problem solving exam questions

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How to Tackle Exam Questions

Learn more about how to tackle different kinds of exams and exam questions.

We cover the following topics on exam preparation on this page:

• Quantitative Questions
• Multiple Choice Questions
• Essay Questions

First, Let’s Think About De-Coding Different Types of Exam Questions

It’s helpful to understand the kinds of question that are asked on a exam, because the response you need to come up with depends on the type of question. Knowing about different types of exam questions can help you activate appropriate strategies for formulating answers and reduce exam-taking anxiety.

Exam questions generally fall into one of three categories: 1

“Green Light”

• Go right ahead!
• These are factual questions, and the answers are straight-forward. You either know the answer or you don’t; it’s right there in your head or it’s not.
• Some green light questions can be very difficult, and your ability to recall details is often tested with this typeof question.
• Study for this type of question by using recitation, making flash cards, quizzing yourself or a study partner, etc.
• If you don’t know the answer to a green light question right away, circle it and move on; often the answer will pop into your head later on during the exam.

“Yellow Light”

• These questions are more detailed than green light questions, but are based on the same idea: you either know the answer or you don’t.
• Often you’ll have to put multiple or “green light” details together.
• Similar strategies work for yellow and green questions, but with yellow light questions you’ll need to recall many ideas, concepts, formulas, etc., just to answer one question.

• These questions ask you to make inferences or apply your knowledge to new situations, which is sometimes called “critical thinking”.
• You need to know the material being covered to answer these questions at the “green light” level, but the exam question is not asking you to simply regurgitate it. You will need to take what you know and use it in ways you have not yet used it.
• This type of question sometimes flummoxes students, because they are surprised to they are being asked a question that wasn’t exactly covered in class. Remember that with red light questions you are not supposed to already know the answer. You have to come up with the answer yourself, it is not already in your head. (You will need to know the basic information, though, to be able to answer this type of question.)
• Red light questions are asked more frequently in college than in high school.
• To study for red light questions, make diagrams or concept maps that link ideas or topics from the course together. Think about how what you’re learning relates to what you’ve learned in other classes. Sit down with friends or classmates and talk about how one might use information from the class in a job setting.

See this link for a pdf of  Decoding exam questions.

How to Tackle: Problem-Solving and Quantitative Questions

Study for problem-based exams by practicing (new!) problems

As you work on the problems, remember:

• DO let yourself be stuck.* (yes, we mean that!)
• DON’T sneak a peak at the answer if you get stuck. (keep trying!)
• Check your answer only after you’ve put something–anything–down. Think partial credit, which is better than no credit if you freeze when you get stuck on hard problems on the test.

* You need to get your “stuck” muscles stronger so you know what to do on tests when you feel stuck.

Watch: LSC’s Mike Chen Shares “The Key to Problem-Solving Tests”

Taking problem-based exams

1. Understand the problem: Determine what you are supposed to find, what you need to find it, and what the unknown is (and if there is extra information). Consider whether drawing a sketch will help. Also – note each part of the question. Not answering each part is an easy way to lose points.

2. Determine a way to solve the problem: Write down all that is given or known. Draw a sketch when appropriate to show relations. Write down all relevant formulas.

3. Carry out the procedure you have devised: For numerical problems, try and estimate an answer first. This will help you to check your work later. Neat, careful work keeps you from making mistakes, and allows you to find them when you do make them (show your units!!). Additionally, when the instructor can see your work clearly, he or she may give you partial credit for what you do know, even if your ultimate answer is incorrect.

4. Check your Answers: This requires the same quality of thought originally used to solve the problem. Is your answer what you thought it would be in your original estimate? Is it a quantity that makes sense? Is your answer in the correct units? If your answer does not seem reasonable, rework the problem.

How to Tackle: Multiple Choice Questions

1. Read the stem: First, read the stem and make sure you understand what it is getting at. Look out for double negatives or other twists in wording before you consider the answer.

2. Try to come up with the correct answer: Before you look at the answer choices, try to come up with the correct answer. This will help you to rule out choices that are similar to the correct answer. Now read and consider each option carefully.

3. Look for clues in the stem: Look for clues in the stem that suggest the correct answer or rule out any choices. For example, if the stem indicates that the answer is plural you can rule out any answers that are singular. The basic rule is: the correct answer must make sense grammatically with the stem. Options which fail this exam can be ruled out.

4. Cross off any options you know are incorrect: As you rule out options cross them off with your pencil. This will help you focus on the remaining choices and eliminates the chance of returning to an item and selecting an option you had already eliminated.

5. Come back to items you were unsure of: Put a mark next to any questions you are unsure of. If you complete the entire exam with time to spare, review these questions – you will often get clues (or even answers) from other questions.

Take a look at some additional information on difficult “ Multiple Choice Tests ” (opens a PDF).

How to Tackle: Essay Questions

The best way to  prepare  for essay tests is to practice writing essays.

• Anticipate questions : Make outlines of possible essay topics using your course materials so you know you’ve got a good grasp of what might be on the test. Then recreate your outlines from memory (unless it’s an open-notes test).
• Practice writing  at least one full essay; be mindful of the time you spend practicing and think about how much time you will have during the exam. It is also important to think about  how  you are organizing the information you are including in your essay — for example, if you are asked to compare and contrast two theories as they relate to an issue, you might want to define each of them, describe the issue, and then compare and contrast them.
• If your exam is closed book,  memorize key events, facts, and names  that you will need to support your argument. If it is open-notes, then make sure you develop good outlines.

When you are  taking  essay tests:

• Manage your time  well. As with all exams, if there are multiple essay questions, be sure to look at them all at the beginning (taking note of the points each is worth), and prioritize the order you answer the questions.
• Read the directions  carefully. Ask yourself honestly: are you answering the  actual  question on the test, or the question you  want  to be on the test?  (tip: instructors know when you aren’t really answering the exact question, so make sure you are addressing the actual question and don’t just write random information that is unrelated to the question.)
• Before you write the essay,  decide on your argument  and  quickly list your supporting evidence  (it is ok to do a brain dump of all the important information that you want to include so that you have it handy when you begin writing).
• Make a quick outline  of what you are going to write to organize your thoughts and arguments.
• Write! And, make your point right away – you don’t want to get to the end of a timed essay test with your amazing argument still unmade!
• If you have time, go back and quickly  proof-read  your essay for errors.

You might want to take a look at some “ Words to Watch for in an Essay ” (opens a PDF).

References:

1 Taffy E. Raphael, Teaching Question Answer Relationships, Revisited, The Reading Teacher, Vol. 39, No. 6 (Feb., 1986), pp. 516-522.

Ellis, D. (1998). Becoming a Master Student. Houghton Mifflin: Boston

Problem Solving test: Pre-employment screening assessment to hire the best candidates

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

TestGorilla helps me to assess engineers rapidly. Creating assessments for different positions is easy due to pre-existing templates. You can create an assessment in less than 2 minutes. The interface is intuitive and it’s easy to visualize results per assessment.

VP of engineering, mid-market (51-1000 FTE)

Any tool can have functions—bells and whistles. Not every tool comes armed with staff passionate about making the user experience positive.

The TestGorilla team only offers useful insights to user challenges, they engage in conversation.

For instance, I recently asked a question about a Python test I intended to implement. Instead of receiving “oh, that test would work perfectly for your solution,” or, “at this time we’re thinking about implementing a solution that may or may not…” I received a direct and straightforward answer with additional thoughts to help shape the solution.

I hope that TestGorilla realizes the value proposition in their work is not only the platform but the type of support that’s provided.

For a bit of context—I am a diversity recruiter trying to create a platform that removes bias from the hiring process and encourages the discovery of new and unseen talent.

Chief Talent Connector, small business (50 or fewer FTE)

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.

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Give all applicants an equal, unbiased opportunity to showcase their skills with our data-driven and performance-based ranking system.

With TestGorilla, you’ll get the best talent from all walks of life, allowing for a stronger, more diverse workplace.

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Building assessments is a breeze with TestGorilla. Get started with these simple steps.

Building assessments is quick and easy with TestGorilla. Just pick a name, select the tests you need, then add your own custom questions.

You can customize your assessments further by adding your company logo, color theme, and more. Build the assessment that works for you.

Send email invites directly from TestGorilla, straight from your ATS, or connect with candidates by sharing a direct link.

Have a long list of candidates? Easily send multiple invites with a single click. You can also customize your email invites.

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

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

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The resources on this page will hopefully help you teach AO2 and AO3 of the new GCSE specification - problem solving and reasoning.

This brief lesson is designed to lead students into thinking about how to solve mathematical problems. It features ideas of strategies to use, clear steps to follow and plenty of opportunities for discussion.

The PixiMaths problem solving booklets are aimed at "crossover" marks (questions that will be on both higher and foundation) so will be accessed by most students. The booklets are collated Edexcel exam questions; you may well recognise them from elsewhere. Each booklet has 70 marks worth of questions and will probably last two lessons, including time to go through answers with your students. There is one for each area of the new GCSE specification and they are designed to complement the PixiMaths year 11 SOL.

These problem solving starter packs are great to support students with problem solving skills. I've used them this year for two out of four lessons each week, then used Numeracy Ninjas as starters for the other two lessons.  When I first introduced the booklets, I encouraged my students to use scaffolds like those mentioned here , then gradually weaned them off the scaffolds. I give students some time to work independently, then time to discuss with their peers, then we go through it as a class. The levels correspond very roughly to the new GCSE grades.

Some of my favourite websites have plenty of other excellent resources to support you and your students in these assessment objectives.

@TessMaths has written some great stuff for BBC Bitesize.

There are some intersting though-provoking problems at Open Middle.

I'm sure you've seen it before, but if not, check it out now! Nrich is where it's at if your want to provide enrichment and problem solving in your lessons.

MathsBot  by @StudyMaths has everything, and if you scroll to the bottom of the homepage you'll find puzzles and problem solving too.

I may be a little biased because I love Edexcel, but these question packs are really useful.

The UKMT has a mentoring scheme that provides fantastic problem solving resources , all complete with answers.

I have only recently been shown Maths Problem Solving and it is awesome - there are links to problem solving resources for all areas of maths, as well as plenty of general problem solving too. Definitely worth exploring!

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What are some strategies for studying for problem-solving exams, what are some strategies for writing problem-solving exams, what can i do after the exam.

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More help: Studying

• Book Studying Appointments
• Problem-solving exams come in a variety of formats, from multiple choice, to short answer, to long calculations.
• They frequently test your ability to apply the problem-solving skills you’ve learned in lectures, labs, and readings to new types of questions.
• Pay attention to example problems emphasized in class, the text, and assignments, especially those that appear in more than one of these places.
• Don’t assume, however, that the same or similar problems will appear on the exam. The exam will likely test your ability to apply what you’ve learned about solving problems to new types of questions, rather than your ability to memorize and regurgitate examples you’ve already seen.
• Focus on the process the instructor used for solving the problem.  Think about your own problem-solving strategies.
• Practise, practise, practise! The more problems, and more importantly, the more types of problems you solve, the better prepared you’ll be.
• Look for connections between concepts and equations and note how to choose the correct equation in complex practice problems.
• Generate your own test questions with a study group or partner. Practise answering questions within a limited time frame.
• Review previous tests, quizzes, or midterms, and figure out why you lost marks before.
• Look over the entire exam before beginning and budget your time according to how much each question is worth.  Leave enough time to read over your answers at the end of the exam.
• Before starting, find a blank page on your exam and write down equations, concepts, and constants that you memorized.
• Do the easy questions first to warm up your brain and calm exam nerves.
• Read the questions carefully and rephrase them in your own words.
• Keep track of all units. Convert values to keep the units consistent. Be aware of +/- signs.
• Clearly mark assumptions, if they are necessary, and place them at or near the beginning of the solution whenever possible.
• It can be helpful to look over your exam if you get it back to see where you have gone wrong, and what you have done well. If your instructor doesn’t routinely return exams, ask if you can see your exam to learn from your errors.
• Use this information to help you study more effectively next time.
• Check out the error analysis LibGuide to help you go over feedback.
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Solve the following linear equations showing clearly each step of your working.

(a) \( \frac{6}{x} = 24 \).

(b) \(11x - 5 = 9(x + 9) \).

Worked Solution

The diagram shows an isosceles triangle (not drawn to scale).

Angle ABC = angle ACB, AB = \(3x+8\) and AC = \(5x-7\).

Use an algebraic method to find the value of \(x\).

The diagrams show a triangle and a rectangle (not drawn to scale).

The area of the rectangle is six times larger than the area of the triangle. Find the value of \( x \)

The perimeter of the triangle is the same length as the perimeter of the square.

Find an ex pression for the length of one side of the square in terms of a. Give your answer in its simplest form.

Multiply out and simplify:

Aimee, Natasha and Ruby play hockey.

• Aimee has scored 6 more goals than Natasha.
• Ruby has scored 5 more goals than Aimee.

If altogether they have scored 35 goals, how many goals did they each score?

Julie is on holiday and buys \(x\) mangos, \((x+4)\) guavas and \((3x-5)\) bananas.

The total number of pieces of fruit Julie buys is 29.

(a) Find the number of mangos Julie buys.

(b) The cost of one mango is 35 baht.

The cost of one guava is 18 baht.

If the total cost of all the fruit is 455 baht, find the cost, in baht, of one banana.

(c) What is the equivalent cost of the fruit Julie has bought in British pounds if the exchange rate with Thai baht is currently:

£1 = 46 baht.

(a) Simplify:

(b) Simplify:

Luke, Leia and Han swim lengths of a swimming pool to raise money for charity.

• Luke swims 20 more lengths than Han
• Leia swims twice as many lengths as Han
• Altogether they swim 232 lengths.

How many lengths did each person swim?

Simplify then find the square root of this expression:

(a) The expression \( (x+1)(2x-3)(3x+4) \) can be written in the form \(ax^3 + bx^2 + cx + d \) where \(a, b, c\) and \(d\) are integers. Find the values of \(a, b, c\) and \(d\).

(b) Solve the following inequality:

Two rectangles, not drawn to scale, are shown below. All measurements are in centimetres. Both rectangles have the same areas. Work out the perimeter of the rectangle on the left.

The area of rectangle PQRS (not to scale) is 80cm 2 .

(a) Show that \( x^2 + 14x = 40\).

(b) Find the value of \( x \) giving your answer correct to three significant figures.

Expand and simplify the following expression:

(a) Express the following as a single fraction in its simplest form.

(b) Expand and simplify the following:

Show that you understand equations and inequalities by answering the following:

(a) Solve \(5x^2=80\)

(b) Solve \(8x + 2 \gt x + 7\)

(c) Write down the largest integer that satisfies \(8x - 2 \lt 25\)

(d) Solve the following pair of equations

(a) Simplify \( 6(3a-2)-2(a-3) \)

(b) Simplify \( \frac{3x}{4} - \frac{2x}{3} \)

(c) Rearrange the formula to make m the subject:

(d) Solve \( x^8 = 5600 \)

(e) Solve \( |x+5| = 9 \)

(f) Solve by factorising:

A circle is drawn inside a square so that it touches all four sides of the square.

(a) If the sides of the square are each \(k\) mm in length and the area of the red shaded region is \(A\) mm 2 show that:

(b) Make \(k\) the subject of the formula \(4A=4k^2-\pi k^2\)

One is added to the product of two consecutive positive even numbers. Show that the result is a square number.

(a) Simplify the following expression.

(b) Make b the subject of the following formula.

Rätselzeit school has an annual sports day in which the mathematics teachers are in charge of the scoring system.

The points scored for throwing the discus are worked out using the formula:

where \(p\) is the number of points scored when the discus is thrown a distance of \(d\) metres.

(a) How many points does Homer score for throwing the discus a distance of 52 metres?

(b) How far did Marge throw the discus if she scored 492 points?

The points scored for running 400 metres are worked out using the formula:

where \(p\) is the number of points scored when the time taken is \(t\) seconds.

(c) Lisa scores 1014 points for the 400 metres race. Work out the time, in seconds, it took Lisa.

The formula for the number of points scored in the 400 metres race should not be used for \(t\gt n\).

(d) State the value of \(n\) giving a reason for your answer.

(a) Find the ratio \(a:b \) given the equation:

(b) Find the ratio \( c:d \) given the following equation where \( c \gt 0 \text{ and } d \gt 0 \).

Betsy thinks that \((3x)^2\) is always greater than or equal to \(3x\).

Is she is correct?

Show your working to justify your decision

Factorise the following expression

Given that:

find the possible values of \(x\).

simplifies to \( \frac{a-x}{x+b}\) where \(a\) and \(b\) are integers.

The expression below can be written as a single fraction in the form \( \dfrac{a-bx}{x^2-25} \) where \(a\) and \(b\) are integers.

Work out the value of \(a\) and the value of \(b\).

If \(y = 5x^4 + 3x^2\) and \(x=\sqrt{w+2}\), find \(w\) when \(y = 12\) showing each step of your working.

If you would like space on the right of the question to write out the solution try this Thinning Feature . It will collapse the text into the left half of your screen but large diagrams will remain unchanged.

The exam-style questions appearing on this site are based on those set in previous examinations (or sample assessment papers for future examinations) by the major examination boards. The wording, diagrams and figures used in these questions have been changed from the originals so that students can have fresh, relevant problem solving practice even if they have previously worked through the related exam paper.

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SAT Math Problem Solving

Practice your math problem solving skills with our tests. Use a calculator only where necessary. You shouldn't need more than three lines of working for any problem. Redraw geometry figures to include the information in the question.

Each test has ten questions and should take 12 minutes.

Initially don't worry too much about the time until you have a feel for the type of questions. But, by the time you have done two or three tests you should start getting tough about the time you take.

If you don't get a problem right on either our tests or a real SAT test, first try to solve the problem yourself. If you still can't get it right, ask a friend or a teacher. If your fundamentals are weak and you need extra help check out our recommended resources .

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Solve each problem and then click on the correct answer choice. Have a sheet of paper ready for any rough work.

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Problem-solving tests and exams.

Problem-solving exams focus on your ability to apply what you know rather than simply showing the answer. There are strategies for preparing for and writing problem solving exams to maximize your success:

• When you’re studying, be sure to work in a way that tests and extends your knowledge: just having read the textbook or jumping to the solutions can give you a false sense of knowing the information.
• Study problems out of sequence: mixing problem types when you’re preparing will help you in an exam situation where questions come from different parts of the course.
• If you’re not allowed aid sheets in the exam, think about what you’d wish to have in the exam room, and work on memorizing it. For instance, in the first few minutes of an exam, you can write out a list of equations and associated instructional verbs to make sure you have them while you’re problem solving.
• Write problems and solutions out in full: double-check that you haven’t made any transcription errors, and do every step on paper so that you can double-check your answers and earn partial marks.

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While U of T has a plethora of programs and services for students contending with problem-solving courses, here are some external resources that have become online classics. They’re maintained by external authors, but our students have often found them insightful:

• How to Study Math (Paul Dawkins, Lamar University)
• Problem Solving I: Frequent Solver (Richard Zajchowski for McMaster University)
• Problem Solving II: Concepts (Richard Zajchowski for McMaster University)
• Problem Solving III: Decision Steps (Richard Zajchowski for McMaster University)

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Problem Solving and Decision Making Practice Exam Questions

Problem-solving and Decision making is used in numerous disciplines, with unique and different perspectives, and different terminologies. Problem-solving strategies are the steps that we use to find the solutions of a problem in the way to getting to one’s goal. Whereas, decision making is associated with choosing one course of action among two or more possible alternatives.

Roles and Responsilities

Some of the problem solving and decision-making techniques are as follow:

• Abstraction
• Brainstorming
• Lateral thinking
• Morphological analysis

Who should take this exam?

Candidates who wish to improve their skills, or who want to learn the basic key strategies of problem solving and decision-making that can be executed in difficult situations. Students can also take up this exam to uplift their skills and values.

Skills Required

• Communication skills
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• Managerial skills

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• Practice exam questions have been created on the basis of content outlined in the official documentation.
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Manhattan Review prides itself in providing quality free practice questions to all prospective students, so please take a crack at the 52 free questions we have to offer as a courtesy to all GMAT learners. In the end, the only way to find out where you need your score to be is to discover where it currently is. Take advantage of this free resource that's sure to help you along your way to a high score.

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How Good Is Your Problem Solving?

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Use a systematic approach.

Good problem solving skills are fundamentally important if you're going to be successful in your career.

But problems are something that we don't particularly like.

They're time-consuming.

They muscle their way into already packed schedules.

They force us to think about an uncertain future.

And they never seem to go away!

That's why, when faced with problems, most of us try to eliminate them as quickly as possible. But have you ever chosen the easiest or most obvious solution – and then realized that you have entirely missed a much better solution? Or have you found yourself fixing just the symptoms of a problem, only for the situation to get much worse?

To be an effective problem-solver, you need to be systematic and logical in your approach. This quiz helps you assess your current approach to problem solving. By improving this, you'll make better overall decisions. And as you increase your confidence with solving problems, you'll be less likely to rush to the first solution – which may not necessarily be the best one.

Once you've completed the quiz, we'll direct you to tools and resources that can help you make the most of your problem-solving skills.

How Good Are You at Solving Problems?

Instructions.

For each statement, click the button in the column that best describes you. Please answer questions as you actually are (rather than how you think you should be), and don't worry if some questions seem to score in the 'wrong direction'. When you are finished, please click the 'Calculate My Total' button at the bottom of the test.

Your last quiz results are shown.

You last completed this quiz on , at .

Score Interpretation

Answering these questions should have helped you recognize the key steps associated with effective problem solving.

This quiz is based on Dr Min Basadur's Simplexity Thinking    problem-solving model. This eight-step process follows the circular pattern shown below, within which current problems are solved and new problems are identified on an ongoing basis. This assessment has not been validated and is intended for illustrative purposes only. 

Figure 1 – The Simplexity Thinking Process

Reproduced with permission from Dr Min Basadur from "The Power of Innovation: How to Make Innovation a Part of Life & How to Put Creative Solutions to Work" Copyright ©1995

Below, we outline the tools and strategies you can use for each stage of the problem-solving process. Enjoy exploring these stages!

Step 1: Find the Problem

(Questions 7, 12)

Some problems are very obvious, however others are not so easily identified. As part of an effective problem-solving process, you need to look actively for problems – even when things seem to be running fine. Proactive problem solving helps you avoid emergencies and allows you to be calm and in control when issues arise.

These techniques can help you do this:

• PEST Analysis   helps you pick up changes to your environment that you should be paying attention to. Make sure too that you're watching changes in customer needs and market dynamics, and that you're monitoring trends that are relevant to your industry.
• Risk Analysis   helps you identify significant business risks.
• Failure Modes and Effects Analysis   helps you identify possible points of failure in your business process, so that you can fix these before problems arise.
• After Action Reviews   help you scan recent performance to identify things that can be done better in the future.
• Where you have several problems to solve, our articles on Prioritization   and Pareto Analysis   help you think about which ones you should focus on first.

Step 2: Find the Facts

(Questions 10, 14)

After identifying a potential problem, you need information. What factors contribute to the problem? Who is involved with it? What solutions have been tried before? What do others think about the problem?

If you move forward to find a solution too quickly, you risk relying on imperfect information that's based on assumptions and limited perspectives, so make sure that you research the problem thoroughly.

Step 3: Define the Problem

(Questions 3, 9)

Now that you understand the problem, define it clearly and completely. Writing a clear problem definition forces you to establish specific boundaries for the problem. This keeps the scope from growing too large, and it helps you stay focused on the main issues.

A great tool to use at this stage is CATWOE   . With this process, you analyze potential problems by looking at them from six perspectives, those of its Customers; Actors (people within the organization); the Transformation, or business process; the World-view, or top-down view of what's going on; the Owner; and the wider organizational Environment. By looking at a situation from these perspectives, you can open your mind and come to a much sharper and more comprehensive definition of the problem.

Cause and Effect Analysis   is another good tool to use here, as it helps you think about the many different factors that can contribute to a problem. This helps you separate the symptoms of a problem from its fundamental causes.

Step 4: Find Ideas

(Questions 4, 13)

With a clear problem definition, start generating ideas for a solution. The key here is to be flexible in the way you approach a problem. You want to be able to see it from as many perspectives as possible. Looking for patterns or common elements in different parts of the problem can sometimes help. You can also use metaphors   and analogies to help analyze the problem, discover similarities to other issues, and think of solutions based on those similarities.

Traditional brainstorming   and reverse brainstorming   are very useful here. By taking the time to generate a range of creative solutions to the problem, you'll significantly increase the likelihood that you'll find the best possible solution, not just a semi-adequate one. Where appropriate, involve people with different viewpoints to expand the volume of ideas generated.

Don't evaluate your ideas until step 5. If you do, this will limit your creativity at too early a stage.

Step 5: Select and Evaluate

(Questions 6, 15)

After finding ideas, you'll have many options that must be evaluated. It's tempting at this stage to charge in and start discarding ideas immediately. However, if you do this without first determining the criteria for a good solution, you risk rejecting an alternative that has real potential.

Decide what elements are needed for a realistic and practical solution, and think about the criteria you'll use to choose between potential solutions.

Paired Comparison Analysis   , Decision Matrix Analysis   and Risk Analysis   are useful techniques here, as are many of the specialist resources available within our Decision-Making section . Enjoy exploring these!

Step 6: Plan

(Questions 1, 16)

You might think that choosing a solution is the end of a problem-solving process. In fact, it's simply the start of the next phase in problem solving: implementation. This involves lots of planning and preparation. If you haven't already developed a full Risk Analysis   in the evaluation phase, do so now. It's important to know what to be prepared for as you begin to roll out your proposed solution.

The type of planning that you need to do depends on the size of the implementation project that you need to set up. For small projects, all you'll often need are Action Plans   that outline who will do what, when, and how. Larger projects need more sophisticated approaches – you'll find out more about these in the Mind Tools Project Management section. And for projects that affect many other people, you'll need to think about Change Management   as well.

Here, it can be useful to conduct an Impact Analysis   to help you identify potential resistance as well as alert you to problems you may not have anticipated. Force Field Analysis   will also help you uncover the various pressures for and against your proposed solution. Once you've done the detailed planning, it can also be useful at this stage to make a final Go/No-Go Decision   , making sure that it's actually worth going ahead with the selected option.

Step 7: Sell the Idea

(Questions 5, 8)

As part of the planning process, you must convince other stakeholders that your solution is the best one. You'll likely meet with resistance, so before you try to “sell” your idea, make sure you've considered all the consequences.

As you begin communicating your plan, listen to what people say, and make changes as necessary. The better the overall solution meets everyone's needs, the greater its positive impact will be! For more tips on selling your idea, read our article on Creating a Value Proposition   and use our Sell Your Idea   Bite-Sized Training session.

Step 8: Act

(Questions 2, 11)

Finally, once you've convinced your key stakeholders that your proposed solution is worth running with, you can move on to the implementation stage. This is the exciting and rewarding part of problem solving, which makes the whole process seem worthwhile.

This action stage is an end, but it's also a beginning: once you've completed your implementation, it's time to move into the next cycle of problem solving by returning to the scanning stage. By doing this, you'll continue improving your organization as you move into the future.

Problem solving is an exceptionally important workplace skill.

Being a competent and confident problem solver will create many opportunities for you. By using a well-developed model like Simplexity Thinking for solving problems, you can approach the process systematically, and be comfortable that the decisions you make are solid.

Given the unpredictable nature of problems, it's very reassuring to know that, by following a structured plan, you've done everything you can to resolve the problem to the best of your ability.

This site teaches you the skills you need for a happy and successful career; and this is just one of many tools and resources that you'll find here at Mind Tools. Subscribe to our free newsletter , or join the Mind Tools Club and really supercharge your career!

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• Over a month ago Sonia_H wrote Hi PANGGA, This is great news! Thanks for sharing your experience. We hope these 8 steps outlined will help you in multiple ways. ~Sonia Mind Tools Coach
• Over a month ago PANGGA wrote Thank you for this mind tool. I got to know my skills in solving problem. It will serve as my guide on facing and solving problem that I might encounter.
• Over a month ago Sarah_H wrote Wow, thanks for your very detailed feedback HardipG. The Mind Tools team will take a look at your feedback and suggestions for improvement. Best wishes, Sarah Mind Tools Coach

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15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

• Problem solving lies at the heart of programming. 
• Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
• STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
• Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

• Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
• Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

• Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
• Obstacle: State the challenge or problem you faced.
• Action: Detail carefully how you went about overcoming this obstacle.
• Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

• Point : State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

• Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
• Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
• Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
• If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
• Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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It tests applicants’ suitability by assessing personal characteristics, work experience, and electronic and technical knowledge and skills.

The USPS postal exam 955 replaced the previous 931, 932 and 933 exams .

The USPS postal exam 955 is free of charge , but you will need access to the internet and an email address.

If you are looking to work in the United States Postal Service, you will need to pass the USPS Postal Exam 476.

The USPS Postal Exam 476 is an online test that screens for the best candidates. The exam is used to find suitable candidates for a range of positions, including mail processing clerk, data conversion operator and clerk-related positions.

This article will outline what the USPS Postal Exam 476 includes, with particular attention to the separate sections of the examination.

In addition to this, how the exam is scored and how you can best prepare for it will be covered. There will also be a list of frequently asked questions for you to refer to if you have any doubts.

A List of Amazon Assessment Tests Available for Practice in 2024

• Amazon Work Simulation Assessment
• Amazon Maintenance Technician Test
• Amazon Coding Assessment
• Amazon Workstyle Assessment
• Amazon Area Manager Assessment
• Amazon Operations Manager Assessment
• Amazon Online MBA Assessment
• Amazon RME Apprenticeship Skills Battery Test
• Amazon Financial Analyst Assessment
• Amazon ATA Technical Assessment
• Amazon Control Systems Technician Test
• Amazon Warehouse Assessment Test

The Amazon assessment test is an essential way for the corporation to find the best-suited employees.

It is a series of challenges used to evaluate all its candidates during the recruitment process.

Amazon online assessments typically include both numerical and verbal reasoning tests.

These types of tests examine a potential candidate’s logical skills.

Candidates will also have to sit work-style assessments that simulate the working environment at Amazon.

Other Amazon exams include:

• The Amazon coding assessment (also known as the Amazon SDE online assessment)
• The work sample simulation
• An Amazon versant test

These last two, amongst others, will be discussed later in this article.

This Amazon reviewer job article will also discuss how to pass the Amazon assessment tests, some Amazon assessment answers you should know and what you need to do to best prepare yourself.

There is also a comprehensive list of frequently asked questions from those who are interested in taking these Amazon job tests to find employment with the company.

What Is the SHL Verbal Reasoning Test?

The SHL Verbal Reasoning Test is a graduate-level and above pre-employment aptitude test that is used in graduate and management recruitment for many roles across different industries.

The test is usually taken online, and it is designed to evaluate candidates on their ability to understand written information and make informed, reasoned and logical decisions based on that information.

SHL is a well-established test publisher, providing tests for more than 10,000 companies around the world. It offers a range of tests, including psychometric, behavioural and personality assessments that are based in occupational psychology and aptitude science. 

The tests have specific aims – and recruitment teams use SHL tests like the Verbal Reasoning Test to filter through similarly qualified candidates to find the applicants who have what it takes to be successful in a graduate or management level role.

When taking a verbal reasoing test, bear in mind that you might also be asked to take numerical reasoning tests, logical reasoning tests or personality tests along side.

IQ stands for intelligence quotient and is usually thought to represent the reasoning skills of individuals.

The idea of intelligence relates to how quickly people can solve problems or puzzles, use logic to answer questions, or quickly recall information and facts they’ve heard.

The first type of IQ test was created by a French psychologist named Alfred Binet.

The assessment that he made is still used and is known as the Stanford-Binet intelligence test.

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Do you have an upcoming online aptitude test ? 

Are you looking for the best aptitude test prep material to give you the very best chance of getting the highest possible grade? 

If so, this article will help you. 

Aptitude tests are a crucial part of your job search, and you usually only have one chance to showcase your skills. 

Psychometric aptitude tests can measure many different aptitudes and skill sets, in many different formats:

• Numerical reasoning
• Verbal reasoning
• Diagrammatic or inductive reasoning
• Mechanical reasoning
• Personality types
• Situational judgement and work environment tests
• Work style tests

Aptitude tests can be challenging and it is important to be fully prepared before you attend your job interview or assessment centre.

Several free and paid aptitude test preparation websites offer preparation packs to help you score the best you can.

Those dreaming of working for the TSA will most likely need to take a challenging exam called the TSA CBT Test during the hiring process. Here we’ll look at exactly what it involves and how you can make sure you pass it. Read on to find out more.

If you plan to work as an inspector, manager, marshal or security officer in any agency governed by the Transportation Security Administration, you must pass the TSA CBT test as part of your application process.

Read on to learn more about this assessment, including its purpose, what types of questions it has, how challenging it is and how to prepare for it.

You'll also be provided with a few example questions to help you get an idea of what this test looks like.

Let’s get started.

Aptitude tests are administered to understand your inherent abilities to reason and respond to specific tasks.

They are widely used in various forms to screen candidates or evaluate existing employees for a future job role.

The most generic and widely used aptitude tests are curated to measure different facets of your abilities, mainly on the following areas:

• Abstract Reasoning
• Numerical Reasoning
• Logical Reasoning
• Verbal Reasoning
• Attention to Detail

Apart from these base types, there are various other specialized aptitude tests which you may face in specific industries or based on your role in different career stages.

We have discussed each of the most common job related aptitude tests in detail.

Illustrative examples and helpful hints are provided throughout to aid your preparation.

Read on to find out more.

The Cognify test is a game-based cognitive assessment designed to measure an individual's cognitive aptitude to measure key job performance linked abilities and skills in a prospective candidate.

The Cognify test was once a product of Revelian, an Australian assessment company, but was later acquired by CriteriaCorp.

Moving away completely from the question-answer based template of traditional tests, Cognify uses an innovative approach where candidates don't face a series of questions on a screen.

Instead, the Cognify Assessment comprises 6-7 timed game-based mini-tests categorized into three cognitive abilities categories:

• Problem-Solving
• Verbal Knowledge

Well, before you start raising your eyebrows at the mention of ‘game-based’ and dismiss it as just another fad, pay attention!

Cognify assessment is credited as having brought a paradigm shift in the field of psychometric testing.

Many Tier-I graduate recruiters globally have started using this assessment in their candidate selection process.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. This unique suite of tests includes psychometric assessment tools such as:

• The Group Bourdon Test (GBT)
• Test of Everyday Attention (TEA-OCC)
• Adaptive Tachistoscopic Traffic Perception Test (ATAVT)
• Situational judgement tests
• Vigilance tests
• Written communication tests

What Is the Train Driver Test?

In most countries, you will need to sit the train driver online test if you want to work as a train driver. If you have been asked to sit the assessments, there is no train driver psychometric test cost associated with the train driver exam.

Working as a train driver is a challenging and demanding role. As a train driver, you must be able to ensure the safety of passengers at all times.

The UK’s train driving tests are some of the most challenging. As well as testing aptitude for the job role, they are used to assess whether candidates have the mental abilities to cope with the stress and demands of the job role.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. The train driver test is a unique group of psychometric tests for train drivers designed to assess the psychomotor and cognitive skills needed to work safely as a train driver.

The Predictive Index (PI) test is a popular type of pre-employment testing used to accurately measure an individual’s cognitive ability and behavioral profile during the hiring process in a wide range of industries and organizations. They are most commonly used during the early stages of the recruitment process. 

The PI cognitive test assesses verbal, numerical and analytical reasoning ability. 

The PI behavioral test creates a behavioral persona that describes character traits and tendencies.

A mechanical aptitude reasoning test is an important way to assess your knowledge on mechanical topics for potential roles in the army, emergency services and many other professions. Here, you will get all the information you need on what a mechanical comprehension test is and how to pass it.

Those applying for jobs related to the army, the emergency services engineering service, and similar occupations that require mechanical aptitude, are likely to be asked to take a mechanical reasoning test as part of the recruitment process.

Mechanical aptitude tests assess knowledge in electricity, optics, pressure and other fields of mechanics related to a specific industry.

From this article, you'll learn what mechanical reasoning tests look like, when to take them, what to expect from these assessment types, and how to practise and prepare for them.

Let’s get started!

If you would like to take a free practice Cognitive Ability Test before reading this article, click here .

If you would like to purchase an online Cognitive Ability Test prep pack, visit our partner website TestHQ .

The following tests are common cognitive ability tests:

• Spatial Reasoning
• Mechanical Reasoning
• Logical Ability Tests
• Space Visualization
• Information Processing
• Visual Pursuit
• Manual Speed and Accuracy

Spacial Reasoning Definition

A spatial awareness test is a type of assessment that tests your ability to think in three dimensions and use your imagination to see movement through space.

Someone with good spatial awareness will be able to see in their mind how different shapes interact and be able to manipulate them to make a reasoned and logical decision.

The test is based on pictures, diagrams and shapes. You will need to mentally manipulate the presented image by disassembling or reassembling, rotating, seeing it in a mirror image or from different angles, or otherwise visualizing it differently to find the right answer to the question from the multiple-choice options provided.

Spatial awareness is something that we use to a greater or lesser degree every day, from understanding our position relative to other things around us to imagining the route we will take to get from one place to another.

Spatial reasoning tests are distinct from other similar assessments such as diagrammatic reasoning tests and abstract reasoning tests. It is important to understand how they differ as they are often included in aptitude tests and cognitive assessments alongside spatial reasoning tests.

Psychometric tests are often used by organizations as part of the recruitment process. Different types of psychometric tests are designed to measure various aspects of cognitive ability, reasoning capabilities and personality traits. Potential employers use the results to assess a candidate’s suitability for a role. A psychometric test is generally administered online; this helps hiring managers filter applicants quickly and easily. 

Are you considering cheating on your upcoming SHL tests ?

In this full disclosure article, I’ll tell you why people cheat on tests, how people cheat, and whether or not it’s worth doing..

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Numerical Reasoning Tests can be very tricky.

And when it comes to results, preparation and practice are key.

But that's easier said than done.

If you're researching this type of aptitude test for the first time or if you want to improve your numerical ability , perform better on tests and get more job offers this article will provide some practical strategies that you can use immediately .

For the best chance of success, read the article below slowly, work through the example questions , follow our tips and actionable advice and then start taking practice tests .

Ready to get started?

Let's go!...

Want to try a practice test before reading this article?

You can take our free numerical test right here:

The in tray exercise (also called an e-tray exercise ) is a popular assessment activity which employers use to evaluate the skills of applicants in a workplace situation.

If you have an In Tray exercise coming up as part of your interview process, this article will help you prepare.

Within these exercises, candidates will be presented with a given scenario, along with a set of tasks to complete which may include things like responding to email messages, reports or briefing documents.

What Is a Situational Judgment Test?

A situational judgement test (SJT) is a psychometric test that is often used as part of the recruitment process for graduate and managerial positions as well as roles that are customer-facing in a wide range of industries.

The SJT is designed to assess how a candidate deals with work-related problems and situations, focusing on essential aptitudes , competencies and soft skills that are not always easy to evaluate in other ways.

Although SJTs are usually bespoke to the company (or in some cases, the specific role), they tend to follow the same basic structure.

Each question is formed by presenting a fictional yet realistic work-based scenario. This might be text-based, it may include some illustrations or it could be animated or acted out in a video.

Following the scenario, there will be several options that you can choose from, each giving a possible course of action to follow to solve the issue that is presented in the situation given.

The answer that you choose will be compared to the benchmark answers that the recruitment team is using – these represent the core competencies for the role, as well as alignment with company values.

SHL assessment tests are important steps in many job interviews and career advancement opportunities. Therefore, it is essential to have a comprehensive understanding of how the different types of SHL tests work and how you can prepare for them in order to get top scores.

In this article, we will provide an overview of how SHL assessments work, sample SHL test questions, tips on improving your test performance, and strategies for prepping and succeeding with any SHL test.

What Is an SHL Assessment Test?

SHL is a global assessment company that is well known and recognised as a leader in pre-employment psychometric tests; the tests that SHL publishes are used by 75% of the FTSE 100 and they are available in more than 40 languages.

So if you are applying for a new role (especially for a graduate position), you are likely to come across them in the recruitment process.

In addition, the company offers consultancy and management services via its TalentCentral platform.

The SHL assessment are a series of tests that can be delivered individually or in a battery, and some of them are bespoke to the company that is using them, making them an excellent way for the recruitment team to ensure that the applicants for a role have the basic competencies, personality traits, work behaviours and cognitive abilities to be successful.

Sind Sie auf der Suche nach kostenlosen psychometrischen Tests zur Übung?

Dann ist diese Seite genau das Richtige für Sie.

Was ist ein psychometrischer Test?

Psychometrische Tests (auch Eignungstests genannt) sind fester Bestandteil von Jobinterviews vieler Unternehmen auf der ganzen Welt.

Diese Tests bestehen normalerweise aus einer Reihe von zeitlich erfassten Fragen , die meist numerischen (mathematischen Fragen), verbalen (Fragen zum Leseverständnis) oder logischen (diagrammatischen Fragen) Ursprungs sind.

Testes psicométricos (também conhecidos como testes de aptidão) são uma parte comum do processo de entrevistas de emprego em muitas companhias no mundo todo.

Geralmente, esses testes consistem de uma série de questões com um certo tempo de resposta.

As questões costumam ser numéricas (questões matemáticas), verbais (compreensão textual) ou lógicas (questões de diagrama).

Testes SHL . Se você está lendo isso, há uma boa chance de você ter acabado de descobrir que fará um desses testes difíceis como parte de um processo de recrutamento em andamento.

Se você chegou tão longe e agora está se sentindo tenso para se sentar na frente de um ‘abstract quiz’, não se preocupe...

Nós cuidaremos de você.

El Razonamiento Inductivo está basado en patrones y es otra variante de las muchas pruebas psicométricas utilizadas por los empleadores como una forma de determinar la idoneidad de un candidato para sus roles.

En un nivel similar al del razonamiento esquemático , el razonamiento inductivo probará tu habilidad para aplicar la lógica y la razón para la resolución de problemas.

Cómo funcionan las pruebas inductivas

Dentro de la prueba se te presentará una serie de diagramas los cuales se vincularán mediante una regla subyacente.

Esta regla afectará el diseño del diagrama y tu tarea será identificar el patrón.

Bonificación: puedes obtener acceso ilimitado y gratuito a la práctica de prueba (durante 30 minutos) en nuestro sitio web asociado JobTestPrep: Clic aquí .

Por lo general, se espera que los candidatos seleccionen entre 4 y 6 posibles respuestas completas bajo condiciones de tiempo.

Las pruebas de razonamiento inductivo a menudo complementan otras pruebas como las de razonamiento verbal o numérico.

A veces las empresas requieren que complete una prueba de juicio situacional o un cuestionario de personalidad junto con la evaluación de razonamiento inductivo.

Los resultados de cada prueba se revisarán individualmente y luego colectivamente para determinar si tú serías una buena opción para la empresa.

¿Por qué los empleadores utilizan estas pruebas?

Algunas veces se las denomina prueba de razonamiento abstracto, las evaluaciones de razonamiento inductivo están diseñadas para evaluar tus habilidades en la resolución de problemas y el razonamiento lógico.

Cuando completes la prueba, los reclutadores buscarán tu capacidad para trabajar de manera efectiva con información desconocida para alcanzar una solución viable.

Las pruebas se utilizan a menudo para evaluar tu capacidad de pensar creativamente, aplicar habilidades analíticas y diseñar soluciones innovadoras, mientras que a menudo son un indicador de tu nivel general de inteligencia.

Como tal, es esencial que realices el trabajo preparatorio necesario antes de la prueba real para asegurarte de poder completarla exitosamente y crear una buena impresión.

La prueba de razonamiento inductivo es frecuentemente usada por empleadores corporativos; es común esperar que se complete al menos una prueba psicométrica como parte del proceso de reclutamiento.

Los empleadores utilizarán estas pruebas para ver la eficacia con la que trabajas bajo presión y tu enfoque de la evaluación.

Las pruebas de razonamiento inductivo son usadas predominantemente en los roles técnicos o aquellos que requieren una resolución frecuente de problemas y los empleadores las utilizan para evaluar cómo identificas patrones, con qué eficacia puedes identificar reglas y consistencias de datos y si puedes predecir la secuencia de objetos a medida que evolucionan.

En términos de evaluación psicométrica, el razonamiento inductivo, el razonamiento abstracto y el razonamiento esquemático son tres pruebas que a menudo se superponen con la evaluación. Los proveedores utilizan nombres diferentes para cada uno, lo que hace que las cosas sean un poco más confusas.

Estas pruebas ciertamente varían entre los empleadores y la etapa en el proceso de reclutamiento también será diferente.

Algunas empresas los utilizan como un ejercicio de selección previa a la entrevista para limitar un conjunto de candidatos, mientras que otras organizaciones pueden usarlos hacia el final del proceso de reclutamiento o como parte de los días de evaluación.

Contenido de la prueba de Razonamiento Inductivo

La mayoría de las pruebas de razonamiento inductivo presentan una serie de secuencia de palabras, ilustraciones o formas y te piden que decidas cuál es la siguiente.

Esto requiere prestar atención a los detalles, a la resolución de problemas y perseverancia para alcanzar la respuesta requerida, todo lo cual se evalúa en condiciones de tiempo, lo que agrega aún más presión.

La prueba en sí misma requerirá que compares varios elementos incluyendo colores y formas, o que los clasifiques basándote en cantidad o tamaño.

Como un ejemplo, se te proporcionará un juego de seis cuadros conteniendo una cantidad de formas y luego se te pedirá que elabores una secuencia lógica para cada cuadro.

Para obtener la respuesta correcta, deberías identificar un patrón tal como similitudes, diferencias o una combinación de ambos.

Estas tareas pueden parecer extremadamente complejas, por ello es importante realizar tantas prácticas de pruebas similares como sea posible antes de la prueba real y también tanta práctica como puedas antes de la entrevista o del día de evaluación.

Asegúrate de llegar a tiempo y haber dormido bien la noche anterior, de lo contrario, es posible que te falte la concentración y que parezca que no entiendes lo que te piden que hagas.

Una aproximación a las Pruebas de Razonamiento Inductivo

Cuando comienzas la prueba, lee la pregunta detenidamente y trata de observar solamente a un elemento de la forma a la vez.

Es muy fácil sentirse abrumado por el contenido de una evaluación de razonamiento inductivo, por lo que la mejor manera de abordarla es intentar y decidir el patrón, considerando específicamente el tamaño, la orientación y la ubicación de la forma interior.

Los patrones están diseñados para ser complicados en tomarte el tiempo y utilizar tu lógica para resolver el problema.

Si estás teniendo una particular dificultad en identificar un patrón, trata de observarlo desde el final en lugar del principio.

Esto puede resaltar de manera efectiva algo que quizás hayas omitido usando el método tradicional de revisar las formas.

Toma conciencia de la hora pero no mires el reloj, y no te asustes en la medida de lo posible; esto sólo hará las cosas más difíciles.

Las pruebas de razonamiento inductivo son creadas para ser completadas bajo presión, por lo que la práctica de completar las pruebas en condiciones de tiempo puede ayudar de manera significativa.

Practicar es una de las mejores maneras de prepararte mentalmente para cualquier prueba psicométrica y el razonamiento inductivo no es diferente a ello.

Nada te preparará mejor para la evaluación que realizar una cantidad de exámenes de práctica, muchos de las cuales puedes encontrar en línea gratuitamente.

Cuando te familiarizas con el formato de la prueba y te acostumbras a responder preguntas rápidamente y trabajar bajo presión, es mucho más probable que tengas éxito que si no realizas ningún trabajo de preparación o práctica anteriormente.

¿Qué son las pruebas psicométricas?

Las pruebas psicométricas (también conocidas como Pruebas de Aptitud ) son ahora una parte común de los procesos de selección y evanotluación, por lo tanto un requisito necesario para solicitar trabajo.

Si tú aún no has completado una, es muy probable que lo necesites en algún momento en el futuro. Con esto en mente, hemos preparado para ti la Guía actual para las pruebas psicométricas para explicar qué son, cómo se utilizan y cómo completarlas con éxito.

Antes de comenzar con el artículo a continuación, ten en cuenta que tenemos tres pruebas psicométricas de práctica disponibles para que las pruebes.

Las pruebas de razonamiento verbal están diseñadas para examinar tu nivel de comprensión del pasaje de un texto.

Estas pruebas son un ejemplo de una prueba de habilidad (a veces conocida como pruebas de aptitud) y son utilizadas por los empleadores en combinación con pruebas de razonamiento numérico y pruebas de razonamiento lógico .

Las pruebas de razonamiento verbal tienen como objetivo identificar tu capacidad máxima de comprensión, o en otras palabras, el párrafo de un texto más desafiante que tú podrás entender.

Numerische Tests können knifflig sein. Übung und die richtige Vorbereitung sind der Schlüssel zum Erfolg.

Aber das ist leichter gesagt als getan…

Wenn Du zum ersten Mal über diese Tests nachliest oder wenn Du nach Wegen suchst um deine Fähigkeiten zu verbessern, besser abzuschneiden und mehr Interviews und Jobangebote zu bekommen, ist dieser Artikel ideal für Dich.

Hier erfährst Du von Strategien die Du sofort praktisch einsetzen kannst.

Falls du einen Übungstest machen möchtest kannst du hier jederzeit einen der kostenlosen numerischen Tests ausprobieren. Dieser Test beinhaltet zehn Fragen (mit Antworten und ausführlichen Erklärungen).

Wie kann man sein Ergebnis so schnell und effektiv wie möglich verbessern , selbst bis in der 99% Bereich ?

Lies den Artikel am besten langsam durch, folge unseren Tipps und unseren Empfehlungen – so hast du die größten Erfolgschancen. Wenn du damit fertig bist kannst du einen unserer Übungstests kostenlos ausprobieren.

Bonus: Kostenloser uneingeschränkter Zugang zum Eignungs-Übungstest (für 30 Minuten) auf unserer Partner-Webseite JobTestPrep.

Microsoft is one of the world's most commonly used computer software.

If you're working in an office, you are almost certain to use applications such as Microsoft Word, Excel, Outlook or PowerPoint.

Therefore, it makes perfect sense that employers want to know that you are proficient in these applications as part of their hiring process.

If your job requires data analysis or compiling data streams, you will likely need to be adept at using Microsoft Excel.

In these circumstances, you may be asked to participate in an Excel assessment test so a hiring manager can confirm that you know how to make the most out of the program.

With this in mind, we will look at what you could expect from a Microsoft Excel test.

Then, we'll take you through a series of Microsoft Excel practice test questions, and we'll give you everything you need to know so you can prepare for the Excel assessment.

What Is a Cubiks Test?

The Cubiks tests were developed by the Cubiks assessment consultancy, which was founded in 2000.

In 2019, Cubiks was acquired by PSI Talent Management UK, an award-winning provider of psychometric assessments.

In 2022, PSI Services became Talogy.

Cubiks tests are available in more than 50 countries around the world. Many highly-regarded employers in the UK use Cubiks tests, including:

• The UK Civil Service
• National Audit Office
• National Health Service

Cubiks tests are designed to help employers and organisations with recruitment, employee development and talent management. They are well known for their intuitive interface and easy-to-interpret structure.

When applying for job roles, you may be asked to complete one or more types of Cubiks test as part of the screening and selection process.

If you are already working, your employer might ask you to sit a Cubiks test assessment as part of the career development programme or talent management process.

This article offers an overview of what to expect from the Cubiks test. It also includes some Cubiks online test example questions and tips on how to succeed when taking the Cubiks test.

The Korn Ferry assessment is a tool used in the recruiting process for leadership positions.

The tests assess candidates across a range of skills, including:

• Logic reasoning ability
• Numerical reasoning ability
• Verbal reasoning ability
• Personality traits

As a result, the Korn Ferry assessment allows businesses to secure the best talent and identify individuals to be promoted to management positions.

The Korn Ferry assessment is an evaluation tool used by companies across the globe to ensure they employ the best talent.

The assessment comprises a series of smaller tests focusing on:

• Reading comprehension
• Personality
• Leadership assessments

As well as a tool utilized during the interview process, the Korn Ferry assessments are often used when looking to promote team members into management positions.

This article will discuss the Korn Ferry assessment, explaining exactly what it involves and giving tips to enable the best chance of success.

If you are applying for an executive-level or management role, you might be expected to take an aptitude test as part of the recruitment process.

The Swift Executive Aptitude Test is a short assessment designed to measure specific aptitudes that are necessary for success in a leadership position.

In this article, you will discover more about the test, the structure of the assessment, and example questions.

You will also learn what you will need to bear in mind to be successful in the test, including tips about preparation and a breakdown of what to expect from the scoring.

This numerical reasoning practice test has 10 questions.

The test has a mixture of numerical questions that vary in difficulty. 

Answers and full explanations are provided after you have completed a question.  You should aim to complete the test within 10 minutes.

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

What is a Verbal Reasoning Test?

A Verbal Reasoning Test is a type of cognitive assessment designed to evaluate an individual's ability to comprehend and analyze written information, make logical deductions and draw conclusions based on the presented text.

These tests are often used in various educational and employment settings to assess a person's verbal reasoning skills, which are essential for tasks that involve understanding and interpreting written or spoken language.

This inductive reasoning practice test has nine questions (and includes answers and full explanations).

This abstract reasoning practice test has 10 questions (and answers with full explanations).

For each question, choose which of the figures in the bottom line – A, B, C, D or E – completes the series in the top line.

The level of difficulty varies significantly, from easy to extremely hard. Items having the solution based on one rule are easy, while those with the solution based on four rules are extremely hard; the others are in between - medium and hard, respectively.

Your goal is to understand the logic of each question (the rules behind it). Do not despair if you can’t find the solution immediately, especially for the very hard questions!

What is a Cognitive Test?

A cognitive test is an assessment tool designed to measure an individual's cognitive abilities, which are the mental processes involved in acquiring, processing, storing and using information.

Cognitive assessments are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, language comprehension, and more.

Cognitive function tests are commonly employed in several contexts, including education, clinical psychology, neuropsychology and employment assessment.

This cognitive ability practice test has been designed to help you prepare for the real thing.  

What Is a Deductive Reasoning Test?

A deductive reasoning test is a type of cognitive assessment that measures a person's ability to draw logical conclusions based on given information or premises.

Deductive reasoning is a form of logical thinking that involves moving from general statements or principles to specific conclusions. In other words, it is the process of applying a general rule or premise to a specific situation to determine a particular outcome.

In a deductive reasoning test, you are typically presented with a set of premises or statements that establish certain conditions or facts. You are then asked to use these premises to determine a valid conclusion.

The conclusions you reach must follow logically from the given premises, and the test assesses your ability to make accurate deductions based on the provided information.

Deductive reasoning tests are often used in educational settings, as part of standardized testing, and in various employment assessments.

They are designed to evaluate an individual's problem-solving skills, critical thinking ability, and their capacity to analyze information and reach logical conclusions.

These tests can take various formats, including multiple-choice questions, true or false questions or scenario-based questions where you need to determine the correct outcome based on the information provided.

Success in deductive reasoning tests often requires a strong understanding of logical principles and the ability to apply them effectively to specific situations.

What is Logical Reasoning?

Logical reasoning, often referred to as logical thinking or critical thinking, is a cognitive process that involves the ability to analyze information, identify patterns, make sound judgments and draw valid conclusions.

It is a fundamental skill that plays a crucial role in problem-solving, decision-making and rational thinking.

Logical reasoning involves breaking down complex information or situations into smaller, more manageable parts. It requires examining details and understanding the relationships between various elements.

What are the Types of Logical Reasoning Tests?

Logical reasoning tests come in various forms and are used by employers, educational institutions, and standardized testing organizations to assess an individual's ability to think critically and solve problems.

Here are some common types of logical reasoning tests:

• Verbal Reasoning Tests

Reading Comprehension: These tests assess your ability to understand and analyze written information, make inferences, and draw conclusions from passages of text.

Critical Thinking Tests: These tests evaluate your ability to analyze and evaluate arguments, identify assumptions, and assess the validity of statements or claims.

Analogical Reasoning Tests: Analogical reasoning involves recognizing relationships between words or concepts and applying these relationships to solve problems. For example, you might be asked to complete an analogy like "A is to B as C is to what?"

• Numerical Reasoning Tests

Numerical Computation: These tests assess your basic arithmetic skills, including addition, subtraction, multiplication, and division.

Numerical Sequences: These tests require you to identify patterns and relationships within number sequences and use them to predict the next number.

Data Interpretation: In these tests, you are presented with data in the form of tables, graphs, or charts, and you must interpret the information to answer questions.

• Abstract Reasoning Tests

Non-Verbal Reasoning: Abstract reasoning tests evaluate your ability to recognize patterns, shapes, and relationships among visual elements. They often involve series of diagrams or figures, and you must identify the logical rules governing them.

Inductive Reasoning: Inductive reasoning tests present you with a series of visual or abstract patterns and require you to identify the underlying rules and predict the next pattern in the sequence.

• Spatial Reasoning Tests

Spatial Awareness: These tests measure your ability to visualize and manipulate objects in three-dimensional space. You may be asked to complete puzzles, identify rotated or mirrored images, or solve spatial problems. Diagrammatic Reasoning Tests:

Diagram Interpretation: Diagrammatic reasoning tests use diagrams or symbols to present problems. You must analyze the diagrams to draw conclusions or identify patterns.

Syllogism and Logic Tests

Syllogisms: Syllogism tests present logical statements and ask you to determine whether a conclusion is valid based on the given premises.

Symbolic Logic: These tests involve working with formal logic symbols to evaluate logical arguments.

Inference and Deduction Tests

Inference Tests: Inference tests assess your ability to make logical deductions and draw conclusions based on a set of statements or information.

Deductive Reasoning: Deductive reasoning tests require you to apply deductive logic principles to solve problems and make decisions.

• Mechanical Reasoning Tests

Mechanical Understanding: These tests evaluate your knowledge of mechanical and physical concepts, such as gears, pulleys, levers, and basic physics principles.

• Cognitive Ability Tests

Cognitive Ability Tests: These assessments often include a combination of various reasoning types and are designed to measure overall cognitive abilities.

What are the Common Logic Tests Employers Use?

Employers often use a variety of logic tests to assess the cognitive abilities and problem-solving skills of job applicants. The specific logic tests used can vary depending on the nature of the job and the industry.

Here are some common logic tests that employers may use during the hiring process:

• Logical Deduction and Syllogism Tests
• Data Interpretation Tests
• Diagrammatic Reasoning Tests

This is a 10 question practice logical reasoning test . 

After you have given an answer to a question, the correct answer (and a full explanation of that answer) will be given.

What are the Topics Covered by a Logical Reasoning Test?

Syllogism, statements and assumptions, logical deduction, cause and effect, statements and conclusions, logical problems.

Set of 10 questions, along with correct answers and explanations for each.

Topics Covered:

General concepts, levers, springs, pulleys, area and volume, gears, inclined plane, basic electrical circuitry.

Difficulty Level:

Take a free practice mechanical reasoning test.

Situational awareness, evaluation of alternatives.

Take a Free Practice Situational Judgement Test

Block counting, 3D rotation, 2D rotation, reflection, broken shapes, transforming 2D to 3D, isometric view, difference in 2D versus 3D viewing.

What Is the Watson Glaser Critical Thinking Test?

The Watson-Glaser Critical Thinking Test, often referred to as the Watson-Glaser test, is a widely used assessment tool designed to evaluate an individual's critical thinking skills.

It is commonly administered as part of the hiring process for various professional and managerial positions, particularly in fields where critical thinking and problem-solving abilities are highly valued, such as law, finance and management.

This is a nine question diagrammatic reasoning practice test.

We recommend a time limit of nine minutes for this test. 

After you have given your answer to a question, you will be shown the correct answer and given a full explanation.

What is the Critical Thinking Test?

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Critical Thinking Practice Test

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a three question practice in-tray exercise.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Take a Free Practice In-Tray Exercise

Talent Q is a popular psychometric test provider used by employers worldwide to identify and develop top talent.

There are several test types published under the Talent Q name including numerical, verbal and logical reasoning, error checking, situational judgement tests and personality questionnaires.

Talent Q tests can be blended into custom assessments to suit a wide range of roles at varying levels of employment.

What Is the Talent Q Test?

The Talent Q test , or Talent Q assessment, is a term that refers to a collection of aptitude, performance and personality tests administered by the global consulting group, Korn Ferry.

Talent Q tests span five areas of assessment:

• Cognitive ability
• Competencies
• Situational judgement
• Motivations

They are commonly used to evaluate a candidate’s skills and job readiness in the early stages of recruitment.

Employers may also use a Talent Q psychometric test when looking to promote internally or to inform employee development.

Talent Q tests are increasingly popular with a range of employers because of the way they are designed, offering test flexibility and a reliable indicator of an applicant’s full potential.

Which Companies Use the Talent Q Test?

Talent Q tests are used by an increasing number of organizations due to their accuracy, versatility and reliability. Some of the major global employers known to make use of the Talent Q test library include:

• Virgin Atlantic
• Royal Mail Group
• Lloyds Banking Group
• AstraZeneca

What Is the PwC Assessment Test?

When you apply for a coveted role at PwC, you will be asked to undertake a PwC assessment test as part of the recruitment process.

The PwC test are used to evaluate candidates on measurable skills, abilities, aptitudes and personality traits that are needed for success in the type (and level) of the role that you have applied for.

PwC is one of the Big Four accounting firms globally, and from their headquarters in London, England, they have offices in 157 countries, a presence in 742 locations, and they currently employ nearly 300,000 staff.

With roles available in various departments, from consulting to legal, operations to audit, and tax to technology, competition for advertised jobs is fierce, and the PwC assessments are recognised as being particularly challenging to help narrow down the candidate pool to those applicants who really have what it takes to be successful.

In fact, less than 50% of candidates will advance past the screening tests as the benchmark for a passing mark is very high.

'AON assessments' are the new name for the cut-e tests, and they are often used as pre-employment evaluations for different skills, aptitudes, competencies and personality traits for various roles across different industries.

The AON assessments are characterized by being very short online assessment tests, and in many cases, candidates will be required to take more than one as part of a recruitment process.

With so much content to cover in all the different types of tests, it can be difficult to know what to expect from the AON assessments, which is where this guide will help.

Below you will learn more about why AON assessments are used and which companies use them as part of their hiring process.

We will discuss some of the features that the assessments have in common, as well as the most popular tests that are used by recruiters.

There will be some example questions with answers to get you familiar with the type of content you will be facing in certain tests and some helpful information regarding the way the AON assessments are scored and how you can give yourself the best chance to demonstrate that you have what it takes to be successful.

What Is the AON Assessment Test?

AON is well-known as a global financial services firm, and they acquired the cut-e testing battery so that they can provide top-of-the-range candidate evaluation and personnel development tools based on a scientific framework and testing methodology.

The CogAT Grade 4 test is used to understand a student’s thinking and reasoning abilities. It is not a test of learned knowledge; rather, it is a diagnosis of how they learn.

The 4th Grade CogAT test measures reasoning ability in three key areas: verbal, non-verbal and quantitative.

The assessment is often used to identify students for gifted and talented education programs.

If your child has been selected to sit the CogAT test in 4th grade, it can be confusing to know what to do to help.

This article will help you to answer these questions:

• What is the CogAT test ?
• What skills is the test assessing?
• What is the format of the test?
• How can I help my child prepare?
• What skills can we practice?
• What is the scoring system?

When applying for a job application, you may find that, along with providing your CV and attending an interview, you will be required to complete an IKM assessment .

This assessment will serve as a supplement to your overall application. So, you must understand what it entails and how it contributes to your application.

This article will explain the specifics of the IKM assessment, why it is important and how you can prepare for it.

What Is IKM?

The International Knowledge Measurement Service (IKM) offers organizations various assessments for employees and candidates among various career disciplines.

Among other things, this assessment ensures that employees hold the necessary requirements to go through the organization’s recruitment process.

Employee candidates will take the IKM assessment online remotely (self-supervised) or with client-side supervision from the organization.

The IKM assessment uses adaptive testing, meaning the difficulty of questions is dynamically selected based on the employee candidate’s previous answers .

This ensures that the assessment questions are neither too difficult nor too easy, greatly reducing the testing time.

The CAT4 Level D is a cognitive ability test used by a number of UK secondary schools. Typically taken by pupils in Year 7, the CAT4 Level D tests a child’s verbal, non-verbal, quantitative and spatial reasoning skills to give an accurate picture of their learning potential.

The Delta Assessment Test is a group of online tests that forms part of the Delta Airlines hiring process.

If you are applying for job roles with Delta, you may be asked to complete one or more of the Delta Assessment Tests.

Your test results will help the hiring manager to decide whether you are suitable for the job role you have applied for.

The tests you are asked to take will vary according to the job role.

The Deloitte immersive online assessment is a psychometric aptitude-style test. It is used to identify a candidate’s strengths and weaknesses.

Questions vary but are likely to include situational judgment style questions that link to the roles at Deloitte.

Candidates are also tested on their numerical reasoning and presented with personality questions.

Competition is tough for jobs on the Crossover recruitment platform.

There are thousands of applicants for each role, and only the top 1% are offered a contract .

After a successful initial application, the first step is taking the Crossover Cognitive Aptitude Test (CCAT).

To help you prepare, this article covers the following:

• How Crossover works
• The recruitment process
• What to expect in the CCAT
• The scoring system
• Tips to help you prepare

The Federal Bureau of Investigation (FBI) is the domestic intelligence and security service of the USA.

The agency investigates serious offenses such as terrorism, public corruption, cyber-attacks, and violent and organized crime.

The FBI's mission is to protect the American people and uphold the American Constitution.

The FBI has over 37,000 employees across hundreds of locations in the US.

To work for the FBI, you must fulfill specific criteria which include:

• Be a US citizen
• Be able to obtain an FBI Top Secret clearance
• Pass the FBI polygraph examination
• Pass the FBI Phase 1 test
• Adhere to the FBI drug policy

Roles available at the FBI include computer scientists, nurses, engineers, technicians, contract specialists, and of course, police officers.

It is important to note that the recruitment process can take over one year, so you must be willing to wait several months for the chance of your dream role.

In this FBI Phase 1 test prep guide, we will delve into the role of FBI special agents – upholders of the law that seek out cybercrime and infiltrate organized attacks such as terrorism.

When applying to be a special agent, you are required to take the FBI Phase 1 test .

What Is the FBI Phase 1 Test?

The FBI Phase 1 test is an assessment that evaluates your personality and suitability for a role as a Special Agent at the FBI.

The test is conducted online and is split into five parts.

As the second stage of the process, the FBI Phase 1 test is done after the successful completion of a written application.

The test is designed to assess several skills and qualities that are required for a role as an FBI special agent.

These include critical thinking, logical reasoning and personality. The test will also assess your background experiences.

Your answers are then compared to the benchmark of what is suitable for an FBI agent.

The five sections of the FBI Phase 1 test are:

• Logical reasoning
• Figural reasoning
• Personality Test
• Preferences and interests
• Situational responses

The assessment takes three hours to complete.

When applying for roles at the FBI, long waiting times are typical. The full special agent recruitment process can take over 20 months to complete.

If this is your dream job, it is certainly worth the wait as it is one of the most attractive career paths within any government agency.

To reflect this, the recruitment process is challenging and designed to reduce the number of candidates who could move on to the next stage.

This ensures that only the very best move through the application phases. In fact, only 30% of candidates can pass the FBI Phase 1 test.

You may have taken a personality test before, but the FBI Phase 1 test questions are framed and marked in a different way to other assessments.

Therefore, you should ensure you use FBI Phase 1 test practice questions and prepare in advance of the test.

It can be hard to plan for, but this is essential to get into the top 30% of successful candidates.

If you pass the FBI Phase 1 test, you will undergo background checks and receive an invitation to a regional meet-and-greet interview.

The main purpose of the CogAT Test grade 3 is to find out if a third grader is showing signs of being very smart.

Most of the questions on the test are about verbal, numerical and non-verbal reasoning. It's meant to show how a child might compare to other kids his or her own age. The CogAT grade 3 test can also be used to make individualized learning plans for kids.

The CogAT (Cognitive Abilities Test) is a standardized test used to measure children's cognitive abilities in the 3rd grade – age 9.

This test assesses a range of cognitive abilities, including verbal, quantitative and nonverbal reasoning. The CogAT is often used to identify gifted children and help educators develop appropriate educational plans.

This article will give insights and tips into how your child could pass the CogAT Test for 3rd grade students.

The MAP Test 2nd grade is a computerized test taken by children in the 2nd grade. It is designed to evaluate what the children already know and what they are ready to learn.

The test includes three sections:

Schools may not administer all three sections and may instead focus on one or two sections to measure pupils’ progress in those subjects.

The NEO Personality Inventory is a psychometric tool used to evaluate personality traits.

It is acknowledged globally and is used by recruiters and employers before hiring and, more broadly, to evaluate career potential.

The NEO Personality Inventory test is heavily associated with the 'Five-Factor Model' (which you may also know as the 'Big Five Personality Test') to identify personality traits.

It is widely believed that each person's personality can be broken down into five main categories. The NEO PI personality test looks at each of these five categories separately to create an understanding of who you are.

In this article, we'll look at the NEO PI test, why employers use it, and what you could expect if invited to participate in a NEO Personality Inventory test.

The Air Traffic Controller (ATC) Test, also known as the Air Traffic Skills Assessment (ATSA) is an exam used as part of the air traffic controller hiring process. It is a challenging assessment consisting of seven subtests designed to evaluate an applicant's aptitude for the role.

Becoming an air traffic controller is a challenging and rewarding career that requires extensive training. The Air Traffic Controller Test (previously known as the Air Traffic Selection and Training (AT-SAT) exam) is an important part of the selection process. 

The Air Traffic Skills Assessment (ATSA) measures a candidate's ability to handle the demands of the job. 

In this article, you’ll find example questions, a guide and tips for preparing for the ATSA exam.

This article relates specifically to the ATC test used in the US. Candidates in other countries may be expected to take a different version of the test. 

What is the CliftonStrengths test? This online assessment analyzes your personality and strengths for personal and professional development. You can purchase the basic test from Gallup for $19.99 and get a basic understanding of your top five personality themes. Or take the comprehensive version for $59.99 and receive a report that ranks all 34 themes and highlights your areas of excellence as well as your blind spots.

When applying for a job, you may find that the recruitment process consists of many different steps. There is the initial application form to start and usually an interview to finish. In the middle, there may be an assessment – an aptitude, intelligence or personality test.

The CliftonStrengths test is one assessment used by employers during the onboarding process. It was previously known as the CliftonStrengthsFinder.

In this guide, you will learn about the CliftonStrengths personality test and how it is used in recruitment.

The police psychological exam is a crucial part of the hiring process for law enforcement agencies. It is a personality test that confirms how suitable an applicant is for working in the police. The police psych test is used by most law enforcement agencies across the United States, although key details may differ from state to state.

What Is the Police Psychological Exam?

The police psychological exam is a series of tests and assessments administered to individuals who are seeking to become police officers.

The purpose of the exam is to evaluate a candidate's psychological fitness for the job and identify any potential psychological issues that may interfere with the candidate's ability to perform police work.

In this comprehensive guide , you’ll discover everything you need to know about the Capital One assessment and interview process.

These are designed to help the company select the best candidates for its team. To increase your chance of getting hired, it's important to be prepared.

Find out what to expect, how to prepare and the skills and qualities Capital One hiring managers are looking for in a candidate.

What Is the Capital One Assessment Test?

Capital One is an established financial services company with a focus on technology and innovation.

To become an employee, or ‘associate’, at Capital One you'll need to pass a series of online assessments and interviews .

The Capital One hiring process is as follows:

CogAT stands for Cognitive Abilities Test. These tests are normally administered by a classroom teacher or instructor, although some schools employ a specialist or test proctor to administer the test.

Many parents are interested in learning more about helping their children to succeed academically.

Achieving a high CogAT score could mean your child is eligible to join gifted or talented programs designed to enhance their development and learning.

In other schools, it is used as a tool to identify a pupil’s individual strengths or predict their future academic performance.

The CogAT test for 2nd grade is a cognitive ability test aimed at children around the age of eight years old.

It is often used as a pre-admission exam by gifted and talented schools and programs. It is designed to evaluate pupils’ cognitive abilities, including basic linguistic and math skills.

The test is made up of three sections or batteries:

• Non-verbal battery
• Verbal battery
• Quantitative battery

On the CogAT test 2nd grade, candidates are required to read the test questions instead of listening to the questions being read by the test proctor.

If you are looking for ideas on how to prepare your child for the CogAT test 2nd grade, read on to learn more.

What Is CogAT Test 2nd Grade?

The CogAT (Cognitive Abilities Test) was developed by Riverside Publishing, which is part of Houghton Mifflin Harcourt.

It is designed to assess problem-solving and reasoning skills in the following areas:

• Quantitative

Research has shown that high levels of ability in these three areas is linked to academic success.

If your child is considered potentially talented or gifted, they may be asked to sit a CogAT as part of the program entrance process.

Different CogAT tests are available for different age groups, from Kindergarten (K) up to grade 12.

In this article, you can find more information on the CogAT test 2nd grade. The CogAT test is used by schools across the US to help them identify exceptionally gifted pupils.

Each of the test levels corresponds to the age of the pupil sitting the test. For example, if your child is in grade 6 (aged 12), they will be sitting the Level 12 version of the test. Occasionally, schools may choose to administer a higher level CogAT to talented or gifted pupils; however, this is unusual.

Second grade pupils being considered for gifted programs will usually sit the CogAT Level 8 test. This test is made up of 154 questions and takes 122 minutes to complete.

Many schools use the CogAT Test 6th Grade to assess the non-verbal, verbal and quantitative abilities of sixth-grade students.

The Level 12 CogAT test is a useful tool for checking a student’s individual academic strengths and weaknesses. It can also be used as a screening assessment for entry into the gifted and talented program.

What Is the CogAT Test 6th Grade?

'CogAT' is an acronym for Cognitive Aptitude Test .

CogAT tests are usually administered at school by a teacher or instructor, although some schools employ test proctors and specialists to administer the tests.

This guide is designed to support you and your child through the CogAT Test 6th Grade. You can use it to find out what to expect from the test and tips on how to prepare for it.

We have also included information on the purpose of the test and how to interpret your child’s results.

The Procter and Gamble Assessment Test describes a series of pre-employment screening tests used by Procter and Gamble (P&G).

If you have applied for a job at P&G, you will be expected to sit these tests as part of the hiring process.

Each of the different tests is designed to assess a specific aptitude that is required for a job role at P&G.

In this article, you can learn more about the different tests used by Procter and Gamble. We have also provided tips on how to prepare for the assessments.

This guide includes useful tips and Renaissance Star testing sample questions to help students prepare for the test and feel confident on test day.

You can find detailed information on interpreting and understanding your Renaissance Star Test scores in our dedicated article .

What Is the 6th Grade MAP Test?

The MAP Growth test system was created by educators from Oregon and Washington who established the Northwest Evaluation Association (NWEA) back in 1973.

Their goal was to create an assessment that could accurately measure and track academic progress in children to ensure they graduated high school with all the essential skills and knowledge they required.

In 2000, the first MAP Growth Test was published.

The test is administered in all grades and is based on a set of learning principles known as the Common Core Principles .

The CCAT test grade 3 is a standardized assessment administered to grade 3 students in Canada.

It measures verbal, quantitative and non-verbal reasoning skills and is used to identify a student's learning potential, typically for admission to gifted educational programs.

The CCAT test grade 3 is an assessment commonly used by schools in Canada.

If you’re the parent or guardian of a child preparing for the test, this CCAT grade 3 guide will tell you everything you need to know.

What Is the CCAT Test Grade 3?

The CCAT test (Canadian Cognitive Abilities Test) is a standardized assessment administered to students in grade levels K-12 in the Canadian educational system.

Rather than a measure of academic achievement, the test assesses a child's ability to learn, reason, and problem-solve.

The Independent School Entrance Examination (ISEE) test is used by many independent and magnet schools in the US and overseas as an admission test for children across the entire school age range, but more commonly from year five upwards.

It assesses a child’s academic levels of reasoning across math and literacy in comparison to children of the same age, the norm for that school grade and other applicants to the school.

Created and administered by the Educational Records Bureau (ERB), the ISEE test is available to be taken online or in a pen and paper format.

What Are the ISEE Levels?

There are four levels of the ISEE test.

• ISEE primary for entry into years two to four
• ISEE lower level for entry into years five to six
• ISEE middle level for entry into years seven to eight
• ISEE upper level for entry into years nine to 12

Each level of the ISEE test is created to be relevant to a specific school age group, increasing in complexity with each year and level.

An employer’s recruitment process can include a wide range of assessments and interviews for the candidate to take that indicate to the employer how an individual might fare in the job.

One common way to measure job performance though is by getting candidates to take the PI Cognitive Assessment, which measures mental ability and critical thinking skills.

This article will look in detail at the assessment, its format, who uses it, example questions and PI Cognitive Assessment tips on how to be successful when taking it.

The Raven’s Progressive Matrices is a test that is often used as part of the recruitment process for high-level management and analytical roles.

In this article, you will learn more about the test, its history and background, as well as the different types of tests that are available and what you can expect if you are going to be taking the test.

You will also find some example questions that you can expect to see in each type of test and get helpful pointers that you can use to prepare and do well in the assessment.

If you are applying for a role with the United States Postal Service (USPS) , you will usually be asked to complete at least one of four 477 Virtual Entry Assessments as part of the recruitment process.

These exams are used to evaluate various skills, aptitudes, personality traits and work preferences, which can show whether you have what it takes to be successful in the role in the future.

The USPS 477 Exam is sometimes referred to as the CS VEA, which relates to customer service.

An iReady level score of 3.00 or over means the student is working at or above the level required to meet the standard for their grade.

The level score is calculated in line with expectations when the test was administered, not in comparison to the expected score by the end of the school year.

What Are the iReady Diagnostic Scores?

The iReady diagnostic test is administered to US school children in grades K to eight.

The purpose of this school assessment test is to help parents and teachers check a student’s academic process at the beginning, middle and end of each school year.

It is a computer-adaptive test, which means the questions are adjusted to become more difficult if a series of correct answers is given.

As a result, the test is designed to challenge the skill level of the student sitting the test, as well as assess their strengths and opportunities for growth.

If a student answers a few questions in a row incorrectly, the questions that follow will be easier.

Many people find i-Ready Diagnostic scores difficult to interpret.

As a child progresses through each academic year and moves up the year groups, their expected score will change.

The average score increases year on year, too.

In this article, you can learn more about the different types of iReady diagnostic scores, how these scores are displayed, and how to interpret them to better understand a student’s iReady test performance.

There are two types of HESI Exam:

• The Admissions (A2) test
• The Exit exam

The minimum passing score for the Admissions test is usually between 75 and 80 for each section, although this varies between schools.

The composite score range for the Admissions (A2) test is 750 to 900, with 900 being the maximum possible score.

The HESI Exit Exam score ranges between 0 to 1,500. 850 is considered to be an acceptable score, although HESI recommends a minimum score of 900.

If you want to sit your NCLEX licensing exam, you will need to achieve a score of at least 850 on the HESI Exit Exam.

HESI is an acronym for Health Education Systems Incorporated .

As a company, HESI administers exams and provides study material to help prepare students for the NCLEX professional licensure exam.

If you want to work as a nurse in the US, many nursing and healthcare programs use HESI tests to screen prospective students and determine suitability and readiness for specific study routes.

In this article, you can learn more about the HESI score ranges and passing scores required for each of these tests and what impact your HESI results may have on acceptance into your preferred nursing program.

The SHL Deductive Reasoning Test is an assessment employers use to evaluate candidates' logical thinking skills.

It presents logical arguments and requires candidates to determine if conclusions follow from given premises.

Candidates can prepare by practicing tests, honing logical reasoning skills, and familiarizing themselves with formal logic rules to excel in this assessment.

What Is the SHL Deductive Reasoning Test?

The SHL Deductive Reasoning Test is a cognitive assessment tool used in the recruitment and selection processes for many roles in several industries.

SHL (Saville and Holdsworth Ltd.) is a well-known company specializing in psychometric assessments and organizational talent measurement solutions.

SHL assessment tools are used in the early stages of the recruitment process, enabling recruiters to identify candidates with the specific aptitudes needed for success in a role in an organization.

The Mettl tests are developed by the world's largest assessment provider, Mercer Mettl.

The tests have been designed to analyze various competencies, including verbal, logical and numerical reasoning.

Alongside, the Mettl assessments evaluate candidates' personalities and working styles, establishing whether they are an accurate fit for the role and the broader company.

The Mettl tests are a comprehensive recruitment tool provided by Mercer Mettl – the world's largest assessment provider.

Moreover, the Mettl tests are designed to assess various skills, including numerical , verbal and abstract reasoning.

The assessments are also constructed to understand candidates' behaviors and personality types.

This guide explains everything you need to know about the Mettl test, including tips on how to pass the test in 2024.

What Is the Mettl Test?

As mentioned, the Mettl test is a comprehensive recruitment tool designed to test a range of skills.

It allows employers to ensure they recruit the most suitable candidates for the role.

The MAP Test Grade 7 tests students’ proficiency in mathematics, reading and language usage.

Developed by the Northwest Evaluation Association (NWEA), it measures individual growth over time, adapting question difficulty based on responses.

This online test lasts around two to three hours, and the results are used to inform teaching or gauge students' ability levels.

Scoring is based on the RIT (Rasch Unit) scale, indicating a student's instructional level and growth potential in each subject area.

MAP Grade 7 Sample Question

The CogAT Kindergarten Test is an assessment designed to measure a child's abilities in various cognitive areas.

It plays a critical role in identifying a child's strengths and weaknesses and determining their readiness for advanced academic programs.

In this comprehensive study guide for 2024, you will explore the purpose, format, and structure of the CogAT Kindergarten Test.

Additionally, you will get valuable insights on how to prepare your child for the test, sample questions to familiarize yourself with the test content, strategies for success and answers to frequently asked questions.

Understanding the CogAT Kindergarten Test: Purpose, Format, and Structure

The purpose of the CogAT Kindergarten Test is to assess a child's cognitive abilities in areas such as verbal, quantitative, and nonverbal reasoning.

By evaluating these different components, the test provides educators and parents with valuable information about a child's potential and can help guide educational decisions.

Administered at college and university level, the Accuplacer test is used by some educational institutions to determine how prepared a student is for the next steps in their academic career.

This guide looks specifically at Accuplacer test scores – how they are awarded and what they mean – so you can better understand how your Accuplacer score might impact your learning experience.

Accuplacer test scores are a set of metrics that evaluate a student's knowledge and skills in specific subject areas including reading, writing and math.

The i-Ready Diagnostic Test is an internet-based adaptive diagnostic test linked to the i-Ready educational learning program.

Students from kindergarten to grade 12 take the test three times each year. The test is divided into two subtests:

i-Ready test results are used to help teaching staff create a personalized learning plan according to a student’s strengths and weaknesses.

What Is the i-Ready Diagnostic Test?

The i-Ready Diagnostic Test is a computer-adaptive, untimed assessment for students between grades K and 12.

Administered by Curriculum Associates , teachers can use it to monitor a student’s ability and progress throughout the school year.

In most cases, the i-Ready Diagnostic Test is administered three times each year. It is split into two subtests: math and reading.

The Cognitive Abilities Test (CogAT) 5th Grade Level is a crucial assessment tool for students between 10 and 11 years old.

Designed to measure verbal, nonverbal, and quantitative abilities, this standardized test plays a pivotal role in identifying students for gifted programs.

In this article, you’ll learn what the CogAT 5th grade test is, which subjects are tested, along with example questions and how best to prepare.

What Is the CogAT 5 Grade Test?

The Cognitive Abilities Test (CogAT) is a widely used standardized test designed to assess your child’s cognitive abilities in various areas.

The CogAT 5th Grade Level is specifically tailored for students in the 5th grade and measures their abilities in three main cognitive areas:

• Quantitative Reasoning
• Non-Verbal Reasoning

The State of Texas Assessments of Academic Readiness (STAAR) test is a standardized assessment issued to public school students in Texas in grades 3 to 12.

Below you’ll find a range of STAAR test practice questions to help you prepare – whether you’re a parent coaching a child through their exam prep or a high school student revising for a test of your own.

For more info on the STAAR Test, read our dedicated article.

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The Wechsler Intelligence Scale for Children (WISC-V) is a commonly used assessment for judging a child's intelligence. More than that, it can help to understand their reasoning and thinking abilities to support their development.

Here’s everything you need to know about this test.

The Wechsler Intelligence Scale for Children - Fifth Edition (WISC-V) is an individually administered and extensive evaluation tool used to assess children's reasoning and general thinking abilities.

It's typically given to children between ages 6 and 16.

After completing a test, children are awarded a Full-Scale Intelligence Quotient (IQ) score, along with age-based scores and rankings in several cognitive function fields.

Here we’ll provide an all-around study guide for parents whose children are required or scheduled to take the WISC-V test.

We’ll also include a comprehensive explanation of how it is constructed, its key features, tips for preparing, and a few example questions.

Let’s take a look!

The STAR assessments utilize a scoring system comprising scaled scores ranging from 0 to 1,400.

These scores reflect a student's proficiency level in subjects such as reading and math.

Benchmark categories provide descriptive labels for performance levels, while percentile rank compares a student's performance to a national reference group.

Additionally, grade equivalent scores and domain scores offer insights into grade-level equivalence and specific skill areas.

The STAR Assessment can play a crucial role in evaluating your child’s academic ability and guiding educational strategies.

Understanding its scoring system, test format and significance is important for parents and educators alike.

This article aims to provide comprehensive insights into the STAR Assessment, including its purpose, score interpretation and effective strategies to help children excel in these standardized tests.

The CogAT raw score represents how many questions were answered correctly on the CogAT test. This information is used to create the Universal Scale Score (between 100 and 150), which you will see on your child’s CogAT score report.

Here is an image of a typical score report:

With the MAP Growth Test used in many schools across the United States, MAP (Measures of Academic Progress) scores are an important part of your child’s life.

The MAP testing scores chart a student’s academic growth in a way that highlights areas of excellence and improvement.

It is essential that you understand how NWEA MAP scores are calculated so you can best support your child throughout their learning journey.

This guide will explain how to find and improve your child’s NWEA Map Scores.

The main three sections for the Upper and Middle level tests have a maximum score of 800. They have a total scaled score that ranges between 1,500 to 2,400.

Navigating the SSAT involves understanding its scoring system.

In this guide, you can explore the SSAT Score Chart and understand score ranges and percentile ranking and how they matter in private school admissions.

It's a comprehensive resource for decoding SSAT scores and making informed decisions about your child’s education.

What Is the SSAT Test?

The SSAT stands for the Secondary School Admission Test. The SSAT was first administered in 1957.

It is a standardized test designed for students seeking admission to private middle and high schools.

The primary purpose of the SSAT is to assess the skills and knowledge of students applying to independent or private schools.

It aims to provide an accurate measure of a student's academic abilities and readiness for a challenging curriculum.

The Microsoft Codility Test evaluates coding skills and algorithmic thinking.

Designed to streamline Microsoft’s recruitment process, the Microsoft Codility Test assesses candidates' ability to solve real-world problems efficiently. 

Candidates can prepare using coding practice platforms and mastering programming languages. It's an integral tool in selecting skilled software engineers for Microsoft's diverse roles.

The Smarter Balanced Assessment Consortium Test, known as the SBAC test, is a standardized assessment of English and math used by schools in participating states.

Administered to students in grades K to 12, it measures grade level proficiency and academic progress through computer-adaptive testing and performance tasks.

The Smarter Balanced Test is an educational tool developed and administered by the Smarter Balanced Assessment Consortium (SBAC), hence the abbreviation SBAC test.

In this article we explore what the test involves, what the results mean and how to help a student prepare for their SBAC assessment.

What Is the SBAC Test?

The SBAC assessment is a set of standardized tests that evaluate how well students are performing in the subjects of English Language Arts (ELA) and mathematics.

These assessments are taken by students ranging from elementary school to high school in multiple states across the US.

The tests are developed and managed by the Smarter Balanced Assessment Consortium (SBAC), a collaborative group of states working together.

FireTEAM Test Prep: Top Tips:

• Master time management
• Brush up on basic concepts
• Diversify your reading
• Play observational and memory games
• Assess your communication style
• Prioritize rest and sleep

If you're considering a career in firefighting, taking the FireTEAM test is a pivotal step that can open doors to various fire departments across the US.

This article covers everything you need to know to put in a strong performance, including an overview of its format, practice questions and FireTEAM test tips to help you create an effective study plan.

A career in the fire service is a challenging – but extremely rewarding – journey. Such an important, high-pressure job requires a high level of physical, mental and emotional skills.

As well as the necessary personality traits, you generally need a high school diploma or GED. If you have a college degree, you have a better chance of securing a role in the fire service.

You will also be required to take a series of assessments that evaluate your physical and mental strength. One of the assessments used by Californian fire departments is the FCTC Written Test. To become a firefighter in California, you must pass this entry-level test.

In this guide, we will explore what the FCTC Written Test includes and how you can prepare for success.

To successfully enlist in the US Marine Corps, certain standards must be met. Marines require both physical and mental strength as well as discipline, determination and the ability to overcome obstacles. This is sometimes referred to as the ‘Marine Mindset’.

One of the ways candidates who wish to enlist will be assessed is by taking a test known as the Armed Services Vocational Aptitude Battery (ASVAB).

A good score on the test suggests that a candidate possesses the mental skillset to be successful in the military.

Marines need to be able to make quick, accurate decisions and adapt to and overcome threats and obstacles on the battlefield.

The PiCAT test is a commonly used assessment tool for those applying to military positions, such as those in the US Navy or the US Army.

This article explores the PiCAT test in more detail. We look at the test format to familiarize individuals with what the Navy PiCAT and Army PiCAT test covers.

Preparation is vital to performing to the best of your ability in the PiCAT test.

The article includes PiCAT practice test questions, answers to help you prepare, and tips to give you the best opportunity to approach the test positively.

Mastering the Pipefitter Test is crucial for those entering the field.

This guide provides valuable insights, a pipefitter sample test and strategies to conquer the examination.

Discover expert tips to excel in your pipefitting career by navigating the challenges of this important assessment.

What Is the Pipefitter Assessment Test?

The Pipefitter test is an important evaluation tool for individuals aspiring to secure roles as pipefitters in the construction and industrial sectors.

Qualifications and certifications necessary for such positions can vary by state. This makes the pipefitter assessment test a valuable method of demonstrating skills and knowledge.

The National Center for Construction Education and Research (NCCER) administers the most popular pipefitter assessment test, designed to assess the potential skills of candidates.

It covers the principles related to the installation and maintenance of both high and low-pressure pipe systems.

In addition, it focuses on how these are used across various sectors, including manufacturing, electricity generation and climate control systems in buildings.

The HSBC Online Immersive Assessment contains 38 questions over five subtests. The test includes a combination of behavioural questions and cognitive ability exercises.

It is an untimed assessment, but most candidates can answer all test questions within 50 minutes.

Some people find the test difficult, but adequate preparation will stand you in good stead to pass the assessment.

What Is the HSBC Hiring Process Like?

HSBC is a major global bank and financial institution. It offers services via three global businesses and serves millions of customers daily.

The hiring process at HSBC comprises four key stages:

• Initial Screening and Application
• HSBC Online Immersive Assessment
• Online Job Simulation Assessment

What Is the Electronic Data Processing Test?

The Electronic Data Processing Test (EDPT) is a pre-employment test taken by military candidates who want to transfer to IT or computer programming roles within the Marine Corps or Air Force.

The EDPT test is one of the most challenging pre-employment tests currently on the market with a pass rate of around 10%.

It is 90 minutes long and has 120 multiple-choice questions. This means you have around 45 seconds to answer each question.

While the minimum ASVAB score varies between military branches, the minimum acceptable score is 31.

However, as the majority of candidates score between 30 and 70, you want to aim for a percentile rank of at least 60.

The ASVAB Test Score Report is a valuable document that provides detailed information about your aptitudes, skills, and qualifications for military service.

It includes Career Exploration Scores to guide career choices, individual scores on ASVAB subtests to assess specific abilities and the critical AFQT score that determines your eligibility for enlistment.

Understanding the information presented in this report is essential for making informed decisions about your military career options.

What Is in the ASVAB Test Score Report?

The ASVAB (Armed Services Vocational Aptitude Battery) Test Score Report provides a comprehensive overview of your performance on the ASVAB test, which is a critical step in the military enlistment process.

The report helps you and military recruiters assess your aptitudes, skills, and potential for various military occupations.

What Is the ACCUPLACER Reading Comprehension Test?

The Accuplacer Reading Comprehension test is part of a suite of assessments that are used to evaluate students prior to entry at college.

While the Accuplacer test battery is not used to determine whether a student will achieve a placement at college, the results are used to ensure that the student is studying at an appropriate level and is ready for education at this level.

Created by the College Board, which is a not-for-profit organization that is also responsible for creating assessments like the SATs, the Accuplacer tests are designed to offer better opportunities to students and make entry to top colleges accessible to all.

McKinsey PST: Question Types, Study Plan & Mock Tests

The McKinsey Problem Solving Test (McKinsey PST) is a very crucial part of the McKinsey recruitment process. It is where most of the applicant pool is eliminated, and yet there are so few resources to help you prepare for it. Fortunately, you’ve found the ultimate guide to nail the test with an unbelievable level of detail!

Table of Contents

McKinsey PST overview

What is the mckinsey pst.

The McKinsey Problem Solving Test (or PST) is a paper-based test used at McKinsey & Company to select candidates for the case interviews. The PST is conducted after resume screening; it has 6 types of question, testing the candidate on 3 crucial problem-solving skills – data interpretation, mental calculations and logical reasoning.

McKinsey PST passing score / Acceptance rate

McKinsey has never officially stated the passing score or acceptance rate for the PST. However, these numbers can be estimated using reports from test-takers, with passing score being around 70%, and acceptance rate at roughly 30-35% (1 in every 3 candidates will pass).

Does McKinsey still use the PST?

Currently, the McKinsey PST is being replaced by the new Problem-Solving Game. However, the transition is not complete globally. In addition, the new Problem-Solving Game still retains the core principles from the old test, so preparing for the PST is still relevant.

Why do they need PST?

It’s very similar to what we have here! McKinsey believes that the gap between CV screening and in-person case interviews is too big. The firm may miss many good candidates with bad resumes or may interview too many candidates who don’t live up to their resumes.

At the end of the day, in-person interviews are expensive, and the Problem Solving Test provides a cost-effective solution.

Who has to take the McKinsey PST?

Every candidate who passes the resume screening round has to take the McKinsey PST – if they apply for the management consulting track. Some report indicates that MBA applicants might be waived from the test – however, this is rare and you should confirm with the target office HR.

What does PST look like?

26 questions, 1 hour, paper-based, and no calculator! The test has 26 multiple choice questions set within the context of 3 business cases. A candidate has exactly 60 minutes to finish the test. He will be provided with a watch, pencils, scratch paper, and the test is in a paper-based format. No calculator is allowed. No personal assistant is allowed. Just you and the test!

As the business landscape is changing, candidate recruitment has become increasingly complex. This requires another way of presenting PST content for McKinsey. They have changed the format into gamification and planned to implement this method to all McKinsey offices within 2020. Visit the mock game designed exclusively for MConsultingPrep followers!

PST vs. GMAT vs. SAT?

If you are new to PST, you may hear the myth that PST is similar to the Math section in GMAT or SAT. In fact, being excellent in SAT Math does help with quantitative calculation in PST, however, the context is different. The SAT Math section includes only simple calculations in simple context; meanwhile, logic in business problems is highly emphasized in PST.

Why is this test so challenging?

• You will not have enough time to properly think through each question.

If you are going to read every single word in the case background and do every calculation “asked”, you will not be able to finish the test. You will need to know how to work through stress and pressure, how to give out “high-probability” answers instead of “exactly-right” ones, and how to painlessly skip questions.

• You will be judged by a machine (or if by a person, they will try to be like a machine).

I myself feel much more comfortable in an in-person case interview, where I will be fine as long as I have the right tactics. The interviewers generally allow candidates to make a few mistakes here and there, to slow down the process if needed, and to ask for help when necessary. In the PST, the result is all that matters. There will be no mercy granted. If you don’t get enough correct answers, you are out.

• On top of those, the questions themselves are hard!

A huge amount of logical and analytical reasoning is required. You will need to really grasp the logical fundamentals of how management consultants solve problems, e.g: the difference between a conclusion vs a hypothesis; etc.

How to prepare for the McKinsey PST?

Step 1 : Seek confirmation from the target office if you must take the PST

Step 2: Get familiar with official sample tests from McKinsey

Step 3 : Learn the logic of each question type, common mistakes, and how to answer correctly

Step 4: Practice mental math to improve calculation speed and accuracy

Step 5 : Practice speed reading and data selection

Step 6 : Practice answering individual question type under time pressure

Step 7 : Do one mock test with simulated test conditions

Step 8 : Review the test and your performance

Step 9 : Return to step 3, 4, 5, 6 to for further practice on weakness

Step 10 : Do mock test again, repeat until you can confidently hit 90% or more

McKinsey PST question types

Some emailed me and asked what they should do if there were 3 days left until the PST. I would still suggest you follow our spirit of learning. When you have little time, choose which question you want to prioritize, tackle it carefully and decide how deep you will go into it. If I were in your shoes, I would use this prioritization table

In addition to the above, I would suggest you practice your math in these last days. The learning curve at the beginning is usually high for anything, including  Mental Math . Doing better math can significantly improve your test score. It reduces simple mistakes (which can still cost you points) and allows you to have more time for other questions.

McKinsey PST study plan

These are the same steps I took to pass the PST years ago, and the basis for my product – the PST Comprehensive Package which has helped countless candidates pass this notoriously difficult consulting test.

Step 1. Answer the questions correctly

You are recommended to first answer all the test questions correctly without time pressure. Before, you need to break down all the questions into 6 question types as below. Besides, it is necessary to understand how these questions are constructed, what are their logical foundation, and even how the wrong choices are made.

Step 2. Answer the questions quickly

There will be no turning point that indicates you it is about time to move to the second step, but you should gradually try to answer the questions both correctly and quickly. Once getting all the correct answers without clocking, you should put yourself under time constraint. If you don’t know how to increase your speed, you have better to start with 3 tips below:

#1. Increase your reading speed.

The PST contains 3 business cases with various number and case context, which requires you to read as fast as possible (of course correctly). Many candidates cannot finish their PST because of being overwhelmed in text. The Princeton intensive program is helpfulto increase your speed by 2 times faster without difficulties.

#2. Increase your calculator speed.

Half of the test involves math, which have no way to improve but practice rigorously. The more you practice, the better you gain. If you haven’t found any efficient tips, try our method to score well with Mental Math!

#3. Embrace test-hacking tips.

After years of coaching students to MBB, I have collected wonderful tips and tricks to nail your test with less effort! Find out some of those tricks as below or check out the McKinsey PST Comprehensive for more detail!

Reading facts

Reading-facts is the most common question type in the McKinsey PST (38%) and the BCG Potential Test (up to 100%). These questions test your ability to understand the facts/data itself. There will be no inferring, logic, hypothesizing, or creativity needed. Instead, proficiency in chart reading and calculations will be handy here. See the picture below for an illustration.

QUESTION FORMAT

The following are a few examples of typical question formats:

• Which of the following values is the best estimate of…?
• Which of the following statements is valid based on the data…?
• Which of the following can be concluded from Exhibit…?

Sometimes even though the word “conclude” is used, questions don’t require any logical reasoning, just your ability to read facts and perform basic calculations. In these cases, I still classify these questions into the reading-facts category.

SAMPLE QUESTION

This question is written based on an official McKinsey practice PST.

Which of the following statements is valid based on the data in Table 1?

A) Soccer revenue was more than $325 thousand five years ago

B) Tennis revenue grew by no less than 1.2% in each of the last five years

C) The total revenue of Saigon League did not grow at all in the last five years

D) If the growth rate in the last 5 years is maintained, Soccer revenue will be more than $420K 5 years from now.

You will see that no tricky logical reasoning is needed here. All you need in order to answer these questions is the ability to read the table and perform calculations correctly.

COMMON MISTAKES

A good way to determine the correct option is to investigate if the other three are wrong. Now there are two ways you can be wrong in this type of PST question: (1) Incorrect calculation and (2) Misread the facts/ data

Type #2 is harder to understand, so I will dive deeper into that here. Let’s look at the sample question above. Hope you got D, the correct choice.

Example 1: How you can misread the data – Why A is wrong

If you overlook the phrase “Average annual” on column 3′s title, then Soccer revenue 5 years ago would be: $342.8 k / (100% + 4.5%) = $328 k, which is more than $325 thousand. Revenue grew at an average rate of 4.5% in EACH of the last 5 years. It is NOT 4.5% over the whole period of 5 years.

Example 2: How you can misread the data – Why B is wrong

If you overlook the phrase “Average” in column 3′s title, then it seems like the growth rate for each of the last 5 years is exactly 1.2%, no more, no less. B, therefore, seems correct. However, as indicated in the table, 1.2% is just an average figure, which means there are years with a lower or higher growth rate.

Example 3: How you can misread the data – Why C is wrong

If you overlook the second column of the table (Revenue this year column), then it seems like the average overall growth rate for Saigon League is 0% (4.5% + 3.3% + 1.2% – 9% = 0%), which makes C correct. However, different lines have different sizes. Even though Golf had negative growth of 9%, it is a relatively small line so its impact on the overall rate is small as well.

Hope that you will not make this mistake in your real PST. Again, PST is a simple test… when you have enough time!

PREPARATION GUIDE

Skill #1: Calculation

We have a detailed article on Consulting Math and how to strengthen your quantitative proficiency.

Skill #2: Chart/exhibit/table reading

Always take a moment to read and understand every single chart or graph you encounter in your everyday life.After all, practice makes perfect.

You can also improve your reading speed through an amazing speed reading program by Princeton University .

Skill #3: Attention to details

The devil is in the details. It’s the little things that can make or break a project, and no true consultants would let themselves be caught unaware.

Develop a habit in daily life. Have the mindset that I am not going to miss any stupid details.

For every practice question you get in this type, make sure you understand not only why an answer is right, but also why an answer is wrong, exactly like what I did above.

PRACTICE QUESTIONS

Which of the following statements is valid based on the data provided on Graph 3 above?

A) The Service-to-Agriculture ratio increased by more than 3 times between 1995 and 2007

B) Service GDP in 1995 is more than Industry GDP in 2007

C) Agriculture is where GDP value dropped the most between 1995 and 2007

D) In 2007, Service GDP is no less than 6 times Agriculture GDP

Correct answer: D

If you want to practice more, check out my PST Comprehensive Package for questions and answers!

Fact-based conclusion

Once you get into consulting, you will probably hear the term “fact-based” a million times a day. Consulting is the business of making conclusions based on facts. Consultants face tons of different problems throughout the course of any project: from the top to the granular level, from function to function, from industry to industry, etc. Fact-based conclusion is such a fundamental aspect of consulting that it weighs in heavily on the PST.

Fact-based conclusion questions test your ability to draw and recognize sound and logical conclusions based on a set of data/facts provided. See the picture below for an illustration.

• Which of the following statements is a valid conclusion based on …?
• Which of the following statements can be concluded from …?

The McKinsey team has an interview with the Chief Operating Officer of the New Bingham Mine, Salt Lake City. During the interview, the following facts have been gathered:

• The factory must have at least one safety inspector 24 hours a day, seven days a week, in accordance with Federal and State labor regulations.
• To maximize operational efficiency, there must be exactly 10 line workers operating the mine.
• The mine operates from 8 am until 5 pm, Monday to Sunday.
• The mine employs 4 safety inspectors and 16 line workers to make 20 workers in total.
• The total weekly labor cost for the Bingham Mine is $16,000.

Which of the following statements is a valid conclusion?

A. One-fifth of the total labor cost for the mine is for safety inspectors.

B. At least one safety inspector must work more than 40 hours per week.

C. Line workers do not work more than 40 hours per week.

D. The majority of the mine’s labor cost is for line workers.

A – Fit-well but not fact-based

There are 4 inspectors out of 20 employees so it seems like the cost of the inspectors can very well be 1/5 of total labor cost. But a missing piece of data to conclude that is: does each person get a similar total income?

C – Fit well but not fact-based

The mine opens for 9 hours per day, 7 days per week, and there must be 10 line workers at a time, so it is 630 man-hours per week at the line positions. There are 16 line workers, so on average each of them only needs to work 39 hours per week. This seems to fit very well with the proposed conclusion: line workers do not work more than 40 hours per week. However, a missing piece of data to conclude is: does every line worker work the same amount of time (if not, there can be some who work over 40 hours while others work less)?

D – Fit well but not fact-based

Similar to A, there are more line workers, so it seems like the total cost for line workers is more than the total cost for safety inspectors. But a missing piece of data needed to conclude is: does each worker get paid the same amount?

=> Only B is proven true by the provided facts

There are 24 * 7 = 168 inspector hours needed in a week, equaling 42 hours per week per inspector. So there must be one who works more than 40 hours.

Identifying proven true conclusions is an important foundation to master all conclusion-related questions. However, most conclusion-related questions in the McKinsey Problem Solving Test will be given in other formats. In this section, we will learn about the two types of twists: (1) False conclusions and (2) Conclusions reversed . Let’s start with the first one.

TWIST TYPE 1: FALSE CONCLUSION

Any proposed conclusion must fall into one of the following three groups: Proven True, Proven False, and Unproven. This twist is when a question asks you to identify the False Conclusion instead of the True Conclusion.

• Which of the following statements is FALSE based on …?
• Which of the following statements is FALSE based on … ?

METHODOLOGY

A proposed conclusion is proven false when you can point out at least one instance where the conclusion is wrong. Similarly, with true conclusion questions, unproven conclusions should also not be selected.

Notice that proven FALSE conclusions are NOT conclusions not proven TRUE. A conclusion will stay unproven until it is proved to be TRUE or FALSE.

Which of the following statements is FALSE based on Table 1?

A. A, Inc. had lower average economic growth in the last five years than D, LTD.

B. A, Inc. had higher average economic growth in the last five years than D, LTD.

C. Investment risk rating is based on the difference between maximum and minimum revenue growth in the past five years.

D. Potential rating is based on the maximum recent revenue.

Of A and B, A seems to be false and B seems to be true. However, both of them are unproven. The maximum and minimum figures are not enough to conclude the average.

We don’t know if C is right or not, but we know that it is not proven false. In the provided data, there is no instance where the larger difference between maximum and minimum recent revenue growth indicates smaller risk (and vice versa).

With D, we know for sure that it is proven false because we can point out an instance where the assertion conflicts with the data (B Corp. vs. D, LTD.).

TWIST TYPE 2: CONCLUSIONS REVERSED

Very often, conclusion questions in the McKinsey Problem Solving Test are given in a reversed format. You will be given the conclusion first and asked to pick what facts/ data would be enough to come up with that conclusion.

The key to answering this type of question is to recognize which proposed fact makes the stated conclusion proven or unproven.

This question is written based on an official McKinsey practice PST:

FOCUS Travel is a premium Russian tourism company, offering tours to South East Asian countries. Facing the economic downturn, FOCUS revenue has been hurt badly. While the CFO (Chief Finance Officer) proposed an overall price cut to stay competitive, the CMO (Chief Marketing Officer) is concerned that a price reduction would negatively impact the premium perception of the brand, which drives a lot of sales.

Which of the following statements, if TRUE, would best support the CMO’s assertion?

A. In a recent survey, FOCUS’s customers quoted “price” as the most important indicator in choosing travel agencies in a list of ten factors.

B. In a recent survey, FOCUS’s customers quoted “price” as the most important indicator of quality in a list of ten factors.

C. In a recent survey, there were customers who said they would not buy FOCUS’s services if there was a 10% price increase.

D. In a recent survey, there were customers who said they would not buy FOCUS’s services if there was a 10% price decrease.

In this question, the “conclusion” has been given to us: Price reduction will negatively impact the premium perception, which will in turn negatively impact sales.

Of the four proposed answers, which facts are enough to prove the provided “conclusion” above?

A: This fact is only enough to conclude that price will impact sales. Not enough to prove that price reduction will negatively impact sales.

C: This fact is irrelevant.

D: This fact is not enough to conclude that price reduction will negatively impact sales because not all customers say so. The word “there were” can be understood as either a minority or a majority. It is only enough to conclude the proposed conclusions when “there were” is replaced with “the majority of” or “all“ .

With B, we can logically infer that price reduction will negatively impact the quality perception, which in turn will hurt to sales.

3.3. Root-cause reason

This question gives you a particular set of facts/data and asks you to identify what could be the cause for them. When doing a real consulting project, we consultants have to find out the root-cause reason. There may be various reasons that can cause the current situation, but the root-cause reason will help us tackle and solve it more efficiently. You can see the picture below for an illustration.

The following are a few examples of typical root-cause reason question format:

• Which of the following reasons, if TRUE, will help explain the Facts …?
• Which of the following does NOT explain the Facts …?
• Which of the following points is NOT a valid reason for the Facts …?

Only B is proven true by the provided facts

Facts provided: Visits to the website MConsultingPrep were relatively low last month.

Root-cause Reason Question: What reasons, if TRUE, would help explain the low traffic to MConsultingPrep last month?

The correct answers can be any of the following:

1. The quality of contents has been bad

2. Because of technical issues, some visitors could not access the website

3. Last month was December when the overall demand for job prep materials is lowest in the year

4. Other new consulting prep blogs opened recently

Fact-based Conclusion Question: What can be concluded from the data provided?

All of the statements above can be the reason for the stated fact, but NONE of them can be concluded from it.

An example of a statement that can be concluded: Because the conversion rate stayed constant over the years, revenue last month was relatively low.

What makes a statement NOT a potential reason for a particular fact?

There are two ways a statement cannot be the potential reason: (1) Wrong Subject and (2) Wrong Trend.

• A statement is (1) Wrong on Subject when the subject is irrelevant, which means the statement has zero effect on the phenomenon mentioned in the stated fact.
• A statement is (2) Wrong on Trend when the direction is reversed, which usually means the statement has a reversed effect on the phenomenon mentioned in the stated fact

Illustrative example Let’s continue with the simple example above. The Stated Fact: Visits to the MConsultingPrep blog were relatively low last month. (1) Example of a “Wrong Subject” statement: “Some new Investment Banking Prep blogs opened recently” Here the subject “Investment Banking Prep blogs” is irrelevant to the stated fact. The statement (1) will have zero effect on the stated fact. (2) Example of a “Wrong Trend” statement: “Some other existing Consulting Prep blogs closed recently” Here, even though the subject “Consulting Prep blogs” is relevant, the trend is reversed. The exit of Consulting Blogs will increase visits to MConsultingPrep. Therefore, statement (2) will have an opposite effect on the stated fact.

PRACTICE QUESTION

Fletcher is a major Steel producer in the Pacific continent. It has markets in New Zealand, Australia and other South East Asia countries. Of many types of steels, re-bar (reinforced bar) is typically used in high-rises and big construction projects.

There are three main groups of steel consumers in New Zealand:

• Homeowners purchase steel at retail sizes for purposes of self-constructing and self-renovating their homes
• Scaled private construction companies, who often contracts large construction projects and steel orders
• State-owned Enterprises (SOE), who build government’s projects such as roads, bridges, schools, hospitals, etc. (SOEs usually have bargaining power since steel providers need governments’ permissions in order to be legally used in particular countries.)

Table 1 below shows the size of re-bar steel market (in billions of $US)

Which of the following statements, if TRUE, best explains why future trends for South East Asia sales differ from sales in the other two markets?

A) South East Asia population is expected to grow strongest, which lead to high steel demand from individual homeowners.

B) South East Asia economy will be heavily based on SOE, so will the construction market.

C) South East Asia economy will shift toward privatization, so will the construction market.

D) Developed markets of New Zealand and Australia will have the most advanced steel production technology and facilities.

Correct answer: C

Word Problem

Word Problem is a quantitative question where the answer cannot be calculated directly from the data provided. Usually, we have to set up one or more equations in order to solve this kind of question. Word Problem questions in the McKinsey PST and Case Interviews are just the word problems we usually see in schools, GMAT… but put into business contexts. The method to solve them, therefore, is the same.

Table 1: Data on the Washing Room of Jean Valjean Restaurant

Suppose the restaurant opens 350 days a year. There are 3 meal shifts per day, 1 shift lasts 3 hours, 1 customer uses an average of 5 dishes per visit, and currently the restaurant hosts 530 customers on average daily.

What percentage of increase in the number of daily visits would be required in order to make purchasing the machines financially beneficial?

Step 1 . Convert data/facts into manageable and standardized format and units (only needed for complex questions).

Step 2 . Set up an equation with one (or more) unknown variables, i.e. X, Y, Z, etc.

Tips: Don’t worry about having to make the variable as the question asked. Just set up the equation in a way that makes the most sense to you as long as the variables can be easily converted to the asked variable. It will save much more time and helps you avoid silly mistakes.

Step 3 . Solve the equation and get the answer.

METHODOLOGY ILLUSTRATION

Let’s solve the sample question above together.

Step 1: This is a very complex question with many non-standardized and not ready-to-use data. If I am going to tackle this question on my PST, I would convert the provided figures and write them out on a table as follows.

Notice that I have converted all the necessary data points into the same unit of “Franc per day”.

The only data point not fully converted is the Labor cost in Manual Process (measured by the “per dish” variable), yet I want to make sure that I go as far as I can.

See how simple the problem is now!

Step 2: Now that we have very manageable data, let’s go ahead and set up an equation that will help us find the answer. The asked variable here is: what percent increase in current daily visits does Jean Valjean need?

As mentioned above, it is NOT necessary to put the variable question is looking for in the equation. In this case, doing so will result in a very awkward and complicated equation.

Instead, I set up the equation that makes the most sense to me (do note that there is more than one way to set up equations). Let Y be the “break-even size” (measured by people). I can easily calculate the percentage asked for after getting the break-even size.

Cost per day of Manual Process = Cost per day of Machine Process

Washing cost + Set up cost = Washing cost + Set up cost + other cost

Y x 5 dishes x 0.1 Franc + 30 Franc = 270 Franc + 90 Franc + 200 Franc

After executing step 1 and step 2, the problem becomes a lot easier. Now we have:

0.5 Y = 530

Y = 2 x 530

Once we have Y (the new “break-even” visit volume) of 2 * 530, we can quickly convert Y into the asked variable: What percent increase of 530 customers/day does Jean Valjean need?

The final answer is C.

Client Interpretation

In every consulting project, communication with the clients’ top-level (usually the Chairman or CEO) is always important. During my time with McKinsey, we usually hear an update every one or two weeks from our Project Director (usually a partner) on his meeting with the clients’ top level. Messages from those meetings are important on-going steers for the project. No surprise it makes up an entire question category in the Problem Solving Test.

Client Interpretation questions test your ability to read, understand, and interpret the messages the client is trying to convey in the case question or description. To some extent, this is very similar to GMAT verbal questions.

• Which of the following best summarizes the CEO’s concerns?
• Which of the following statements best describes the thoughts of the CEO regarding…?
• Based on the opinion of the head of the Department, which of the following statements is valid?
• Which of the following statements best describes the CEO’s aims for the McKinsey research?

Case context:

Mommy said she saw some dirty clothes on the dining table. She is also quite shocked to see Kevin’s toys in every room throughout the house. She even complains about how much time it takes her every night to clean up Kevin’s mess. “I will have to have a very straightforward conversation with Kevin tonight!”, said mom

Which of the following statements best describes the Mom’s concern?

A. Mom is not happy about too many of Kevin’s toys sitting on the dining table

B. Mom does not expect to see that many of Kevin’s toys in the house

C. Mom does not like to be responsible for anyone’s mess

D. Mom is too busy these days

E. Mom wants to talk to Kevin

F. Mom wants Kevin to be tidier

In this example, we continuously get small data points, all leading to one bottom-line, not explicitly mentioned but can be reasonably interpreted:

Kevin is too messy and mom doesn’t like that!

Notice that, the bottom-line here is not explicitly stated but it IS the bottom-line. All 4 sentences in the case context are small pieces of data leading to that final “so-what”. Having this “so-what” in mind, you can just skim through the answer and quickly pick F without concern about other choices.

In case you are curious about how other choices are “wrong-choice” …

Choices B and E are in fact right according to the case context, but not the bottom-line.

Choices A is simple wrong according to the case context (Tip #2)

Choices C and D are neither right or wrong according to the case context. There are not enough “evidence” to be reasonably interpreted using common sense.

TIPS AND TRICKS

Tip #1: Read the case description before going to multiple choices!

Normally the strategy of scanning through the answers first before going back to the case description works when you have a very long case description and don’t know where to look for the right information. Scanning through the answers helps you get a more focused read on the case description. However, the client’s assertion is typically found in a very short and specific part of the case description. So once you realize it’s a Client Interpretation question, go back to the case description and find that very specific part of the client’s assertion. Make sure you understand it very well. Then the rest of the work is just determining which of the four choices has the same meaning as the original assertion.

Tip #2: Cross out some obviously wrong choices …

… by recognizing a few words or short phrases that make a choice incorrectly reflect the client’s assertion. Sometimes, you can do this very quickly and effectively. If not, please see tips #3.

Tip #3: Catch the bottom-line, the “so-what” of client’s assertion

Client’s expression as quoted in the case context is always a bit blur and confusing. That is very realistic of what you may encounter in the real consulting work. It also makes these question types challenging. But in almost every situation, there is always one “so-what”, stated explicitly or implicitly. The trick here is to catch that so-what, ignore the noise, and go straight for the answer choice. Most of the time, the wrong choices DO contain a part of the client’s assertion, but either not the whole idea or the main, the bottom-line, the most important one!

Using this method, you can fly and land straight to the correct choice, not having to care too much about how wrong choices are made of. But if you are curious, some of the most common wrong-choice types:

• Choice that is simply wrong according to the client’s assertion (Tip #2 above).
• Choice that is in fact right, but is a minor point, NOT the bottom-line of the client’s assertion.
• Choice that seems to be right, but cannot be reasonably interpreted by common sense (not by scientifically supporting logic like in other question types).

Gangnam Market is a convenience-stores chain mainly in the Gangnam district, Seoul, Korea. Though it has been losing money almost every year since 2000, Gangnam Market secures a good deal of strategic locations in the highly populated Gangnam district. Recently, Gangnam Market was acquired by Lotte Mart in its aspiration to expand to the mini-market market. Lotte right away sets up a transformation project to get Gangnam Market back on track. The CEO of Gangnam Market states that aggressive transformation targets are fine for newly acquired stores with a similar operation model with Lotte’s big stores, but he hopes that the parent company is realistic about the convenience-stores model Gangnam has been operating with.

Which of the following statements best reflect the concerns of Gangnam Market’s CEO?

A) He is concerned that Gangnam Market will never be able to transform itself into Lotte system because Gangnam Market only presents in a specific geographic location

B) He is concerned that Lotte Mart sets transformation milestones that are too aggressive and not realistic for newly acquired companies like Gangnam Market

C) He is concerned that Lotte Mart’s transformation milestones are not realistic for companies with different operational model from Lotte Mart like Gangnam Market

D) He is concerned that Lotte Mart’s transformation targets are too high for Gangnam Market because it has been losing money for a while

Formulae questions are generally like word problems in PST where you don’t have to provide the actual numerical results, just the formulae containing letters representing input variables. Normally, the question will provide input variables in letter format and you will be asked to provide the right formulae in letter format (e.g. it takes the process center T hours to process each file. If the speed is doubled, it takes T/2 hours to process each file). This is one of the easiest PST question types on the McKinsey PST. Let’s make sure you don’t lose points on any question of this type in your exam!

Table 3.6.1: Labor Cost and Processing Data – Holcim Missouri plant

Which of the following formulae accurately calculates the annual cement output per worker?

A. (c x p) / (b + w)

B. (c x p) / [(b + w) x 12]

C. 144 x (c x p) / (b + w)

D. 12 x (c x p) / (b + w)

FORMULAE FOR SUCCESS IN FORMULAE QUESTIONS

Formula 1: Calculate first before looking at the given option

A popular technique for multiple-choice questions is to read the answers first before coming back to the facts. However, that technique would not help you with Formulae Questions. The reason for this is that, often, the end-result formula has already been simplified (e.g. canceling out the same variable on both numerator and denominator) as much as possible. It gives you neither the path to get there nor any hints on how to solve the problem. For instance, when you look at the four options in the example above, does any of them give you a sense of what it represents or how to get there? What does (c x p) represent? What do you get by multiplying Cement output by Monthly labor income?

Formula 2: Divide the problem into smaller pieces (take one step at a time)

This is the universal tip for everybody in the consulting industry, and it also works great here! Often, the result cannot be directly calculated from the provided variables. However, if you take an extra step in-between, the problem becomes a lot easier. Let’s solve the sample question above together to illustrate this point. I broke the problem into smaller steps as below:

• Step 1: Annual cement output per worker = Total annual cement output / Total number of workers
• Step 2: Since we already have Total annual cement output of (c), the next step is to calculate the total number of workers. Total number of workers = Total labor cost / Salary of 1 worker Both Total labor cost and salary are provided. Bingo!
• Step 3: Simplify the final formulae

Formula 3: Get the reading-facts tools right

In some aspects, the formulae question is also a tweaked version of reading-facts questions. You still need to read some facts and perform some calculations (with letters instead of real numbers). Therefore, it is important to master those reading-facts tools and apply them here.

Illustration of a usual mistake: Now come back to Step 2 above and explicitly solve it.

Step 2: Total number of workers = Total labor cost / Salary of 1 worker = (b + w) / p

Step 3: Annual cement output per worker = c / [(b + w) / p] = (c x p) / (b + w)]

Chosen choice: A

Unfortunately, A is NOT the correct answer, because the above calculation doesn’t take into account the difference in units – the salary is on a monthly basis whereas the total labor cost is on an annual basis. If you convert the unit, the final choice should be D.

No matter how beautifully you have tackled the problem, you will not get any credit if small mistakes like this slip through the crack. Make sure you don’t get blindsided by this kind of pitfall!

VICEM is a leading cement company in South East Asia. The following data regarding its business and production has been gathered.

Table 3.6.2: VICEM Business and Production data

Clinker factor is defined as the amount of clinker needed to produce 100 units of cement.

Which of the following formulas calculates the amount of clinker (in tons) needed to purchase in a year?

A) [(s x f) / 100] – c

B) [(p – s) / 100] – c

C) (p x f) – c

D) [(p x f) / 100] – c

 ANSWER KEY

McKinsey PST sample test

Download McKinsey PST practice test (PDF): TOYO case .

More free materials like this can be found in our Prospective Starter Pack - A-Z MBB Application – a collection of beginner’s materials to consulting resume, screening tests and case interviews. 

Scoring in the McKinsey PSG/Digital Assessment

The scoring mechanism in the McKinsey Digital Assessment

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Number Problems and reasoning Full lesson including MCQs, Exam questions and Problem Solving

Subject: Mathematics

Age range: 14-16

Resource type: Lesson (complete)

Last updated

27 August 2024

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A whole lesson on Number Problems and Reasoning. First topic in the Numbers chapter of the GCSE Higher Mathematics curriculum! This comprehensive PowerPoint presentation is designed to engage students in exploring the foundational concepts of number problems and reasoning. This resource offers a variety of interactive and thought-provoking activities to help students develop a deep understanding of numerical operations and problem-solving techniques. The presentation includes:

*** Multiple Choice Questions (MCQs): A set of carefully crafted MCQs to test students’ understanding and reinforce key concepts. These questions are designed to challenge students and encourage them to think critically about different number-related scenarios.

*** Exam-Style Questions: Realistic exam questions that align with the GCSE Higher syllabus. These questions provide students with the opportunity to practice their skills in a format that mirrors what they will encounter in their exams, building their confidence and familiarity with exam conditions.

*** Problem-Solving Tasks: Engaging and challenging problems that require students to apply their mathematical knowledge and reasoning skills. These tasks are designed to push students to think creatively and approach problems from different angles.

This lesson serves as a strong foundation for the rest of the Numbers chapter, equipping students with the essential skills they need to succeed in their GCSE exams. Whether used in the classroom or for independent study, this resource will help students master the complexities of number problems and reasoning.

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