SHL Tests: A Complete Guide to passing and smashing all types of SHL tests

Contents:

• What are SHL tests
• What does SHL test stand for
• How Do SHL Tests Work
• How to Pass an SHL Test + top tips
• What Psychometric Tests Are Developed by SHL
• Cognitive Ability Tests
• SHL Cognitive Ability Assessments

SHL Test

What are SHL tests?

Shl testing is one of the most important parts of the application process. after submitting your cv and cover letter and you have successfully passed through to the next stage of the application process, your application would then go through a list of criteria using various recruitment software tools. Psychometric and aptitude testing is almost always the next stage of the application process. this is where SHL tests are commonly used across a vast majority of organisations. Preparation for the shl type tests is key to succeeding. SHL tests aim to test your innate psychometric and general aptitude ability.

Often companies and organizations invest a large amount of time and resources in recruiting the most fitting graduates. going through aptitude testing is a standard procedure in most organisations. SHL tests are an optimum way to remove applicants that are not suitable for the graduate schemes.  

Shl tests are the most common type of psychometric testing conducted by popular large graduate employers. The shl aptitude test is renowned across the world having been used in 150 countries and translated into more than 30 languages. 80% of the FTSE 100 and 50% of the Fortune Global 500 as well as 10,000 other companies utilize shl psychometric tests. Examples of its customers include Microsoft, Amazon, BAE Systems, Crédit Suisse, Heineken, and countless others.

What does SHL test stand for?

The company was established in 1977 by Peter Saville and Roger Holdsworth (hence the name SHL), and it published its first cognitive ability test in 1978 and its first personality test,  the Occupational Personality Questionnaire (OPQ), in 1984. Even today, the OPQ remains one of the most widely used personality tests in the recruitment industry, having undergone extensive revisions and improvements over the years.

Several tests have been developed since then, including tests assessing reasoning ability, personality traits, and other general ability tests. The company is now owned by Exponent Private  Equity, a British company that bought it from CEB and Gartner Inc. in March 2018.CEB and Gartner Inc.

How Do SHL Tests Work?

• We spend between a quarter and a third of our time at work during our lifetime, it’s important that our abilities and interests fit the requirements of the role.
• Shl aptitude tests measure your general ability at your maximum level.
• In addition to assessing candidates under pressure, SHL tests also assess candidates in key aptitude areas.
• Each candidate’s results is measured and recorded when taking the shl aptitude tests.
• These results are then measured against a reference group (norm group) of other individuals with similar characteristics and potential for example age, degree, nationality.
• Businesses can be confident about the candidates ability to perform day to day work satisfactorily due to shl selection process.
• There is a minimum grade that candidates must achieve to be able to progress to the next round of the application process.

How to Pass an SHL Test + top tips

• Practice aptitude shl tests to gain familiarity and exposure
• Master basic arithmetics and fundamentals
• Time management is key - practice answering questions quickly but accurately
• Double-check the question, data table, graphs, and answers - avoid silly errors
• Mental health is important to take care of and destress before the test
• Understand key mathematical concepts - percentages, numerics, relevant data in charts, graphs, and tables
• Go over previous SHL worked answers and understand the solutions
• Practice free aptitude tests on aptitudeprep.com

What Psychometric Tests Are Developed by SHL?

Cognitive Ability Tests - Behavioral Tests
Behavioral assessments are used by employers to identify employees who are well matched to the job. Accurately assessing individuals' behaviors can help identify people with potential to succeed in a role and weed out people who aren't the right fit. Achieving the objectives of a job related work is directly connected to a set of attributes or behaviors from potential candidates.

• How employees behave on the job
• How they work with others
• Manage teams
• Strive to meet goals
• Overcome setbacks
• Analyze problems

Shl provides three Behavioral Tests offering an engaging experience for candidates and reinforces the brand.

Situational Judgment Tests (SJT)
Measures behavioral fit to a given role by assessing the candidate’s judgment of the most appropriate action in workplace situations

Realistic Job and Culture Previews (RJP)
Provides candidates with an inside view of what it would be like to work in a particular role and for a particular company

Universal Competency Framework (UCF)
Provides a rationale, consistent, and practical basis for understanding people’s behaviors at work and their likelihood of succeeding in certain roles and environments

Cognitive Ability Tests

• Cognitive Ability Tests measure an individual’s reasoning, logic, and ability to work with information.
• The Cognitive Ability assessments can accurately predict a candidate's potential for success.
• Psychometric tests identify candidates with the right abilities and potential to succeed.
• Today's workers need to be able to solve problems, make decisions, and think critically.
• Cognitive ability tests provide a lot of information about someone's reasoning, logic, and ability to work with information, and can predict success.

SHL Cognitive Ability Assessments

• Verbal Reasoning Test
• Numerical Reasoning Test
• Deductive Reasoning Test
• Inductive Reasoning Test
• Spatial Reasoning
• General Ability Verify G+
• Mechanical Comprehension
• Calculation
• Checking
• Reading Comprehension
• General Cognitive Assessment Test

Verbal Reasoning Test

Each of the questions is composed of a short text, followed by a question or statement.  The type of response is "True/False/Cannot Say".

Numerical Reasoning Test

Numerical Reasoning Test measures the candidates ability to work with numbers and use appropriate mathematics in different situations. the different tasks include performing numerical calculations, interpreting charts and graphs.

Top three measurements

• Understanding relevant data in charts
• Accurately using basic math concepts to analyze data
• Drawing conclusions using mathematical analyses

Deductive Reasoning Test

The structure of the test is formatted so that a brief passage of information is proved and a statement follows through. The statement must be evaluated against multiple answer choices. 18 minutes is allotted to answer the 20 mcq questions.

Inductive Reasoning Test - (Logical Reasoning Test)

The 24-minute SHL Inductive Reasoning test also known as logical reasoning test measures the inductive cognitive abilities of candidates of all levels. It assesses their ability to analyze relationships between different elements and concepts. It examines inductive reasoning skills by providing candidates with a series of shapes and objects in a specific pattern. There are eighteen questions that must be completed in twenty-four questions.

Spatial Reasoning Test

General Ability Verify G+

Verify G+ measures multiple cognitive abilities appropriate for all job levels. The three cognitive abilities include General mental ability, critical reasoning capabilities, and problem-solving skills. The test is administered in 36 minutes and there are a total of 30 questions. Each specific cognitive ability test is measured and the average individual score of G is calculated.

Mechanical Comprehension

Many engineering graduate jobs or other technical jobs such as drilling engineers, aircraft engineers, or train drivers require a basic understanding of mechanical comprehension concepts. The mechanical comprehension test measures a candidate's basic mechanical understanding and principles such as acceleration, gravity, friction, pressure, kinetic and potential energy,  gears, levers, simple structures, work, and power, etc. This ability is important whenever equipment, hardware, or machinery is being designed, installed, or maintained. This test is therefore relevant where the following tasks are critical aspects of the job:

• Understanding or designing the operation of machine components
• Operating mechanical devices
• Maintaining and repairing machinery

Calculation

Measure candidate's ability on basic numeracy such as subtraction, division, addition, and other manipulation methods with accuracy and speed. Many workplace tasks require estimation, auditing, and checking skills. The test is relevant to entry-level, administrative, and clerical roles, as well as apprenticeships, internships, and recent graduates, where the following tasks are critical aspects of the job:

• checking figures and calculation
• Performing calculations using calculators and computers
• Balancing currency, checking cash and coins in a drawer
• Issuing refunds, receipts, and change
• Quoting prices, credit terms, and other bid specifications

Checking

This 5-minute SHL Checking test assesses first-level candidates for administrative support, sales, and other clerical professional data-checking abilities in a clerical workplace. the Verify Checking Test assesses candidates' ability to compare information rapidly and accurately. This test is very beneficial for determining a person's suitability for a job that involves quick perception and good quality control.

Reading Comprehension

The 10-minute SHL Reading Comprehension SHL test measures reading skills at all levels. Texts are generally adapted according to the positions to which the candidates apply to. No prior knowledge is required, all the information necessary for the resolution of the exercises can be found within the texts.

General Cognitive Assessment

The SHL General Cognitive Assessment Test measures the cognitive abilities of candidates applying for first-level positions requiring a basic level of general cognitive abilities, basic numeracy, logical and verbal reasoning test.