Online tests

Online tests are used by some employers to help them select candidates. Sometimes called psychometric tests, they are often used early in the application process to determine which applicants progress to the next stage.

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Who uses tests and why?

Employers use tests in recruitment to

  • measure a talent or skill, or the potential to acquire it
  • compare a candidate's performance with the norms for a similar population
  • establish an applicant's competence for a job and predict their likely performance
  • check that an applicant's personality is compatible with the job

Types of test

Different employers use different tests and the main types are:

Aptitude or skills tests

Aptitude tests assess skills such as numerical or verbal reasoning, critical thinking, and logical or abstract reasoning.

Depending on which aptitude is being tested, the tests give you some text, numerical data or abstract symbols, followed by multiple-choice questions based on this information. Your task is to select the correct options, under strict time conditions.

You may be asked to take a series of different tests which assess different aptitudes.

Personality questionnaires

Some employers use personality inventories to assess if you have certain personal qualities required for the job and organisation. They provide you with a series of statements and you need to select those that best describe you or how you typically behave.

As it’s not easy to second guess what traits the employer is looking for, it’s best to answer each item honestly.

Situational Judgement Tests (SJTs)

SJTs assess how you would respond to different situations.

Each question presents a realistic work situation with possible actions you might take. When making your judgement, you should take into account the role you are applying for and the values of the organisation.

Video game formats

Games-based assessments can test aptitudes, behavioural traits, and situational judgement through a series of on-screen tasks.

If you don’t play video games regularly, don’t worry, as research shows that experienced gamers are not at an advantage.


Preparing for tests

Access Graduates First to practise. If you are a graduate, register using your old University of Sheffield email address, and then email us at careers@sheffield.ac.uk with your full name and registration number (or course name and year of graduation if you can't remember your registration number) and ask us to activate your account.

Read online articles with example questions on the Assessment Day website.

Advice on situational judgement tests.

Try our situational judgement test.

Tell an employer about a disability

If you are disabled or dyslexic, you can disclose this to an employer ahead of the test date. They should then make reasonable adjustments, eg by providing you with additional time or making tests available in alternative formats.


Advice when taking a test

If you're given a choice of date and time, pick a time when you feel rested and alert.

Make sure you have all the resources you need and will not be disturbed.

Check if marks are deducted for incorrect responses (negative marking). If so, do not guess answers.

Pay attention to the time during timed tests. Work as quickly but as accurately as you can.

Read questions and instructions carefully, but do not spend too long on any one question.

Only a small percentage of candidates will complete all the answers so don't worry if you don't answer every question.


What happens after a test?

You will be told if you can progress to the next selection stage.

If the tests are taking place alongside an interview, your test results will be considered together with the interview and any other assessments.

Not passing a test does not mean you will be unsuccessful in the future. Different employers use different tests and set different pass marks and it is common for applicants not to pass.

Further practice often leads to improvement.

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