbols, where you will need to select the missing pattern in the sequence. They test a candidate’s ability to make correct conclusions and assumptions using the information which is provided. These are becoming more popular in the job application process. SHL also does these kind of tests, but theirs is made up of 24 questions with a total of 25 minutes to complete. Afterwards an additional 7 are given with a time limit of seven minutes.

The verdict

Although being extremely similar, you have probably noticed that Kenexa is fond of throwing an enormous amount of questions at its applicants. On top of that, the time given for applicants to answer Kenexa questions is markedly smaller. Having said that, if you face a Kenexa test, you will have the benefit of going back and forth as needed. Make use of this whenever possible to ensure all your answers are correct before moving on.

Numerous online tests are available from different sources including Kenexa and SHL themselves. However, if you want a proper test preparation packs with ebooks and tutorial videos then you can try Graduatemonkey.com. Graduates and professional job applicants recommend it.

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How to prepare for SHL reasoning tests

Being unemployed for a long period of time degrades the morale, especially if you are qualified and deserving. Coping up with the feeling of being unemployed is very difficult and a lot of candidates find it as a strenuous process.  You need to move in the right direction to let an opportunity to knock at your door. And, the first toward a dream job is preparing for the SHL aptitude tests. Did you know that more than 50% of job applicants are rejected at aptitude tests stage?

Three main test categories, namely, SHL numerical, verbal and logical reasoning tests are most commonly used by some of the largest companies in the world to compare the most relevant abilities in a candidate. If you are a graduate looking for a job opportunity, then you need to seriously devote time and prepare for the SHL tests because you need to achieve a desired level of performance to progress in the job recruitment process. The SHL tests include numerical reasoning, inductive reasoning, verbal reasoning, mechanical comprehension and spatial awareness. Coming out with flying colors in these tests is essential as it determines your capability in a given attribute, which is important for a job. Therefore, you need to thoroughly prepare for the reasoning tests. Hard work and practice should sail you to the next level.

  1. Understanding the test

Before starting the practice test, you need to understand the basic structure of the test and the number of questions in each category. Accordingly, you can maintain your speed and ensure that the majority of the questions are answered accurately.

Verbal reasoning test is used to assess the critical thinking and comprehension skills along with verbal abilities. A short text passage is followed by a statement and you need to evaluate it based upon the content of the passage. The time limit is usually 19 minutes for the set of 30 questions.

Numerical reasoning test is used to assess your comfort level with numbers. It assesses your ability to read and deduce answers from numerical, graphical, financial and statistical data. The test is made up of 18 questions and 25 minute time limit. You need to primarily focus on percentage, ratios, balance sheets, statistical analysis and graphical data.

Inductive (logical) reasoning test is used to assess the ability of an individual to draw conclusions and inferences based on a sequence of shapes and diagrams. You are given a set of 24 logical reasoning problems that must be answered within the 25 minute time limit.

Spatial Ability test is used to assess the ability to read, understand and manipulate 2 and 3 dimensional figures.

Mechanical Comprehension test is used to assess the ability to understand the basic mechanical principles.

You have now become well familiar with the SHL test. The next step of preparation is mastering the basics.

  1. Master the basics

If the foundation of a building is strong, the building will last for a long time, the same rule applies when preparing for SHL tests. Instead of memorizing the concepts, you need to thoroughly understand the concepts and master the basics. If the concepts are clear, you will save time and energy while answering the questions. Additionally, you will be able to understand the twists in the question and work accordingly. Apart from mastering the basics, you also need to focus on learning shortcuts to the solutions. Questions requiring intensive mathematical calculation can be answered accurately within fractions of second using shortcut methods. You also need to focus on interpretation of graphs as you might come across some similar questions. Other questions relating to mirror images, perspective, spatial reasoning cubes and organizing two dimensional shapes. Most mechanical reasoning questions are based on Newtonian mechanics and the calculation required in each is comparatively less. Focus on your weak areas and enhance your chances of clearing the initial round of a job recruitment process.

  1. Never spend too much time on a single question

Note that, on average, it takes half of the allocated time to understand each question, and the remaining half is spent on calculations. During the exam, if you are not able to understand a particular question, then move on to the next as soon as possible. It is futile to spend a lot of time on a single question when you are unable to crack it. You need to keep a track of the time because once if the time elapses, the test will cut-off and the remaining questions will be left unanswered. Therefore, never dwell too much time on a single question. Work and focus on answering the questions without distractions from others. A balance of speed and accuracy is the key to success. Read the question carefully before attempting because certain questions are tricky and requires careful analysis. Devote time on every answer and check before marking an option.

  1. Practice

Practice makes it perfect. The same applies when preparing for the SHL test. Practice as many as possible practice tests as possible to develop speed and accuracy. The sample question sets and the practice test material by Graduatemonkey.com are close approximations to actual SHL tests and will serve to prepare you for the real test. The video tutorials will help you understand the concepts, so that you will avoid making any mistakes while attempting the question paper. It is extremely important to practice in order to clear the test with a top score.

On the assessment day, go with a positive frame of mind because lack of confidence could have a detrimental effect on the way your brain will function during the test. The more you practice, the easier it will become to accurately answer the questions in the given span of time. Focus and believe in your abilities, you will surely clear the online test!

5 Common Reasons Why PwC Rejects Graduate Job Applicants

As more and more university graduates pass out each year, the cut-throat competition faced by new university graduates in the corporate world has become fiercer. Have you ever wondered why you haven’t managed to get one positive response even after sending tens of applications? Rejection is the bitter pill that thousands of new graduate job applicants have to swallow every day.

In today’s fast paced corporate world, employers want quality more than quantity and this is one of the reasons why just getting a degree is no longer the only precondition for landing a job at top notch firms like PwC. Many employers nowadays reject far more job applicants than they ever hire due to the prevailing economic crisis around the globe. Take ‘rejection machine’ PwC for instance, that does more rejecting than recruiting. It is estimated that PwC receives a staggering amount of 20,000-25,000 job applications for 1,000 jobs in the UK alone.

But did you know that more than 80% new graduate job applicants get rejected even before they have a one-on-one meeting? In this article, we will analyze the 5 common reasons why PwC declines graduate job applications at different stages of the interview process.

Application Overload & Indecisiveness

Accountancy firm PwC rejects almost 80% graduate job applicants at the application stage simply because there are enough job openings and the quest for finding crème de la crème candidates becomes tougher. There is a wide disparity in the number of applications received against the total number of job openings and therefore, the acceptance rate is merely 5%.

According to PwC’s Campus and Schools Engagement Leader Andrew Bargery, the reason why many applicants are rejected at the first stage is because they fail to specify a particular business area they wish to excel in. Fresh grads usually make this mistake because they are either indecisive or haven’t thought much about what they want to do.

The two best strategies to make it through the first stage is to apply as early as you can since top 4 firms usually start hiring earlier than the university term starts and be articulate when filling the application form.

Assessment Is Stricter Than Before

PwC’s interviewing process usually lasts up to six weeks where candidates are thoroughly tested and only a few emerge victorious. One of the key candidate elimination stages is the online test divided into four parts including the following:

  • Logical (diagrammatic) – here, the SHL tests gauge the individual’s ability to perceive and educe relationships between sequences of shapes and symbols (patterns).
  • Numerical reasoning – the SHL test evaluates math-related skills like foreign currency conversions, ratios, fractions, percentages, etc.
  • Verbal reasoning – SHL test targeted at verbal critical reasoning skills of graduate applicants. It presents text passages and ask the test-taker to evaluate a statement based solely on the information given in the passage. It is set in True/False/Cannot Say format.
  • PwC Occupational Personality Questionnaire – a questionnaire tailor-made to judge workplace behavior of the applicants.

Although PwC recently eliminated its A-level requirement, the assessment is stricter than before. Quite a large portion of candidates score top marks verbal and numerical reasoning tests and essays but they are chucked out of the recruitment process at the online testing stage because they fail to meet “PwC personality type” as per the occupational personality questionnaire.

Telephone Interviews – A Deal-Breaker

The Big Four firms including PwC love telephone interviews. PwC is very forthcoming when it comes to the values and behaviours they look for in a candidate. At PwC, candidates are bombarded with a series of old fashion competency questions. For instance, you may be asked to talk about past experiences in which you’ve exhibited the behaviours and values they hold dear.

PwC is known to use the S.T.A.R. interview technique for preparing competency based questions. During this stage, more than 50% candidates are eliminated from the interview process either because they take the interview very lightly or fail to come up with relevant answers which in turn, makes the interviewer feel that they’re not a good fit for the job.

The Penultimate Assessment Centre Stage

Once the candidates clear the telephone interview, they are called in at the assessment centre for one final test. The competition becomes intense here as these SHL reasoning test for evaluating analytical skills becomes harder than the online tests cleared previously. Top scorers then proceed to the group interview.

In the group interview, a case study is usually discussed where candidates’ group work and project management skills are put to test. Candidates who perform well under pressure, able to analyze the situation and come up with viable solutions accordingly are handpicked at this stage for the final interview. According to Bargery, there are about 55-60% chances of success at this stage.

The Final Interview

During the final interview, a senior manager or partner at PwC will interview you and ask you a variety of different questions. If a candidate makes it to the final interview, he or she has about 90% chance of landing the job. In order to ace the final interview, stay calm, be confident and think rationally when answering the questions.

Many candidates are knowledgeable and capable of acing the interview. The only reason why they are rejected after the final job interview is because they try to memorize all Big Four success approaches from various sources and then get confused. The interviewer at this point in time pays attention to detail and focuses on the way the individual ‘thinks’ which is why it is important to tailor a specific approach to your thought process so it doesn’t seem forced.

These are the 5 common reasons why most graduate job applicants are rejected by PwC at various stages of the job interview process. We hope this article helps you understand how to manoeuvre through the interview process at PwC successfully without making those major blunders that most candidates make.

Why Choose Graduate Monkey?

aptitude test tutorial, aptutorial

There are many job applicants to any position that has been declared vacant by any organization. Aptitude tests help the employer to reduce the number of successful candidates to a manageable size.  Despite many job applicants having graduated with a very high score in the university end up being taken out by this test dragon way before they get a chance to interview the job.  This implies that getting a good career job is more challenging than a college degree. It is more than just a good resume. Graduate Monkey can help you conquer this test dragon and get your dream job a step closer to you. Graduate Monkey focuses on answering the question of how you can get the top mark other than simply guiding you on what score you need to pass the test. This is achieved through their 3-in-1 test preparation packs that are designed with that goal in mind. Graduate monkey offers aptutorial packages which will guide you through the various categories and types of problems you should expect in an aptitude test. The practice test offered at Graduate Monkey will help you test your newly acquired knowledge.

Aptitude tests are not anything close to what you have handled before.  You might be skilled in solving complex mathematical problems but that does not necessarily mean you are good at numerical aptitude test for example. You might be very good at speech but this does not guarantee an automatic pass in verbal aptitude test. All too often candidates make an assumption that if they are good in math or calculations or are fluent in English then they will blitz the aptitude test. This is the wrong assumption. Each psychometric test is administered under a strict timeframe. Numerical aptitude tests for example are used by employers to measure candidate’s ability to perform task involving analysis and/or interpretation of numbers. These tests range from simple arithmetic involving addition subtraction, division and multiplication to complex and more intricate questions where you are required to interpret numerical information presented as graphs, diagrams or even tables. To master these tests, it is important to add a new set of test taking skills to your tool box.

All of the Times Top  100 Employers use aptitude tests to assess candidates innate or learned level of competence to do a given task at a particular level.  For instance, numerical tests assess one’s analytical abilities given a set of numerical data or figures to solve a problem. Nowadays recruiters in these companies are nearly obsessed with aptitude tests while the test providers are continually developing new varieties of these tests to compete with others.

Aptitude tests have both the methods and the categories through which they can be presented. For example numerical test methods may include: numerical reasoning test, collective timing for a number of questions, individual timing for each question or graphical interpretation. Categories of the aptitude test on the other hand assess aptitude or different forms of intellectual ability. Such examples Include: numerical reasoning test, verbal reasoning test and diagrammatic or spatial reasoning test.

If you are preparing for an aptitude test and are worried you can’t do it, you are not alone. As a matter of fact many graduates actually think this way before trying a different approach to prepare for aptitude tests.  You should bear in mind that as long as you have a true desire, proper guidance and the right tools, then you can improve your test score dramatically. As a matter of fact if monkeys can achieve it, why not you?

Graduate Monkey acknowledges that passing an aptitude test can be a daunting affair not because the tests are tricky but simply because there is an uneven ground used during aptitude tests preparation.  This is partly due to the many different categories of aptitude used including logical aptitude test, numerical reasoning tests and verbal reasoning tests as well as the test formats. Similarly there are many test formats such as Cubiks, TalentQ, SHL, Saville and Kenexa-PSL among others.

It is a very obvious fact that if you don’t know the kind of aptitude test questions and the data context you should expect, then you will automatically get a low test score.  That’s a fact. There is a pool of applicants for every decent graduate position. Anyone who succeeds in getting the job does so by preparing adequately in a focused manner while using the right tools in order to pass through each stage in the process.

While appreciating all of the above, Graduate monkey has developed comprehensive test tutorial packs that are focused on specific test formats and categories.  Graduate Monkey  provides preparation packs that are developed by a team of seasoned psychometric experts and that include the Kenexa and SHL style Numerical reasoning tests, Verbal reasoning test prep pack and Logical (Inductive or Abstract) reasoning test tutorials. It is evident that you will find Graduate monkey very unique in their approach. Graduate monkey does not only offer practice tests but also provide candidates with online EBooks and tutorial videos to give every candidate an opportunity to look at problems from different angles.

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.

Formats and types of Aptitude tests

Formats and types of Aptitude tests

Aptitude test formats differ since they are designed to measure different skills and knowledge requirements in candidates. An aptitude test is meant to standardise the process of determining an individual’s skills and knowledge. Aptitude test difficulty levels are therefore used to screen out candidates depending on the job requirements. It is Important that the questions they ask, relate meaningfully to the proposed task. In other words, they should be valid; a thermometer should be used to measure temperature, not height. A common property of these tests is the time limit required to tackle all the questions. It is no wonder that many candidates sitting an aptitude test for the first time flop.

Millions of aptitude test types are administered worldwide each year. They include the numerical reasoning test, meant to assess the candidates’ statistical acumen. If you can unpack it, you should be able to construct it. What do these symbols and figures, proportions, decimals, percentages, equations tell us? Are we gaining or losing? Should we step up production or should we scale down? These are important day to day organizational decision- making questions that need critical interpretations. SHL aptitude test also offers mathematical tests.

Abstract reasoning tests simply aim to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern. It follows logic. The beauty of these tests is that they do not require one to know a specific language, as in verbal critical reasoning tests. Logical reasoning tests only require one to observe and think critically and finally predict the next event.

Mechanical reasoning tests: These are commonly used for technical and engineering jobs, for example motor vehicle mechanics, civil engineers, plant mechanics and even fire fighters. These tests measure candidates’ ability to apply different mechanical concepts and principles to relevant situations.

TalentLens test: this test is meant to measure an individual’s capabilities using 4 key dimensions crucial to organizational performance. These are critical thinking, problem solving, collaborator and team playing.  Critical thinking is appraised using the RED model. A critical thinker will therefore Recognise assumptions in any situation, Evaluate arguments, and Draw solutions (the bold letters form RED). Critical thinking is one of the strongest predictors of job success and overall performance.  Problem solving skills are analysed using Raven’s Progressive Matrices. They assess among others’, professionals abilities “including advanced observation and clear-thinking skills, efficient problem solving, abstract reasoning, and the ability to learn”. Collaborator and team playing skills measure one’s personality and key motivation aspects that enable individuals to fit into their job roles as well as organization’s culture.

A similar test relevant to business settings is the Criterion Partnership ability test, whose overall aim is to measure “mental firepower” (http://www.criterionpartnership.co.uk/psychometrics/ability-tests/ ).  It involves three levels of testing, depending on one’s role in organisation. For top level managers and graduates, Utopia verbal, numerical, and abstract critical reasoning series are used, B2C verbal, numerical, and checking reasoning series are offered for front desk officers and administrators,  while for production, manufacturing and engineering roles, CWS verbal, numerical, and mechanical reasoning series are offered.

OneTest cognitive ability test:  also referred to as OCAT, these tests differ from other aptitude tests mainly because they incorporate tests for different skills, all in one sitting. The test covers numerical, verbal and non-verbal reasoning. The test involves 51 questions to be solved in 20 minutes, ostensibly to test candidates’ ability to handle stress!

Candidates therefore require some form of aptitude test help to prepare for the real test during interviews. Fortunately, online resources are available on sites such as Graduate Monkey for strategies that would help them pass aptitude tests and score the required aptitude test scores.

Candidates must therefore get complete knowledge of how these aptitude tests work and how they are capable of making or destroying their careers. They can even approach Graduate Monkey for having some professional assistance in successfully creating their careers. Their experts will definitely help you to get insight about a number of perspectives and will also supply numerous practice questionnaires to better evaluate the concept.

Graduate Monkey is the best source of getting expert guidance and dependable test formats that will always result in the required manner. All in all, ability test or aptitude tests have broad spectrum naturally and they do not require one’s personalized career strategies. Apart from getting aptitude test guide, you can also expect career counselling from Graduate Monkey because they are specialists in providing right suggestions to their clients. You can always trust them for improved and quality outcomes.

One last thing to mention is that always remember a famous saying “only fools rush in” because if you are in a rush, everything will not come out as expected. You should first evaluate your skills, determine suitable job positions to apply for and then show your active candidacy.

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.