creativity and problem solving aptitude test

Creative Problem-Solving Test

Do you typically approach a problem from many perspectives or opt for the same old solution that worked in the past? In his work on human motivation, Robert E. Franken states that in order to be creative, you need to be able to view things from different perspectives.

Creativity is linked to fundamental qualities of thinking, such as flexibility and tolerance of ambiguity. This Creative Problem-solving Test was developed to evaluate whether your attitude towards problem-solving and the manner in which you approach a problem are conducive to creative thinking.

This test is made up of two types of questions: scenarios and self-assessment. For each scenario, answer according to how you would most likely behave in a similar situation. For the self-assessment questions, indicate the degree to which the given statements apply to you. In order to receive the most accurate results, please answer each question as honestly as possible.

After finishing this test you will receive a FREE snapshot report with a summary evaluation and graph. You will then have the option to purchase the full results for $6.95

This test is intended for informational and entertainment purposes only. It is not a substitute for professional diagnosis or for the treatment of any health condition. If you would like to seek the advice of a licensed mental health professional you can search Psychology Today's directory here .

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Creativity & Problem Solving Aptitude Test

Use the Creativity & Problem Solving Aptitude test to assess problem solving attitudes and creative thinking ability in clients or employees.

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About this Test

Accurately assess problem solving attitudes and creative thinking ability with the Creativity & Problem Solving Aptitude Test – Revised.

This test provides the answers you need to make informed hiring and promotion decisions.

Want more information about this test? Get it now. Please REQUEST MORE INFO and we’ll reply promptly.

Not the perfect fit? No problem. We have many similar tests to choose from. See alternatives in the CRITICAL THINKING category section of our site.

Purpose: The Creativity & Problem Solving Aptitude Test – Revised was developed to evaluate whether a person’s attitude towards problem-solving and if the manner in which they approach a problem is conducive to creative thinking.

APPLICATION:

Pre-employment
Professional development
Comfort with Decision-making
Flexibility
Openness to Creativity
Sense of Self-efficacy

No . of questions: 36 Question type: Situational , self-report Estimated completion time: 10 minutes Shorter versions of assessment: N/A Recommended age level: 18+ Qualification Level: Class A Compliance: APA standards; EEOC standards (gender, age, ethnicity, disability) Validation Information: Sample Size: 24,994 Cronbach’s Alpha: 0.90

Benchmarks: Available (general population and 107 industries) Interview Questions: Available Group Comparisons: Available

Report Includes:

Introduction
Detailed narrative interpretation
Strengths and Limitations

Creativity & Problem Solving Aptitude Test – Revised Factors and Scales:

Overall Score plus 4 scales

Comfort with Decision-making: Overall ability to make decisions competently and confidently.
Flexibility: Assesses whether a person’s attitude toward problem-solving is open-minded and flexible.
Openness to Creativity: Overall attitude toward change, innovative solutions, out-of-the-box thinking; ability to think creatively.
Sense of Self-efficacy: Assesses whether a person believes in his or her ability to solve a problem effectively.

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Self-Assessment • 19 min read

How Creative Are You?

Learning from csikszentmihalyi's creativity model.

By the Mind Tools Content Team

creativity and problem solving aptitude test

If the idea of being creative at work makes you think of artistic talent, don't worry!

Business creativity is all about finding fresh and innovative solutions to problems, and identifying opportunities to improve the way that we do things.

As such, anyone can be creative, just as long as they have the right mindset and use the right tools.

This test helps you to think about how creative you are right now. Take it, and then use the tools and discussions that follow to bring intense creativity to your everyday work.

Find Out How Creative You Are

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.

5 Ways to Be More Creative

In his well-respected book, "Creativity," Mihaly Csikszentmihalyi says that an effective creative process usually consists of five steps. [1] These are:

Preparation – becoming immersed in problems and issues that are interesting and that arouse curiosity.
Incubation – allowing ideas to turn around in your mind without thinking about them consciously.
Insight – experiencing the moment when the problem makes sense, and you understand the fundamental issue.
Evaluation – taking time to make sure that the insight provides sufficient value to outweigh the various costs involved in implementation.
Elaboration – creating a plan to implement the solution, and following through.

We've mapped these five steps onto the process below. This provides a clear and practical way for you to think about creativity, and to use it in your everyday life at work.

1. Finding Problems (Preparation) (Questions 6, 9, 11, 14, 15)

Creative people don't sit and allow problems to surface. Instead, they scan their environment for potential issues, and they see this as time well spent. Also, they're excited by the opportunity to change things. They aren't intimidated by change; they embrace it.

To develop your creative skills, you need to adopt a positive attitude towards change, and take an active role in identifying opportunities and looking for potential issues. To do this, challenge your business processes using Failure Modes and Effects Analysis and look for bottlenecks in these processes. Carry out SWOT and PEST analyses on a regular basis. Keep up-to-date with customer experiences and expectations, and try to spot problems from other people's perspectives.

Also, engage in benchmarking to find out how well others are addressing similar issues, and look at the issue from a wide range of perspectives. Then, analyze your findings to ensure that a real problem does exist. This fact-finding activity can save you a great deal of time later on, and will help ensure that you only act on the most relevant problems and issues.

2. Gathering and Reflecting on Information (Incubation) (Questions 2, 5)

When you have a potential issue or problem, gather as much information about it as you can. As part of this, investigate solutions that have been tried previously (both in your own organization, and in other areas), and identify ideas that might have surfaced, but were never acted on.

At this stage, it's also a good idea to step away from the problem for a while, and allow new thoughts and ideas to enter your mind. When we concentrate on one issue for too long there is a tendency to latch onto one or two ideas, and this can block other good ideas. (One of the benefits of being proactive in your problem-finding is that you have time to incubate ideas, rather than being pressurized to find an immediate solution to a problem.)

3. Problem Exploration (Insight) (Questions 3, 7, 12)

Once you've identified and verified your problem, you can figure out what's really going on. Often, the initial problem that you identified will turn out to be a symptom of a deeper problem. Therefore, identifying the root cause of the problem is extremely important.

When you do this, you'll find that techniques like CATWOE , Drill Down , the 5 Whys , Cause and Effect Analysis , and Root Cause Analysis are all very effective.

While creativity may invoke ideas of spontaneous insight and far-out inspiration, the truth is that being creative in the workplace is rooted in a practical understanding of the situation at hand.

Don't, however, be so practical that you become negative. What often separates creative people from others is the ability to see past potential barriers, and believe in their insights. For instance, you could easily dismiss a great insight by saying, "Oh that could never be the problem!" But, you won't ever know if something is contributing to a problem unless you allow yourself to explore the possibility. That's what creative problem exploration is all about – being open to all ideas and possibilities.

4. Generating and Evaluating Ideas (Evaluation) (Questions 4, 13, 16)

When you have clear insight into the cause of the issue, you can move onto generating ideas for a solution. Here you want to look for as many ways to inspire ideas as possible. Brainstorming , Reverse Brainstorming and Starbursting are popular for this, however these can be undermined by problems with group dynamics. Techniques like Brainwriting , Round-Robin Brainstorming and the Charette Procedure can help you circumvent common problems.

You can also enrich your ideas by using tools like the Six Thinking Hats , the Reframing Matrix and Metaphorical Thinking to look at problems from different perspectives.

Obviously not all of the ideas you have will be practical or possible. So, as part of this step in the creativity process, you need to decide which criteria you'll use to evaluate your ideas. (Without a solid evaluation process, you'll be prone to choosing a solution that is perhaps too cautious.)

There are a wide range of tools you can use for the evaluation, including:

Risk Analysis : This helps you explore where things could go wrong.

Impact Analysis : This gives you a framework for exploring the full consequences of your decision.

Force Field Analysis : This helps you explore the pressures for and against change.

Decision Tree Analysis : This shows you how to evaluate different options from a financial perspective.

Paired Comparison Analysis : This helps you work out the relative importance of various factors.

Decision Matrix Analysis : This allows you to weigh many different financial and non-financial factors.

5. Implementation (Elaboration) (Questions 1, 8, 10)

A common misconception is that creative people spend all their time thinking of new and interesting ideas. In fact, truly creative people recognize a good idea and run with it.

For this final step, you need to be committed to taking your ideas and making them happen, and you need to be confident that you can, indeed, propose innovative ideas and inspire change.

To implement your ideas successfully, develop a solid plan, using action plans for simple projects, and more formal project management techniques for larger, more complex projects. You'll also need to be able to sell your idea to others in your organization. If your idea is likely to affect other people, you'll want to develop strong change management skills so that the people around you accept and use the products of your creativity.

Once you bring one idea through to successful implementation, you'll be motivated and inspired to repeat the process again and again!

Key Points:

In the workplace, some people are naturally more creative than others. However, that doesn't mean that we can't all learn to be more creative, and use creativity enhancing tools and techniques in our daily lives.

At its core, creativity is the ability to see familiar things in a new light, and the first step to being more creative is training yourself to look for opportunities to improve the systems and processes around you.

Then gather information, find the main cause of issues and problems, and generate and evaluate your ideas. And don't forget that the mundane work of implementing your ideas is key to being genuinely creative!

This assessment has not been validated and is intended for illustrative purposes only. It is just one of many that help you evaluate your abilities in a wide range of important career skills.

[1] Csikszentmihalyi, M. (2013). 'Creativity: Flow and the Psychology of Discovery and Invention.' New York: HarperCollins Publishers.

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How Good Is Your Problem Solving?

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

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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Comments (220)

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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Problem-Solving Aptitude Test Questions 2024 - Placement Mock Exam Papers with Answers

Practice free online solved Problem-Solving Aptitude Mock Test 2024: Download previous year's solved Problem-Solving placement exam question papers with answers.

What is Problem-Solving aptitude test?
How to prepare for Problem-Solving aptitude test?
What is the difficulty level of Problem-Solving aptitude test?
Tips to pass the latest Problem-Solving placement exam 2024.
Practice 100+ Problem-Solving aptitude test papers.
Top Problem-Solving aptitude mock tests.

What is Problem-Solving Aptitude Test?

Problem-Solving placement aptitude test is a popular pre-employment cognitive ability assessment. To make better hiring decisions, companies conducts a Problem-Solving test to predict candidates' competency level and likelihood of success in a job role. A company uses Problem-Solving tests during the recruitment process to compare applicants.

Placement aptitude test is designed to assess the Problem-Solving skills of the candidates. Problem-Solving placement aptitude test contains multiple-choice questions.

How to Pass Problem-Solving Aptitude Test?

If you are going to appear in the upcoming Problem-Solving aptitude test 2024, follow these top 5 tips to easily pass the test:

[1] Practice Realistic Problem-Solving Online Tests

If you want to pass the Problem-Solving aptitude test, then you need to practice a lot. You should take online tests under simulated exam conditions and start practicing tricky questions for the Problem-Solving aptitude test.

[2] Know the Latest Exam Format of the Problem-Solving Placement Test

Researching the format of the Problem-Solving aptitude test beforehand will prevent any surprises during the real exam conducted by Problem-Solving.

[3] Focus on your Weakest Areas

While practicing time-bound Problem-Solving mock tests, try to find some difficult topics from the Problem-Solving aptitude test syllabus and create strategies to improve exam results.

[4] Manage your Time Carefully During the Problem-Solving Mock Test Papers

Time-bound Problem-Solving mock tests are conducted under strict time restrictions. Keep an eye on the clock during the Problem-Solving aptitude test and work steadily.

[5] What if I Fail Problem-Solving Aptitude Exam on my First Attempt?

Problem-Solving is not that difficult but some candidates are not able to score high in the Problem-Solving aptitude test on their first attempt. Such applicants are advised to practice the previous year's Problem-Solving aptitude questions. It will help candidates understand the Problem-Solving aptitude test format. This way, test givers will be able to score well in the Problem-Solving section of the placement examination next time.

Is Problem-Solving Aptitude Test Difficult?

The overall difficulty level of the Problem-Solving placement aptitude exam is moderate. Problem-Solving aptitude question papers are one of the important study materials for preparing effectively for the Problem-Solving placement exam. Candidates should analyse Problem-Solving aptitude test papers thoroughly to find the most important and scoring topics of the latest Problem-Solving aptitude exam pattern and syllabus.

Best Tips to Prepare for Problem-Solving Aptitude Test for the Latest Campus Placements 2024

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Free Problem-Solving aptitude tests.
Online Problem-Solving aptitude tests.

Practice 100+ Free Online Problem-Solving Aptitude Tests with Solved Questions and Answers

When you are preparing for the Problem-Solving aptitude test, do not forget to practice with old Problem-Solving question papers. There are many good sources online, where you can download PDF exam papers or practice free Problem-Solving aptitude mock tests:

Free Online PROBLEM-SOLVING TEST Practice & Preparation Tests
Use our problem-solving test to hire the best - TestGorilla
Problem-Solving Skills Assessment Test | Vervoe
16 Problem-Solving Test Interview Questions & Answers
McKinsey Problem-Solving Test Practice Test A
Analytical Reasoning Tests: Free Online Questions & Tips
Problem-Solving Quizzes & Trivia - ProProfs
Logical Reasoning Test: 100s Of Free Practice Questions (2022)
Free Bairesdev Problem-Solving Test Prep - 12minprep
What is Problem-Solving? Steps, Process & Techniques | ASQ
Problem-Solving Ability Test - MeritTrac
Problem-Solving Skills Test - Mettl
Problem-Solving Assessment and Tests | Discover Assessments
Problem-solving | HackerRank
Reasoning Puzzles Questions and Answers - Free Online Test
Problem-Solving Quizzes | Study.com
McKinsey Problem-Solving Game - Guide & Mock Test
Creative Problem-Solving Test - Psychology Today
How To Test Problem-Solving Skills In Tech Interview
Top 20 Problem-Solving Interview Questions (Example Answers …
Free Analytical Reasoning Test Practice for Jobs - 2022
Logical Problems Quiz - Reasoning Questions and Answers
Problem-Solving Flashcards, test questions and answers
PISA Test - OECD
Problem-Solving Reasoning - key concepts with solved examples
Problem-Solving Skills Test | Soft Skills & Management Skills …
Online Problem-Solving Skills Test For Recruitment
Problem-Solving Test - 9 - MBA Entrance | GRE | SAT | GMAT
Problem-Solving and Decision Making Free Practice Test
Test: Problem-Solving- 1 | 10 Questions MCQ Test General Test ...
McKinsey Assessment Test: Free Practice Questions (2022)
26 Good Examples of Problem-Solving (Interview Answers)
8 Common Problem-Solving Interview Questions and Answers
Problem-Solving Questions and Answers for Interviews
250+ TOP MCQs on Problem-Solving and Answers
Free Problem-Solving Online Practice Tests - WizIQ
Problem-solving test: Telomere replication - PubMed
Problem-Solving - Advanced Test: Assess and Hire the best …
Problem-Solving Assessments | Aptitude Practice Tests | Best …
Problem-Solving Games, Activities & Exercises for Adults
A comprehensive guide to the McKinsey PST and how to prepare
Problem-Solving Test | HighMatch
10 Interview Questions to Determine Problem-Solving Skills
Logical Reasoning Tests: A 2022 Guide - Psychometric Success
Bain Online Test: Overview & Samples | MConsultingPrep
Sample GMAT Problem-Solving Questions, With Answers
10 problem-solving interview questions to find top talent

Other Placement Aptitude Tests

General Aptitude Test.
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Logical Reasoning Aptitude Test.
Cognitive Speed Aptitude Test.
Critical Thinking Aptitude Test.
Decision-Making Aptitude Test.
Problem-Solving Aptitude Test.
Psychometric Aptitude Test.
Spatial Reasoning Aptitude Test.

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Problem-Solving Assessment for Finding and Hiring the Best Problem Solvers

A problem-solving test is an assessment to determine whether a candidate has problem-solving skills and whether they can contemplate positive and negative solutions to a problem. It measures the ability to use logic, creativity, and analytical skills to assess and respond to complex situations.

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Inside This Problem Solving Assessment

Problem-solving is an essential skill for individuals, teams and managers to progress toward achieving goals. It involves the ability to identify ways and means to solve various problems that come up as a challenge in any job/task. Problem-solving skills influence our career, whether we are solving a problem for a client or assisting those who are solving problems.

A problem-solving test evaluates the candidate's ability to outline a problem, deconstruct it, develop the most appropriate solution, and assess the effectiveness of the solution. It allows employers to find candidates who possess such abilities. The test assesses problem-solving ability through questions that evaluate someone's numerical knowledge, critical thinking, analytical ability and problem-solving skills.

The problem-solving assessment requires test-takers to respond correctly to the questions within the decided time. Qualified candidates can define the nature of a problem, are proactive in seeking the optimal solution for the problem, and consider all possible outcomes before settling on the best solution. 

Employers can glean actionable insights from the problem-solving skills test to identify the best talent from a pool of resumes, which eventually translates to objective hiring decisions backed by data. In addition, since these tests are to be administered online, the administrative overhead of conducting too many interviews gets reduced, enabling the employers and recruiters to save more time and resources by screening out unqualified participants. This way, it becomes significantly easy to find the best candidates.

Why should you use this problem-solving ability test?

The problem-solving skills test is meticulously designed to successfully test a candidate's problem-solving skills that are essential for carrying out business and even maintaining interpersonal relationships. This test is planned and structured in such a way that it will effectively test a candidate’s ability to identify and address a problem. Moreover, it helps measure decision-making, reasoning, and numerical reasoning skills.

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Use this problem-solving aptitude test for:

This test is suitable for all the profiles in the workplace. The test is planned and structured to assess problem-solving ability in fresher (for entry-level roles) and experienced candidates.

Key profiles the test is helpful for:

All profiles in a workplace

Note: If required, we can also provide the problem-solving skills assessment in other languages. Please connect with us at [email protected] for any such requirements.

Problems never knock before entering our lives, be it professional or personal, and are not avoidable. An unexpected issue will likely surface, and we must have a plan to address it. The skill of solving problems is needed in all facets of life. People with problem-solving aptitude tend to forge challenges into lucrative opportunities. Employees with these highly coveted personality traits are indispensable for organizations. They understand that problems are there to help us grow and transform into a better person who undertakes every project with confidence and conviction.

Such people are favorably disposed toward handling unexpected/difficult situations calmly. This aptitude empowers them to use logic, creativity, and creative thinking to propose practical solutions to their problems. Undoubtedly, employers regard those people highly and want them placed in essential roles in the organization. That is where the part of the problem-solving test comes into play and helps employers to identify the right talent with the desired skills.

From an organizational viewpoint, problem-solving hinges on the employee's ability to devise processes that eliminate or circumvent obstacles that keep a company from accomplishing its goals. If not appropriately addressed, such blocks can create a divide between expected results and actual outcomes. Hence, problem-solving is a crucial skill in the workplace that dictates how any particular challenge can be undertaken and overcome. Roles such as project management, data analyst, programmers, customer service assistance, etc., entail working on strict deadlines and demanding tasks on a day-to-day basis. Hence, problem-solving skills become critical when finding talent for these roles in assessing job fit and matching the best person to the proper position.

The problem-solving skills assessment helps organizations gain insights into the problem-solving competencies of candidates. Even before the company interviews, evaluating applicants' skills can help recruiters understand their level of proficiency. This way, only those candidates with the skills most suited to the role will be shortlisted for the subsequent round of interviews.

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Frequently Asked Questions (FAQs)

1. why do we use problem-solving tests.

Problem-solving tests help organizations identify appropriate skills in candidates that can assist in selecting individuals with required problem-solving abilities. These tests help determine a candidate's problem-solving skills, trainability, and learning agility.

2. How do you measure problem-solving skills?

The expertly formulated Problem-solving Assessment Test by Mercer | Mettl makes it easy for organizations to understand whether a candidate can analyze given information from different perspectives and use it to solve complex problems.

3. How do you practice problem-solving skills?

Identify the nature of the issue.
Research the intricacies and understand the nuances behind the problem.
Visualize the situation to analyze data, break it into doable components, and arrive at a logical solution.
Use active listening skills to include opinions and inputs from others.
Identify the most viable solution and consider the potential risks involved.

4. How do you test problem-solving skills in an interview?

5. how can one refine their problem-solving skills, 6. how do you use problem-solving skills in the workplace.

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Critical Thinking Tests

228 questions

Critical thinking tests, sometimes known as critical reasoning tests, are often used by employers. They evaluate how a candidate makes logical deductions after scrutinising the evidence provided, while avoiding fallacies or non-factual opinions. Critical thinking tests can form part of an assessment day, or be used as a screening test before an interview.

What is a critical thinking test?

A critical thinking test assesses your ability to use a range of logical skills to evaluate given information and make a judgement. The test is presented in such a way that candidates are expected to quickly scrutinise the evidence presented and decide on the strength of the arguments.

Critical thinking tests show potential employers that you do not just accept data and can avoid subconscious bias and opinions – instead, you can find logical connections between ideas and find alternative interpretations.

This test is usually timed, so quick, clear, logical thinking will help candidates get the best marks. Critical thinking tests are designed to be challenging, and often used as part of the application process for upper-management-level roles.

What does critical thinking mean?

Critical thinking is the intellectual skill set that ensures you can process and consider information, challenge and analyse data, and then reach a conclusion that can be defended and justified.

In the most simple terms, critical reasoning skills will make sure that you are not simply accepting information at face value with little or no supporting evidence.

It also means that you are less likely to be swayed by ‘false news’ or opinions that cannot be backed with facts – which is important in high-level jobs that require logical thinking.

For more information about logical thinking, please see our article all about logical reasoning .

Which professions use critical thinking tests, and why?

Typically, critical thinking tests are taken as part of the application process for jobs that require advanced skills in judgement, analysis and decision making. The higher the position, the more likely that you will need to demonstrate reliable critical reasoning and good logic.

The legal sector is the main industry that uses critical thinking assessments – making decisions based on facts, without opinion and intuition, is vital in legal matters.

A candidate for a legal role needs to demonstrate their intellectual skills in problem-solving without pre-existing knowledge or subconscious bias – and the critical thinking test is a simple and effective way to screen candidates.

Another industry that uses critical thinking tests as part of the recruitment process is banking. In a similar way to the legal sector, those that work in banking are required to make decisions without allowing emotion, intuition or opinion to cloud coherent analysis and conclusions.

Critical thinking tests also sometimes comprise part of the recruitment assessment for graduate and management positions across numerous industries.

The format of the test: which skills are tested?

The test itself, no matter the publisher, is multiple choice.

As a rule, the questions present a paragraph of information for a scenario that may include numerical data. There will then be a statement and a number of possible answers.

The critical thinking test is timed, so decisions need to be made quickly and accurately; in most tests there is a little less than a minute for each question. Having experience of the test structure and what each question is looking for will make the experience smoother for you.

There are typically five separate sections in a critical thinking test, and each section may have multiple questions.

Inference questions assess your ability to judge whether a statement is true, false, or impossible to determine based on the given data and scenario. You usually have five possible answers: absolutely true, absolutely false, possibly true, possibly false, or not possible to determine.

Assumptions

In this section, you are being assessed on your ability to avoid taking things for granted. Each question gives a scenario including data, and you need to evaluate whether there are any assumptions present.

Here you are given a scenario and a number of deductions that may be applicable. You need to assess the given deductions to see which is the logical conclusion – does it follow?

Interpretation

In the interpretation stage, you need to read and analyse a paragraph of information, then interpret a set of possible conclusions, to see which one is correct. You are looking for the conclusion that follows beyond reasonable doubt.

Evaluation of Arguments

In this section, you are given a scenario and a set of arguments that can be for or against. You need to determine which are strong arguments and which are weak, in terms of the information that you have. This decision is made based on the way they address the scenario and how relevant they are to the content.

How best to prepare for a critical thinking test

The best way to prepare for any type of aptitude test is to practice, and critical thinking tests are no different.

Taking practice tests, as mentioned above, will give you confidence as it makes you better understand the structure, layout and timing of the real tests, so you can concentrate on the actual scenarios and questions.

Practice tests should be timed. This will help you get used to working through the scenarios and assessing the conclusions under time constraints – which is a good way to make sure that you perform quickly as well as accurately.

In some thinking skills assessments , a timer will be built in, but you might need to time yourself.

Consistent practice will also enable you to pinpoint any areas of the critical thinking test that require improvement. Our tests offer explanations for each answer, similar to the examples provided above.

Publishers of critical thinking tests

The watson glaser critical thinking test.

The Watson-Glaser Critical Thinking Appraisal (W-GCTA) is the most popular and widely used critical thinking test. This test has been in development for 85 years and is published by TalentLens .

The W-GCTA is seen as a successful tool for assessing cognitive abilities, allowing recruiting managers to predict job success, find good managers and identify future leaders. It is available in multiple languages including English, French and Spanish.

The test itself can be used as part of an assessment day or as a screening assessment before an interview. It consists of 40 questions on the 5 sections mentioned above, and is timed at 30 minutes. Click here for more information on Watson Glaser tests .

SHL critical reasoning test

SHL is a major aptitude test publisher, which offers critical thinking as part of its testing battery for pre-employment checks.

SHL tests cover all kinds of behavioural and aptitude tests, from logic to inference, verbal to numerical – and with a number of test batteries available online, they are one of the most popular choices for recruiters.

Cornell critical thinking test

The Cornell critical thinking test was made to test students and first developed in 1985. It is an American system that helps teachers, parents and administrators to confidently predict future performance for college admission, gifted and advanced placement programs, and even career success.

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5 Example critical thinking practice questions with answers

In this section, you need to deduce whether the inferred statement is true, false or impossible to deduce.

The UK Government has published data that shows 82% of people under the age of 30 are not homeowners. A charity that helps homeless people has published data that shows 48% of people that are considered homeless are under 30.

The lack of affordable housing on the sales market is the reason so many under-30s are homeless.

Definitely True
Probably True
Impossible to Deduce
Probably False
Definitely False

The information given does not infer the conclusion given, so it is impossible to deduce if the inference is correct – there is just not enough information to judge the inference as correct.

The removal of the five-substitution rule in British football will benefit clubs with a smaller roster.

Clubs with more money would prefer the five-substitute rule to continue.

Assumption Made

Assumption Not Made

This is an example of a fallacy that could cause confusion for a candidate – it encourages you to bring in any pre-existing knowledge of football clubs.

It would be easy to assume the assumption has been made when you consider that the more money a club has, the more players they should have on the roster. However, the statement does not make the assumption that the clubs with more money would prefer to continue with the five-substitute rule.

All boys love football. Football is a sport, therefore:

All boys love all sports
Girls do not love football
Boys are more likely to choose to play football than any other sport

In this section we are looking for the conclusion that follows the logic of the statement. In this example, we cannot deduce that girls do not love football, because there is not enough information to support that.

In the same way the conclusion that all boys love all sports does not follow – we are not given enough information to make that assumption. So, the conclusion that follows is 3: boys are more likely to choose football than any other sport because all boys like football.

The British Museum has a range of artefacts on display, including the largest privately owned collection of WWII weaponry.

There is a larger privately owned collection of WWII weaponry in the USA.

Conclusion Follows

Conclusion Does Not Follow

The fact that the collection is in the British Museum does not make a difference to the fact it is the largest private collection – so there cannot be a larger collection elsewhere.

The Department for Education should lower standards in examinations to make it fairer for less able students.

Yes – top grades are too hard for lower-income students
No – less fortunate students are not capable of higher standards
Yes – making the standards lower will benefit all students
No – private school students will suffer if grade standards are lower
The strongest argument is the right answer, not the one that you might personally believe.

In this case, we need to assess which argument is most relevant to the statement. Both 1 and 4 refer to students in particular situations, which isn’t relevant to the statement. The same can be said about 2, so the strongest argument is 3, since it is relevant and addresses the statement given.

Sample Critical Thinking Tests question Test your knowledge!

What implication can be drawn from the information in the passage?

A company’s internal audit revealed that departments with access to advanced analytics tools reported higher levels of strategic decision-making. These departments also showed a higher rate of reaching their quarterly objectives.

Strategic decision-making has no link to the achievement of quarterly objectives.
Access to advanced analytics does not influence a department's ability to make strategic decisions.
Advanced analytics tools are the sole reason for departments reaching their quarterly objectives.
Departments without access to advanced analytics tools are unable to make strategic decisions.
Advanced analytics tools may facilitate better strategic decision-making, which can lead to the achievement of objectives.

After reading the passage below, what conclusion is best supported by the information provided?

Job satisfaction increases when employees start their day earlier.
Starting early may lead to more efficient task completion and less job-related stress.
Workers who start their day later are more efficient at completing tasks.
There is a direct correlation between job satisfaction and starting work early.
The study concludes that job-related stress is unaffected by the start time of the workday.

Based on the passage below, which of the following assumptions is implicit?

Inter-departmental cooperation is the sole factor influencing project completion rates.
The increase in project completion rates is due entirely to the specialized team-building module.
Team-building exercises have no effect on inter-departmental cooperation.
The specialized team-building module may contribute to improvements in inter-departmental cooperation.
Departments that have not undergone the training will experience a decrease in project completion rates.

What is the flaw in the argument presented in the passage below?

The assumption that a casual dress code is suitable for all company types.
High-tech companies have a casual dress code to increase employee productivity specifically.
The argument correctly suggests that a casual dress code will increase employee morale in every company.
Morale and productivity cannot be affected by a company's dress code.
A casual dress code is more important than other factors in determining a company's success.

Which statement is an inference that can be drawn from the passage below?

Telecommuting employees are less productive than on-site workers.
The reduction in operational costs is directly caused by the increase in telecommuting employees.
Telecommuting may have contributed to the decrease in operational costs.
Operational costs are unaffected by employee work locations.
The number of telecommuting employees has no impact on operational costs.

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Critical Thinking Tests Tips

The most important factor in your success will be practice. If you have taken some practice tests, not only will you start to recognise the way questions are worded and become familiar with what each question is looking for, you will also be able to find out whether there are any parts that you need extra practice with.

It is important to find out which test you will be taking, as some generic critical thinking practice tests might not help if you are taking specific publisher tests (see the section below).

2 Fact vs fallacy

Practice questions can also help you recognise the difference between fact and fallacy in the test. A fallacy is simply an error or something misleading in the scenario paragraph that encourages you to choose an invalid argument. This might be a presumption or a misconception, but if it isn’t spotted it can make finding the right answer impossible.

3 Ignore what you already know

There is no need for pre-existing knowledge to be brought into the test, so no research is needed. In fact, it is important that you ignore any subconscious bias when you are considering the questions – you need logic and facts to get the correct answer, not intuition or instinct.

4 Read everything carefully

Read all the given information thoroughly. This might sound straightforward, but knowing that the test is timed can encourage candidates to skip content and risk misunderstanding the content or miss crucial details.

During the test itself, you will receive instructions that will help you to understand what is being asked of you on each section. There is likely to be an example question and answer, so ensure you take the time to read them fully.

5 Stay aware of the time you've taken

This test is usually timed, so don’t spend too long on a question. If you feel it is going to take too much time, leave it and come back to it at the end (if you have time). Critical thinking tests are complex by design, so they do have quite generous time limits.

For further advice, check out our full set of tips for critical thinking tests .

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Critical Thinking Tests FAQs

What are the basics of critical thinking.

In essence, critical thinking is the intellectual process of considering information on its merits, and reaching an analysis or conclusion from that information that can be defended and rationalised with evidence.

How do you know if you have good critical thinking skills?

You are likely to be someone with good critical thinking skills if you can build winning arguments; pick holes in someone’s theory if it’s inconsistent with known facts; reflect on the biases inherent in your own experiences and assumptions; and look at problems using a systematic methodology.

Reviews of our Watson Glaser tests

What our customers say about our Watson Glaser tests

Jozef Bailey

United Kingdom

April 05, 2022

Doesn't cover all aspects of Watson-Glaser tests but useful

The WGCTA uses more categories to assess critical thinking, but this was useful for the inference section.

April 01, 2022

Just practicing for an interview

Good information and liked that it had a countdown clock, to give you that real feel in the test situation.

Jerico Kadhir

March 31, 2022

Aptitude test

It was OK, I didn't understand personally whether or not the "cannot say" option was acceptable or not in a lot of the questions, as it may have been a trick option.

Salvarina Viknesuari

March 15, 2022

I like the test because the platform is simple and engaging while the test itself is different than most of the Watson Glaser tests I've taken.

Alexis Sheridan

March 02, 2022

Some of the ratios were harder than I thought!

I like how clear the design and layout is - makes things very easy (even if the content itself is not!)

Cyril Lekgetho

February 17, 2022

Mental arithmetic

I enjoyed the fact that there were multiple questions pertaining to one passage of information, rather than multiple passages. However I would've appreciated a more varied question type.

Madupoju Manish

February 16, 2022

Analytics are the best questions

I like the test because of its time schedule. The way the questions are prepared makes it easy to crack the original test.

Chelsea Franklin

February 02, 2022

Interesting

I haven't done something like this for ages. Very good for the brain - although I certainly experienced some fog whilst doing it.

[email protected]

January 04, 2022

Population/exchange rates were the hardest

Great test as it felt a bit time pressured. Very different types of questions in terms of difficulty.

faezeh tavakoli

January 02, 2022

More attention to detail + be more time conscious

It was asking about daily stuff we all deal with, but as an assessment it's scrutinising how we approach these problems.

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12 free aptitude questions to ask candidates

Shortlisting applicants using only traditional methods, like resume and cover letter screening, can lead to poorly informed decisions when hiring for a role. For instance, without objectively evaluating their skills, you might progress a candidate who lacks basic numerical skills , verbal reasoning, or problem-solving.

Aptitude testing helps prevent mis-hiring and assesses candidates’ strengths and abilities early on – so you can spend your time and resources on those who demonstrate the competence to succeed in a role.

Many recruiters still struggle to understand what aptitude tests are, what questions to include, and how to add them to a hiring campaign. In this guide, we explain all of this and more. Further, we also provide 12 free assessment test questions to add to your aptitude testing campaign today.

What is an aptitude test, different types of aptitude tests, why should you include aptitude assessments in your hiring campaign, 12 free aptitude test questions and answers to expect , best practices for adding aptitude assessments to your hiring campaign, how to create bulletproof aptitude tests with testgorilla.

An aptitude test is a standardized assessment focusing on an individual’s skills and abilities rather than their existing knowledge or qualifications.

These tests can vary in what skills and competencies they’re assessing, but the most popular tests examine candidates’ natural talents for numerical reasoning, verbal reasoning, spatial reasoning, and problem-solving.

For instance, a verbal reasoning aptitude test can be used to evaluate and recruit a college student or a college graduate for an internship at a law firm. This test assesses their basic ability to understand and draw insights from written statements – an essential skill for the job, thus strengthening and fast-tracking the selection process.

Aptitude assessments are typically timed. They are conducted either online or manually with paper and pen and are commonly used as a screening tool in the early stages of the application process.

Here are a few different types of aptitude tests that you should consider adding to your recruitment process.

Numerical reasoning tests

Numerical reasoning tests evaluate candidates' ability to work with numbers, interpret graphs and charts, and analyze datasets. With the digitization of work and growing focus on data, these tests are widely used across most industries and professions.

Math tests

This type of aptitude test helps assess an individual’s proficiency in basic and advanced mathematical concepts and calculations. We have a range of online pre-employment math assessments , which are particularly useful when hiring for roles in finance, accounting, auditing, tech, and so on.

Spatial reasoning tests

These tests measure a candidate’s ability to visualize and manipulate objects in three-dimensional space. They assess spatial awareness – an aptitude required for roles in engineering, architecture , and other STEM (science, technology, engineering, and math) fields.

Mechanical reasoning tests

These aptitude assessments look at a candidate’s understanding of mechanical and physical concepts and the ability to work with tools and machinery. These are most commonly used to evaluate candidates’ suitability for technical and mechanical roles, such as engineers, carpenters, plumbers, etc.

Verbal reasoning tests

These tests evaluate an applicant’s language skills and comprehension of written information. They aim to measure candidates’ communication and analytical skills, which are required in almost every role and industry.

Reading comprehension tests

You can evaluate an individual’s ability to understand, extract, and interpret information in the form of written text by using reading comprehension tests. With emails, chats, and discussion threads so commonly used today, it’s critical for candidates to effectively communicate through reading and writing.

Problem-solving tests

These tests measure a candidate’s ability to identify and solve complex problems. They’re a great way to assess how candidates can think on their feet and work under pressure to come up with creative solutions to real-world problems.

While these tests can be used across the board, they’re particularly useful when hiring financial analysts, customer service agents, programmers and engineers, and even admin assistants.

Decision-making tests

Assess an individual’s ability to make effective and rational decisions in different scenarios with decision-making tests. This involves evaluating a candidate’s sense of judgment, logical reasoning, and ability to weigh options to reach optimal outcomes. These tests are commonly used when hiring for management and leadership roles.

Let’s take a look at the most robust benefits of using aptitude assessments .

Saves time and resources during the screening process

Aptitude test results tell you which applicants have the innate abilities to learn and succeed in a particular role. This means you don’t have to spend hours sifting through candidate resumes and cover letters or calling candidates by phone to screen them.

Additionally, aptitude testing helps you shortlist candidates early on, ensuring you only interview competent candidates at later stages.

Reduces mis-hiring by providing a holistic view of candidates

Relying on resume and cover letter screening alone can be misleading. There’s no way to verify that candidates genuinely have the skills and abilities required for the job role.

Imagine hiring a head of engineering who is qualified on paper but, once employed, doesn’t exhibit the critical thinking skills needed for the role and lacks the decision-making abilities for effective leadership.

These qualities could have been easily assessed using critical thinking and situational judgment tests.

Using these tests in conjunction with role-specific skills tests, you can ensure that applicants have the skills and technical aptitudes required for the job, reducing your chances of mis-hiring.

Identifies hidden talent

Aptitude tests are a great way to uncover hidden talent. For instance, you can put entry-level candidates through these tests to see where their strengths lie before placing them into specialized roles.

You can also use aptitude tests to assess your existing employees’ natural abilities and talents. Test results could indicate they’re better suited to other roles, enabling you to optimize how work is split based on your employees’ strengths.

Helps to strengthen your employer brand

Providing candidates with feedback is an effective way to improve your employer brand and enhance the candidate experience.

Candidates want transparency on where they stand in the process, why they didn’t make the cut, and guidance on areas for improvement.

By sharing their aptitude test results, you can help them understand their strengths and development areas without spending much of your time writing lengthy feedback emails.

Promotes objective hiring

Hiring is usually plagued with unconscious biases at every stage, from resume screening and interviews to selection.

Aptitude assessments and other pre-employment tests are a great way to make objective hiring decisions. Most tests have right or wrong answers and are scored accurately using software – eliminating the need for human decision-making in the early stages of the application process.

Numerical reasoning

1. What’s the difference between direct and indirect sales across all five teams combined?

A) $11 million, b) $13 million , c) $15 million .

The correct answer is A.

Direct sales of $17 million, $13 million, $16 million, $15 million, and $14 million add up to a total of $75 million.

Indirect sales of $16 million, $17 million, $18 million, $17 million, and $18 million add up to a total of $86 million.

The difference between $75 million and $86 million is $11 million.

2. The store you work at offers a 25% discount on an item priced at $80. But a customer also has a coupon for an additional 10% off. What is the final selling price for the item after applying the coupon?

The final price is $52.

It’s calculated as follows:

$80 - (0.25 x $80) - (0.10 x $80) = $52

3. A company's annual expenses were $1.5 million, and its annual revenue for the same year was $2.2 million. What was the company's profit margin for the year as a percentage?

The profit margin as a percentage is 31.82%

(($2.2 million - $1.5 million) / $2.2 million) x 100 = 31.82%

Spatial reasoning

4. What would the 3D shape look like if you saw it from above?

This is because the height doesn’t matter when looking from above. You will need to imagine a 2D outline of the image from above – which will look like option A.

Mechanical reasoning

5. If gear A makes 50 complete revolutions, how many revolutions will gear B make?

The correct answer is C. Based on the diagram, gear B will make two revolutions for every revolution made by gear A. So gear B will make 50 x 2, which is 100 revolutions.

Verbal reasoning

6. if the first two statements below are true, is the third statement also true (choose one: yes or no), statement 1: all politicians are public speakers., statement 2: some public speakers are lawyers., statement 3: all lawyers are politicians..

No. This is because the first two statements establish that all politicians are public speakers and some public speakers are lawyers, but they don’t provide evidence that all lawyers are politicians.

7. All the flowers in the garden are red roses.

Based on the statement, “there are no flowers in the garden that are not red roses.” is this statement:, c) can’t tell.

The statement asserts that all the flowers in the garden are red roses, meaning there are no other types or colors of flowers in the garden.

Reading Comprehension

Passage for candidates to read:

“In recent years, the rapid advancement of technology has transformed nearly every aspect of our lives. Technology has become an integral part of modern society, from smartphones that serve as personal assistants to autonomous vehicles that navigate our roads. The possibilities seem limitless with the rise of artificial intelligence and the Internet of Things (IoT). However, along with these innovations come challenges related to privacy, cybersecurity, and the ethical use of technology. As technology evolves, individuals and organizations need to adapt and find a balance between convenience and responsibility.”

8. What does the passage suggest about the future of technology?

A) technology has reached its peak and will not advance further., b) the possibilities of technology are limited due to ethical concerns., c) technology will continue to evolve and present both opportunities and challenges., d) society should reject further technological advancements to avoid risks..

The correct answer is C. Technology will continue to evolve and present both opportunities and challenges.

9. Based on the passage, why is finding a balance between convenience and responsibility considered essential as technology evolves?

A) it ensures that technology remains affordable for everyone., b) it prevents the misuse of advanced technology., c) it promotes a sense of nostalgia for older technology., d) it facilitates rapid technological innovation..

The correct answer is B. It prevents the misuse of advanced technology.

Problem-solving

10. imagine you have a box with 12 red balls and eight blue balls. without looking, you draw two balls from the box. what is the probability that you will draw one red ball and one blue ball .

The correct answer is 48/95.

The probability is calculated as follows:

(The number of ways to choose one red ball from 12) x (The number of ways to choose one blue ball from eight) / (Total number of ways to choose two balls from 20)

(12 x 8) / (190)

Decision-making

11. imagine you’re a restaurant owner who receives complaints about slow service. what should you prioritize to improve customer satisfaction, a) cutting food costs , b) offering more menu choices , c) hiring additional servers , d) redecorating the restaurant.

The correct answer is C.

Hiring more servers directly addresses the root problem of slow service.

12. You're the manager of a retail store. Sales have been declining for several months. What should be your initial action?

A) implementing a marketing campaign , b) changing the store's layout , c) reducing employee hours , d) analyzing customer feedback.

The correct answer is D.

Assessing customer feedback will help to identify the underlying causes of declining sales so you can make informed decisions and targeted improvements.

Consider these top tips to add aptitude testing to your hiring process effectively.

Identify and roll out the right tests

You don’t need to put every candidate through each type of aptitude test. Assess job requirements to determine which tests candidates should take during the screening process.

Craft your own questions but leverage online testing platforms

While you can create your own aptitude test questions and answers, don’t rely solely on this method.

Use reputed aptitude testing software, like TestGorilla, to roll out different types of aptitude tests to candidates. The best tools offer a custom questions feature so you can add some of your own questions and the free assessment test questions shared in this guide.

Online aptitude testing saves you time, and questions are carefully crafted by subject-matter experts. Plus, these online tools will automatically score the candidates’ answers, enabling you to quickly and accurately filter out those who don’t have the skills you are looking for.

Use a multi-measure testing approach

While aptitude tests are critical to your hiring campaign, they shouldn’t be the only tools used to assess candidates. The best way to evaluate a candidate’s suitability for a role is to take a multi-measure approach using a combination of screening methods.

For example, TestGorilla has a range of online tests, including:

Role-specific skills tests : To assess technical expertise for a role

Personality and culture add tests : To determine if candidates demonstrate the right behavioral attributes and traits for the role and company

Cognitive ability and aptitude assessments: To evaluate a candidate’s strengths and capabilities to succeed in a role

Online interviews : To observe a candidate’s behaviors and soft skills, such as communication and presentability

Using these tests together can give you a well-rounded and complete view of candidates to make better hiring decisions.

In contrast to resume and cover letter screening, aptitude tests help to objectively assess your applicants’ core capabilities, strengths, and likelihood to excel in a role.

However, it’s not easy to create a well-balanced and robust set of questions for every type of aptitude test. Plus, it’s time-consuming to analyze responses.

TestGorilla is a leading pre-employment screening platform that offers ready-made aptitude tests to evaluate candidates on numerical reasoning, critical thinking, problem-solving, reading comprehension, decision-making, and more.

Explore TestGorilla by signing up for a free plan , scheduling a free 30-minute live demo , or taking a product tour today.

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Pre-Employment Problem Solving Tests

Why problem solving is important in the workplace.

Problems arise in the workplace on a daily basis. The ability to evaluate and resolve problems is a powerful skill that is applicable to a wide variety of positions. Problem solving can take a lot of different forms, including resolving a customer complaint, managing a conflict between coworkers, reallocating funds within a budget, or coming up with ways to improve a product's design. Any employee who is responsible for making decisions, either independently or within a team, will need sharp problem solving skills. Creative problem solving can also lead to new innovations that help businesses grow and evolve, which makes employees who can solve problems incredibly valuable.

Because problem solving is associated with creativity, logic, and reasoning ability, it can be evaluated through employment aptitude tests. . One cognitive aptitude test that employers often use to evaluate problem solving skills is the Criteria Cognitive Aptitude Test (CCAT) , a pre-employment aptitude test that measures an individual's aptitude, or ability to solve problems, digest and apply information, learn new skills, and think critically. The test assesses problem solving ability through math, verbal, and spatial reasoning questions.

Another aptitude test, the Minicog Rapid Assessment Battery (MRAB) , is a series of nine short tests that measure a person's "information processing" functions. Funded by NASA to evaluate the cognitive functions of astronauts, the MRAB administers a fast-paced battery of different problems or tasks for the test-taker to solve. While the CCAT measures general aptitude, the MRAB is more of a test of cognitive fitness that assesses attention skills, concentration, working memory, and problem-solving ability.

If you're an employer interested in previewing these tests, start a 14-day free trial or book a consultation to learn more.

THE BEST TEST PRACTICE

Learn how to pass any reasoning test with my tips, training and free practice tests..

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Free Practice Aptitude Tests

Take 16 free practice aptitude tests . Each test comes with answers and fully explained solutions to each question.

What Is the Saville Wave Test?

The Saville Wave test is a personality questionnaire that comes in different versions to suit all sorts of job roles and levels of seniority.

Created by Saville Assessment, the Wave tests are designed to be the ‘best-in-class predictor of workplace performance and potential’.

They blend digital innovation and science to cover aspects of competency, potential, motivation, talent and preferred company culture in one short assessment.

The Wave tests are usually used in recruitment and selection, but they are also used for talent management and succession planning.

There are two main types of Wave tests used in recruitment:

The Wave Focus Styles
The Wave Professional Styles

A Guide to the Thomas International PPA (and Tips)

It is becoming increasingly common for employers to ask potential new employees to complete a variety of assessments as part of their recruitment processes.

One example of this is the Thomas International PPA assessment , which is a personality test commonly used by employers who are looking for individuals with specific personality types or strengths in defined areas.

In this article, you’ll learn what the Thomas International PPA Test is, what you can expect if you are asked to take the assessment and how your test will be scored.

We have also included plenty of helpful tips and free Thomas International PPA sample test questions to help you prepare ahead of taking the Thomas PPA assessment.

The NWEA MAP Test – Practice Test Guide and Tips

The NWEA MAP Growth Test is used in thousands of schools across the US to assess children academically.

The test can be given three times in a school year and helps teachers to plan their lessons so that children can reach their potential and continue to grow throughout their time in education.

In this article, you will learn more about the different levels of the test and the way it is structured to suit different grades, what types of questions are on the tests and how best to prepare your child for success.

A Guide to the NNAT Test: Examples and Tips

If your child is under the age of 12 and aims to get into a gifted school program, they will most likely be required to take the NNAT test to assess their skills.

If you know that your child is expected to take the exam, you can help them prepare for it by letting them know what to expect.

This article contains the most relevant information concerning the NNAT test, including its purpose, scoring system and levels.

You will also receive plenty of helpful tips on how to help your child prepare for the exam by completing a Naglieri Nonverbal Ability Test sample and working on their weaknesses in each question type.

A Full Guide to the Hogan Business Reasoning Inventory (HBRI) Test + Example Questions + Expert Tips

The Hogan Business Reasoning Inventory (HBRI) is a scientifically-based aptitude test.

It is designed to assess cognitive ability and a candidate’s preferences for using qualitative and quantitative reasoning skills.

The HBRI is a popular tool for pre-employment screening, particularly in the management, sales and marketing sectors.

If you have been asked to take the HBRI, your test results will offer prospective employers insight into your decision-making skills, problem-solving abilities, approach to processing information and ability to learn from past experiences.

In this article, you can learn what to expect when taking the Hogan Business Reasoning Inventory HBRI test, see examples of the type of Hogan Business Reasoning Inventory questions you might be faced with and guidance on how to prepare for the assessment.

The MAP Kindergarten Test is a computer-adaptive test that measures your child’s progress throughout their academic career.

The grades K through 2 tests assess mathematics and reading abilities.

The results from these tests allow teachers to identify the gaps in your child’s knowledge and to better understand their ability to learn and retain information.

The MAP test is administered three times in the academic year to ensure your child’s progress is properly recorded.

A Guide to the Ramsay Mechanical Aptitude Test: Examples & Tips

The Ramsay Mechanical Aptitude Test is used as part of the pre-employment screening process for a number of roles in different industries.

It is an excellent indicator of how well you can learn on the job, as well as your ability to use basic physics principles and mechanical knowledge to solve problems.

In this article, you will learn more about which job roles require completion of the Ramsay MAT as part of the application process, and what different types of tests are available.

The format of the assessment, as well as the number of questions and the time limit, will also be discussed. You’ll also learn how the Ramsay MAT is scored and what happens next.

There will be example questions that are similar to those you are likely to find on the assessment, as well as some top tips for success.

A Guide to the SHL Personality Test with Tailored OPQ32 (& Tips)

The SHL OPQ32 test is the flagship personality test from SHL.

Used by major organizations all over the world, it is considered to be one of the best psychometric assessment tools currently available on the market.

It is a trait-based personality test that is designed to gauge a candidate’s personality attributes and behavioral preferences in the workplace.

A candidate’s test results are analyzed by recruiters, helping them to decide whether a candidate is a good match for the job role they have applied for.

A Guide to the OLSAT Test: Examples & Tips

OLSAT stands for Otis-Lennon School Ability Test.

Children take the test to help schools decide admissions into their gifted-and-talented programs.

Preparing your children for taking the OLSAT is a good idea as it could determine their eligibility and acceptance to extra academic programs that are offered by their schools.

A Guide to the CritiCall 911 Dispatch Test: Examples & Tips

If you are looking for a career working with the emergency services, then becoming a 911 call handler and dispatcher might be just the role for you.

If you can handle working under pressure, helping the public and are able to deal with difficult and uncomfortable situations with a calm head, then you might have what it takes to be the first port of call in an emergency.

Becoming a 911 call handler and dispatcher means you will need to have some very specific skills and abilities, and as part of the recruitment process, you will have the opportunity to demonstrate your suitability by taking the CritiCall 911 dispatch test .

Used throughout the US for recruiting people for 911 roles, the CritiCall test does not assess your previous experience or your knowledge of the role.

Instead, it is designed to assess candidates on the inherent aptitudes that are needed to be successful in the role.

This article will discuss what the CritiCall test is assessing, the types of questions that you are likely to face and what the recruiters will be looking for.

There will be some example questions, as well as details about what mark you will need to achieve to pass the test.

Finally, there are some CritiCall test prep tips to help you prepare for the assessment and what to think about on the day.

A Guide to the McQuaig Word Survey: Examples & Tips

The McQuaig Word Survey is a type of personality assessment.

Survey responses are used to measure a candidate’s key personality traits and compare these with how they are currently behaving in the workplace.

The results from the survey indicate whether a candidate is behaving naturally in their current role, or whether they are making changes to their behaviour.

This article will help you pass the McQuaig Word Survey assessment test by giving you all the tools and practice questions you will need.

The Caliper test is an assessment used by employers to gain a better understanding of a candidate’s personality traits, cognitive abilities and motivations.

The Caliper test is used to help employers predict a candidate's suitability for a role.

In this article, we'll take a detailed look at what the Caliper test is and how it is scored.

We’ll also share some tips on how you can perform at your best when taking your Caliper assessment test.

A Guide to the CCAT Test: Examples & Tips

More and more employers are choosing to use psychometric testing as a part of their recruitment processes as it helps to highlight those candidates who are most likely to be suited to the roles they are looking to fill.

Employers will often use this form of testing when recruiting for mid-to-high level managerial roles or positions that require a specific set of skills.

Using the results of assessments, recruiters and employers are able to see the strengths and skills of individuals as well as being able to predict future performance.

One of the most popular options for psychometric testing is the Criteria Cognitive Aptitude test – more commonly known as the CCAT.

A Guide to the Bennett Mechanical Comprehension Test: Examples & Tips

The Bennett Mechanical Comprehension Test (BMCT) , also referred to as the Bennett Mechanical Aptitude Test, is considered the most popular mechanical aptitude test.

However, it is also believed to be the hardest one to pass.

The BMCT requires you to have a knowledge and understanding of physical principles and answer 55 questions about the application of these concepts within 25 minutes.

You typically need to score in the top 20% of candidates to progress to the next stage of recruitment.

A Guide to the BKSB Assessment Test: Examples & Tips

If you have applied for a job, apprenticeship or college course in the UK or Australia, you may have been asked to complete a Basic and Key Skills Builder or BKSB assessment) .

The initial BKSB assessment determines suitable applicants for an apprenticeship or places a student in the correct class level on a college course. The assessment tests you on your maths and English skills to identify areas that need improvement.

This guide will explain the BKSB assessment in detail, provide example questions, and answer your queries about the test content and format.

There are a variety of tests and assessments that can be used by companies for candidates applying for jobs.

One of those is the Thomas GIA Test .

This article will define what the Thomas GIA Test is and who it is for, in addition to looking at what the test involves, how it is scored and tips for the next chance to pass the test.

You will also find Thomas GIA test examples and explanations for each answer.

A Guide to the ieGAT Test: Examples and Tips

The IE Global Admissions Test (ieGAT) is an entrance exam for the IE University (IEU) in Spain.

It covers numerical , logical and verbal reasoning .

Not every IE program requires an ieGAT score. However, as the programs that do are highly competitive, those who take the ieGAT Test must prepare themselves to achieve the best score possible.

This article will help you understand:

What the ieGAT is
The structure
ieGAT scoring
How to register for the ieGAT
The best ways to prepare

Sova Assessment Testing Guide: Logical Reasoning Answers

More and more companies are introducing psychometric testing as a part of their recruitment processes.

This means that, if you are considering changing careers or applying for a new role within your existing industry, you may need to take an assessment.

One of the most popular tests for corporate employers is the test by Sova Assessment .

Postal Exam 474: Questions, Answers & Expert Tips

The United States Postal Service (USPS) provides extensive career opportunities and seemingly endless possibilities for professional development.

However, anyone looking to work at the USPS must pass a Virtual Entry Assessment designed to find suitable applicants for the role they are trying to fill.

This article covers the Postal Exam 474 , including its main parts, how to pass it and how to prepare for the Virtual Entry Assessment.

Let's start by looking at what exactly the 474 Virtual Entry Assessment is.

A Guide to the Hogan Assessment: Examples & Tips

Developed by Drs Joyce and Robert Hogan in the 1980s, the Hogan assessment is a collection of tests designed to assess personality traits, leadership skills and cognitive abilities.

The Hogan assessment is generally used as a pre-employment test for management roles.

This article will guide you through the online Hogan tests , provide a range of sample questions, discuss how the Hogan Assessment results are calculated and recommend ways that you can prepare to take the Hogan assessment yourself.

The Swift (Saville) Analysis Aptitude Test

If you’ve recently applied for a managerial or executive role, you may have been asked to take a Saville Analysis Aptitude Test , also known as the Swift Aptitude test.

The Swift Analysis Aptitude Test was created by Saville Assessment, which is a huge name in the test publishing market.

The CAT4 cognitive ability test is an examination designed to measure a student’s academic progress.

When the CAT4 test is scored, teachers and parents will be given a summary of the academic potential of the student.

Any student taking the test will be asked questions that will measure their non-verbal reasoning abilities, verbal reasoning skills, quantitative reasoning abilities and spatial awareness .

In this article, you’ll learn more about what types of questions are asked to examine these skills.

How to Pass the Korn Ferry Leadership Potential Assessment (KFALP) in 2024

The Korn Ferry Leadership Potential Assessment (KFALP) is used to test candidates to see if they have the potential to become leaders and managers.

It uses seven different categories, known as Seven Signposts, to assess potential leaders:

Learning Agility
Leadership Traits
Derailment Risks

This article will examine the theory behind the assessment, the different topics that are tested and how the assessment is scored.

There will also be example questions so that you know what to expect when you take the KFALP and some tips to help you score as highly as possible when you take the test.

Pymetrics tests identify specific behavioral characteristics and traits.

This article examines why pymetrics tests are used and what to expect in your assessment.

Tips are included to help you get the best results.

McQuaig Mental Agility Test (MMAT): Examples & Tips 2024

The McQuaig Mental Agility Test (MMAT) is a 15-minute timed test that is designed to assess your ability to think quickly.

In this short test, you will face questions that will allow you to demonstrate your speed of thought and general mental agility, which are useful aptitudes when it comes to many jobs in different industries.

In this article, find out more about the structure of the test, the different types of McQuaig Mental Agility test questions and what to expect on the day. You’ll also get some mental agility practice test questions and top tips to help you be successful in the MMAT.

A Guide to the FBI Phase 1 Test (Examples & Tips)

The Federal Bureau of Investigation (FBI) is responsible for the enforcement of federal law and the protection of national security in the US.

Working for the FBI can be highly stressful. As a special agent for the FBI, the working week is likely to be 50 hours or more.

Special agents must be willing to be based anywhere in the world. They are expected to carry a firearm and work in potentially dangerous situations.

With this in mind, the FBI has a rigorous application and selection process for potential new recruits. It can take more than 20 months to complete the entire process and commence employment with the FBI.

A Guide to the USPS Postal Exam 955 – Examples & Tips

This guide to the USPS postal exam 955 will take you through the different sections of the test, including example questions, provide tips on how you can prepare for the exam and answer several frequently asked questions.

The USPS postal exam 955 is used to screen applicants for mechanic and technician positions , such as electronic technicians or motor vehicle mechanics. It also sometimes referred to as the postal maintenance 955 exam, USPS maintenance mechanic 955 test or the 955 maintenance exam.

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.

Postal Exam: USPS Virtual Entry Assessment – MP 476

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.

SHL Verbal Reasoning Tests: A Rough Guide

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.

What Is an IQ Test? (with Example Questions and Answers)

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.

How to Cheat on the GMAT and Why You Shouldn’t: GMAT Prep Guide

Considering cheating on your GMAT (Graduate Management Admission Test) Exam?

Want to know how to do it, if you should do it and what the consequences will be?

Well you came to the right place!

Read on to find out more about cheating on the GMAT exam, but be warned...

... it's certainly not something I advise!

3 Best Online Aptitude Test Preparation Websites (3 Free sites + 3 Paid sites)

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: 10 Sample Questions and Answers

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.

Cognify Tests: Game Based Assessments Explained

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.

Train Driver Tests Guide: with Example Questions + Answers

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.

Predictive Index Tests Fully Explained [With Example Questions + Answers]

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.

Mechanical Aptitude Test: Preparation, Practice & Example Test Questions

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!

Cognitive Ability Tests: Practice Test Questions, Answers & Explanations

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 JobTestPrep .

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

Ace Your Deductive Reasoning Test with Example Questions

Have you been asked to take a Deductive Reasoning test as part of an upcoming interview process?

Continue reading to find out more about this type of test, including:

Why employers use Deductive Reasoning Tests.
How you can improve your performance at Deductive Tests.
What types of questions you will be asked during the Test.

What Is A Deductive Reasoning Test?

Logical thinking or deductive reasoning tests are used by employers to measure an applicant’s ability to make logical arguments and form sound conclusions.

During this type of test, you will be presented with a variety of scenarios, statements and arguments for which you will need to apply a given set of rules to determine the validity of the corresponding conclusion.

Spatial Awareness Tests: Example Questions & Answers (2024)

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.

15 Free Psychometric Test Questions and Answers

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.

Capp Assessment Tests: Numerical, Verbal + Critical Reasoning

As Capp Assessment Tests become more common perhaps you have encountered one for the first time.

This can be a bit daunting and, since they look and feel a bit different to more traditional psychometric reasoning tests, it isn’t necessarily obvious what you need to do to be successful…

Don’t worry.

With the insight and tips we share with you below, you’ll be smashing your tests in no time.

FREE BONUS: Get free unlimited access to Capp test practice (for 30 minutes) on our partner website JobTestPrep.

What are Capp Assessment Tests?

Capp are a consultancy and psychometric test publisher who specialise in Strengths Based Assessments.

They also offer a number of different psychometric tests that are widely used many major organisations including Google, Atkins, Amazon and RBS.

Their Assessment Tests include critical reasoning, numerical reasoning, verbal reasoning .

Psychometric reasoning tests like these are very common.

This is because they are a cheap and efficient way for organisations to identify candidates who aren’t likely to be able to succeed in a particular job.

Because they are often used to filter candidates out of application processes, they are sometimes called screening tests or gateway tests.

Candidates like you have to achieve a particular level of performance in order to progress in the selection process.

With practice you can dramatically improve your performance. Practice is the best way to improve your test scores.

In the rest of this article we’ll show you how the tests work, suggest how you can prepare, and then direct you towards some practice tests so that when the big day comes you are ready.

Before you do anything else, take a look at the Capp website , where you can take free practice tests.

How do Psychometric Reasoning Tests Work?

In general, psychometric reasoning tests challenge users to answer a series of questions and compare their performance on a test with the average performance level of a reference or ‘norm’ group.

This is typically made up of individual with similar characteristics, such as education level, nationality or workplace seniority.

If you do better than most of the norm group you will receive a high score, whereas a low score suggests that your performance was weaker than most of the norm group.

Usually, a minimum standard of performance necessary for success in a role is identified at the start of an assessment process, and all candidates that don’t meet this level will be unable to progress through the process.

What makes Capp Assessment Tests Different?

Capp Assessments are ‘Next Generation’ psychometric aptitude tests ; this means they might look and feel a bit different to other psychometric tests you have completed in the past.

The main difference between the Capp tests and more traditional psychometric ability tests is that the Capp tests are responsive.

This means that the actual questions presented to a candidate will depend upon their performance on the previous questions.

Capp say that the responsiveness of their tests and the size of their question bank mean that the chances of two candidates taking exactly the same test is currently less than one in a billion .

In practice, this means that if you’ve been able to quickly and accurately solve the previous questions, you can expect to be presented with incrementally more challenging questions.

By contrast, if you have made a number of errors, the test will present questions at a lower level.

The aim of the tests is to work out what your maximum ability is. Or put another way, what the most challenging level you are capable of working at is.

Another thing that makes Capp Tests feel different is that they have no time limit (although the time you take to complete the test does effect the score so you still need to work as quickly as you can).

This takes a bit of the pressure off and can make taking these tests rather less stressful than others.

Finally, the variety of question types and the format of the questions in Capp Tests can be different to those used by more traditional test publishers.

Let’s take a closer look at this:

Numerical Reasoning Tests

Traditionally numerical reasoning tests require candidates to select the correct answer from a number of potential options.

The Capp numerical reasoning test still does this, but it also requires candidates to rank potential answers or to type their answer into a free-text box.

This makes it harder to guess the correct answers.

Verbal Reasoning Tests

Verbal reasoning tests typically give you a passage of text to read and then ask you whether a number of subsequent statements are true or false, based on the information contained in the passage.

This question type is included within the Capp Verbal Reasoning Test, but there are also a number of different question formats included.

This means that as well as testing verbal reasoning, the Capp test can also assess verbal dexterity, comprehension, interpretation, and adaptability.

As well as traditional multiple choice questions, the test also presents:

Free text editing : This type of question requires you to type your answers directly into the question. You might be asked to correct spellings or grammar, or edit a passage of text.
Bucket sort : You will be presented with two categories/styles of writing; your task is to place each item presented to the category/style of writing that it best fits.
Drag and Drop : This type of question requires you to drag statements or words to the place that they best fit.
Ranking : These questions can be quite subtle and require you to really understand the nuance of language and language use. You will be presented with a number of statements and asked to rank these based on some feature of the text, such as positivity.
Selecting the most appropriate word to fill in the sentence : You will be presented with a passage of text with a number of blanks in it, for each blank space you must select the most appropriate word to fill the space from a drop down menu.

Critical Reasoning Tests

The Capp Critical Reasoning test evaluates your ability to think critically in a number of ways.

In each instance, a passage of information is presented followed by a series of statements, your task is to select the appropriate response from the drop down menu.

Questions focus around five areas:

Inference: rating the probability of truth of inferences based on given information
Recognition of assumptions: identifying unstated assumptions underlying given statements
Deduction: determining whether conclusions follow logically from given information
Interpretation: weighing evidence and deciding if generalisations or conclusions based on data are warranted
Evaluation of arguments: evaluating the strength and relevance of arguments with respect to a particular question or issue.

How to Cheat on SHL CEB Reasoning Tests (and Why You Shouldn't!)

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..

Don't cheat!

Practice... it's the only legitimate way to improve your scores, you'll sleep better at night and probably get better results in your tests too.

Still want to read about how to cheat on a test?

The Expert Guide to Numerical Tests (+ Practice Tests + 5 Top Tips to Pass Every Time)

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 Best Logical Reasoning Practice Test Prep

Logical reasoning tests are a little different to your average psychometric test .

With this type of assessment, there are many different variations so it is sometimes difficult to determine which aspect of logical reasoning you will be assessed on.

With this guide, you’ll learn the difference between inductive and deductive reasoning tests , and some tips for maximising performance.

Designed to evaluate how you interpret patterns, shapes, numbers and other data to reach logical conclusions, the assessments are used across a number of different sectors at all levels of recruitment from entry right up to managerial positions.

In-Tray & E-Tray Exercises, Prep Guide 2024

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.

Aptitude Tests: An Honest Introduction for Jobseekers

Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for success in the role.

The tests are used to see if a candidate has the skills necessary to do the job.

Aptitude tests are standardized, for the most part, and the results of all the candidates are compared to each other to see which candidate may be the best for the job.

Aptitude tests provide employers with a quick way to assess a candidate’s ability to perform in high-pressure situations and think in critical ways as they would if they were on the job.

Situational Judgement Tests: A Complete Guide (With Practice Questions)

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 Test: How to Get Top Scores on Any Test, Every Time

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: O Guia Completo + Testes Práticas

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).

Dicas Para O Teste SHL (Atualização De 2024): Como Obter As Melhores Pontuações Em Todos Os Testes, Todas As Vezes.

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.

Mejorar en las pruebas de razonamiento inductivo

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.

La Guía Completa de Pruebas Psicométricas (Edición 2024)

¿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.

Pruebas de razonamiento verbal: Guía experta 2024 (con ejemplos de preguntas y respuestas de las pruebas)

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: Erreiche den 99%-Bereich (2024 Artikel-Update)

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.

A Guide to the Microsoft Excel Test 2024: Preparation, Practice & Example Test Questions

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.

A Guide to the Cubiks Test: Tips & Example Questions

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.

Deductive Reasoning Practice: Test & Guide 2024

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:

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 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.

Watson Glaser Critical Thinking Practice Test 2024

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

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.

A Guide to the AON Assessment Test: with Tips

'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.

Study Guide for the CogAT Grade 4 Test: with Practice Tips

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?

A Guide to the IKM Assessment Test: Tips & Examples

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.

A Guide to the CAT4 Test Level D: Tips & Examples

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.

A Guide to the Delta Assessment Test with Tips

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.

A Guide to the Deloitte Immersive Online Assessment: Examples & Tips

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.

A Guide to the Crossover Cognitive Aptitude Test: Tips & Examples

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.

A Guide to the CogAT Test Grade 3: Examples & Tips

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.

A Study Guide for the 2nd Grade MAP Test: with Tips

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.

Study Guide for the NEO Personality Inventory Test: with Tips

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.

A Guide to the Air Traffic Controller Test: Examples & Tips

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.

A Guide to the Clifton Strengths Test: Examples & Tips

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.

A Guide to the Police Psychological Exam: Examples & Tips

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.

A Full Guide to the Capital One Assessments & Interview

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:

A Full Guide to the CogAT Test 2nd Grade: Examples & Tips

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.

A Guide to the CogAT Test 6th Grade: with Examples & Tips

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.

A Study Guide for the Procter and Gamble Assessment Test: with Tips

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.

A Study Guide for the Renaissance Star Test: with Tips

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 .

A Map Test Grade 6 Study Guide: with Tips

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 .

CCAT Test Grade 3 Study Guide: with Tips

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.

A Guide to the PI Cognitive Assessment: and Tips

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.

A Guide to Raven's Progressive Matrices Test: Tips & Examples

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.

A Study Guide for the USPS 477 Exam: With Practice Tips

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.

HESI Exam Score Range and Passing Scores – Ultimate Guide For Nursing Students

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.

CogAT Kindergarten Test – A Comprehensive 2024 Study Guide

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.

Everything You Need to Know About the 2024 ATI TEAS Test

The ATI TEAS Test , also known as the Test of Essential Academic Skills, is an important exam for students looking to pursue a career in the healthcare field. The most recent version is the ATI TEAS 7.

This comprehensive exam assesses a student's knowledge in various areas, including reading, math, science and English language usage.

If you're planning to take the ATI TEAS Test in 2024, it's essential to understand what the exam entails and how to best prepare for it.

In this article, we'll cover everything you need to know about the 2024 ATI TEAS Test.

$ATI TEAS 7 Math Test – Ultimate Guide Plus Practice Questions for 2024$

The ATI TEAS 7 Math Test is a crucial component of the ATI TEAS exam, which is widely used by nursing and allied health schools to assess prospective students' academic readiness for their programs.

In this comprehensive guide, you will delve into various aspects of the TEAS Maths 7 Test, including what it entails, when it is taken, ATI TEAS math practice test questions to help you prepare, and tips for success.

So, let's dive right in!

1st Grade CogAT Test – Practice Questions, Study Guide and Tips for 2024

The 1st Grade CogAT test is an important assessment that measures a child's cognitive abilities. It is designed to identify a child's strengths and weaknesses in areas such as verbal, quantitative, and non-verbal reasoning.

This article will provide you with a comprehensive guide on understanding and preparing for the 1st Grade CogAT Test.

Practice Free CogAT Kindergarten Test Sample Questions

The CogAT (Cognitive Abilities Test) for Kindergarten is an assessment designed to evaluate the cognitive development and problem-solving abilities of young children.

Typically, this version of the test is tailored to children around five to six years old who are attending kindergarten.

The test is typically used for educational placement, identifying gifted and talented students, and understanding a child's cognitive strengths and weaknesses. It can be administered individually or in groups, and is often used by schools to tailor instruction to better meet the educational needs of their students.

Understanding the results of the CogAT can help educators and parents support the child's learning and development more effectively, by identifying areas where the child excels or may need additional focus.

In this article, you’ll find practice CoGAT Kindergarten practice test questions and tips to help your child prepare for the big day.

Practice Free CogAT Grade 5 Test Sample Questions

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.

A Full Guide to the CogAT Test 5th Grade: Examples & Tips

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 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

Practice a Free STAAR Test and Prepare for the Exam

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.

Renaissance Star Early Literacy Test – Ultimate Study Guide For 2024

The STAR Early Literacy Test is an assessment tool used to measure children’s early literacy skills. It forms part of the wider Renaissance STAR (Standardized Test for the Assessment of Reading) assessment system by Renaissance Learning.

The STAR Early Literacy Assessment is mostly used to test students from pre-kindergarten to grade 3.

The test is designed to assess the following areas of early literacy:

Phonemic awareness
General vocabulary
Comprehension
Reading ability
Early numeracy skills

STAR Early Literacy is a computer-adaptive test. This means that the difficulty of the questions adjusts according to a student’s responses.

The adaptive element of the test allows for more precise results and a better insight into a student’s overall literacy skills.

Word games are a great way to help your child prepare for the STAR Early Literacy Test.

You should also encourage your child to read daily.

You may wish to build this into their routine at certain times of the day. For example, reading before going to bed is often a good way to unwind.

If you are looking for other ways to help your child prepare, you can help them practice their time management skills, talk to them about maintaining a positive attitude towards the test and ensure they are getting sufficient rest.

7 Best Resume Writing Services: Professional & Convenient

The 7 best rated resume writing services:

TopResume – Best for personalized expertise
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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.

WISC-V (Wechsler Intelligence Scale for Children) Test & 2024 Study Guide for Parents

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!

Understanding Your Kid’s Renaissance Star Test Scores – A Complete Guide

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.

CogAT Test Scores: Understanding Your CogAT Score

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:

MAP Test Scores: Understand Your MAP Score

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.

SSAT Score Chart – Range, Results, Chart, Percentiles & More

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.

As with other careers, joining the US military comes with its own set of recruitment processes, one of which is taking the ASVAB test .

If you’ve been looking to pursue a career in the US military, then it might be a test you’ve become familiar with or heard of before. It is an exam a recruiter will advise you to take prior to joining the armed forces.

The ASVAB , otherwise known as the Armed Services Vocational Aptitude Battery , is a test the armed services use to determine which part of the US military you will be most suited to join.

Within this article we will discuss what your ASVAB score means and what score counts as a good ASVAB score .

Good ASVAB Score Defined

Whether you’re looking to join the Coast Guard, Army, Marine Corps or another sector within the US military, each branch will require its candidates to score a minimum amount to qualify for that specific area.

It is important to note that there is no single ASVAB score , and you will normally receive a variety of different scores on your final report.

How to Crack the Microsoft Codility Test in 2024

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.

How to Prepare For The Smarter Balanced Test (SBAC) – A Detailed 2024 Study Guide with Practice Questions

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.

How to Pass the FCTC Written Test in 2024

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.

Marines ASVAB Test: Requirements and Positions

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.

How to Pass the PiCAT Verification Test in 2024

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.

What Is the Mettl Test & How to Pass It in 2024

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.

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.

i-Ready Diagnostic Test – Prep Guide for 2024

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.

What Is the HSBC Online Immersive Assessment? 2024 Guide

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

Electronic Data Processing Test (EDPT): Study Guide & Practice Tips

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.

Minnesota Multiphasic Personality Inventory (MMPI) – 2024 Guide

What Is the MMPI Assessment?

The Minnesota Multiphasic Personality Inventory (MMPI) is one of the most widely used assessment tools used to help clinically diagnose mental health disorders.

Originally developed in the late 1930s, it is used by mental health professionals, lawyers and even in some cases by employers when they are hiring for positions that are considered to be high-risk, such as working in the police, in nuclear power plants or in air traffic control.

The MMPI is a self-reporting tool that is administered by professionals, and during the assessment, you will be asked to answer hundreds of true/false questions, which help paint a picture of your mental health and your personality traits.

As a diagnosis tool, the MMPI is considered to be clinically accurate. It has been updated multiple times over the years to make it more relevant, especially in terms of cultural sensitivity.

The MMPI offers results that show on a scale what symptoms a person has, and what mental health problems that could be indicative of.

In addition, the MMPI is usually used in tandem with other diagnosis tools to provide a clear picture of a person's mental health.

How to Pass the ACCUPLACER Reading Comprehension Test in 2024

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.

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Critical Thinking Test: Online Preparation & Free Practice Questions – 2024

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Free Example Questions

What Is Critical Thinking?

Critical thinking is a form of decision making and reasoning using data and observations. Someone who is a strong critical thinker can find quality solutions efficiently and can evaluate issues objectively.

What Is a Critical Thinking Test?

Critical thinking tests provide companies valuable insight into the leadership, reasoning, and overall capabilities of candidates. Because strong critical thinking skills are highly sought after, the critical thinking test can be applicable to any field and discipline across multiple levels of expertise from recent graduate to executive. However, it is commonly administered to those applying for criminal justice and business-related occupations.

Job seekers with upcoming critical thinking tests will be evaluated on more than their ability to rationalize, critical thinking tests also measure the following subsets:

Organizing & Planning
Strategizing
Decision Making
Problem Solving

The format of the critical thinking uses hypothetical scenarios to assess candidates. The scenarios are typically relevant to the field you are interested in to assess your knowledge of the role. There will also be general questions concerning more basic issues or problems that commonly occur in a workplace environment.

The critical thinking test is multiple-choice with thirty minutes to complete the assessment. Candidates will receive a notification stating whether or not they passed within a week of completion.

How Is the Critical Thinking Test Scored?

The critical reasoning test is scored based on your raw score and your percentile in comparison with your norm group. It’s important to note that these will not be the same number.

A norm group is a collection of scores from individuals in your field at your level of experience. The percentile score is used to alert employers if you exceed, meet or miss the benchmark for the average expectations of candidates. You will be rated on a scale of one to one hundred with fifty consisting of the mean and median scores.

A raw score is simply the number of correct answers. The critical thinking test comprises your raw score based on the performance in the following areas:

Recognizing Assumptions The candidate must be able to understand when a statement is made with no supporting evidence and how this can affect a decision. Further, candidates are asked to identify these discrepancies, whether they are stated explicitly or implicitly, and assess its relevance to the given scenario.
Evaluating Arguments Candidates must evaluate arguments without considering inferences or being subjective. Beyond that, candidates must assess the supporting evidence, the structure of the argument and the degree of its influence. It is very important to dismiss emotions for this portion of the critical thinking test.
Drawing Conclusions Drawing conclusions puts a large emphasis on reasoning. In this section, it’s important to assess all of the available evidence and data to form a plausible conclusion that accurately applies to all the given information. Employers also want to see candidates that will consider all possible solutions rather than making the evidence fit a desired narrative.

Employers will receive all of this information in a performance report construed by the assessment company. Employers will also be given insight into your overall potential, job knowledge, creativity and job performance per the report.

Where Will I Take a Critical Thinking Test?

Critical thinking tests are non-proctored online assessments that are typically sent via email after an initial screening. For some occupations, the company may ask that the candidate take the critical thinking test again on-site either before their final interview or during an assessment day. The most common test candidates are asked to take is the Watson Glaser Critical Thinking Appraisal (WGCTA) created by the popular assessment company, Pearson . This assessment company is on their third edition with new scoring and subsets described above. The WGCTA gained popularity because of its ability to assess a candidate’s potential alongside their aptitude. Another established assessment is the SHL Critical Reasoning Battery that contains sixty questions with a thirty-minute time limit. Both of the aforementioned critical thinking tests are multiple choice.

How to Prepare for the Critical Thinking Test?

The critical thinking test is difficult to study for because the test is designed to assess your bare knowledge and raw skills. In order to prepare successfully, it is important to focus on the areas of the test that you can equip yourself for. One aspect of the test that demands preparation is the time limit. Many candidates’ scores are negatively impacted because they skip or guess too many of the questions in an attempt to beat the clock. If you want to optimize your chances of achieving a good score, use online practice tests to acquaint yourself with the time constraint and the general theme of the questions. By utilizing the online practice tests, you can find the pace that works best for you. Another helpful way to prepare is running through sample questions. This way, you can warm-up your brain and gain an understanding of the expectations that both the test and the company have of you.

Free Sample Questions to Practice

Look over her past quizzes to see what she missed.
Set aside more time during the week to review the material for the quiz.
Get to class on early Wednesday and briefly look over the chapters.
Get a good night’s sleep.
Parents should find an alternative way to get their kids to school next week.
The premiums must be over-priced.
Collective bargaining is no longer a feasible solution.
Their employers are being unreasonable.
People in Hawaii dislike living on an island.
Colder climates induce more happiness than warmer climates.
The high scores on the Alaska survey were produced by people who enjoy snow.
People in Hawaii should move to Alaska.
Jenny’s credit card was declined at the mall.
Jenny’s bank keeps charging her $30 overdraft fees.
Jenny’s check bounced when she attempted to purchase a new TV.
Jenny spends more money than she makes.
Lori has thirty cans of soda in a refrigerator in her garage and another fourteen sitting on the counter. Lori does not have anymore cans of soda. Therefore, Lori has 44 cans of soda.
The accounting department loves math. My friend works in the accounting department. My friend loves math.
Everyone southbound on the freeway yesterday was late to work. Jackie was southbound on the freeway. Jackie was late to work.
Adrian lives in either Springfield, California, or Springfield, Illinois. If he lives in Illinois, then he is an American.

Aptitude Tests

Aptitude Tests Guide
Numerical Reasoning Test
Verbal Reasoning Test
Cognitive Ability Test
Critical Thinking Test
Logical Reasoning Test
Spatial Reasoning Test
Technical Aptitude Test
Inductive Reasoning Test
Analytical Reasoning Test
Deductive Reasoning Test
Mechanical Reasoning Test
Non-Verbal Reasoning Tests
Diagrammatic Reasoning Test
Concentration Assessment Test
Finance Reasoning Aptitude Test
Fault Finding (Fault Diagnosis) Test
Senior Management Aptitude Tests
Error Checking Tests
In-Basket Exercise

HYPOTHESIS AND THEORY article

Intelligence and creativity in problem solving: the importance of test features in cognition research.

$\r\nSaskia Jaarsveld*$

Center for Cognitive Science, Cognitive and Developmental Psychology Unit, University of Kaiserslautern, Kaiserslautern, Germany

This paper discusses the importance of three features of psychometric tests for cognition research: construct definition, problem space, and knowledge domain. Definition of constructs, e.g., intelligence or creativity, forms the theoretical basis for test construction. Problem space, being well or ill-defined, is determined by the cognitive abilities considered to belong to the constructs, e.g., convergent thinking to intelligence, divergent thinking to creativity. Knowledge domain and the possibilities it offers cognition are reflected in test results. We argue that (a) comparing results of tests with different problem spaces is more informative when cognition operates in both tests on an identical knowledge domain, and (b) intertwining of abilities related to both constructs can only be expected in tests developed to instigate such a process. Test features should guarantee that abilities can contribute to self-generated and goal-directed processes bringing forth solutions that are both new and applicable. We propose and discuss a test example that was developed to address these issues.

Much of cognition research is based on psychometric tests, such as tests assessing the constructs of intelligence or creativity. We argue that three test features must be explicitly considered, however, in order to reliably infer from individual’s test performance the underlying cognitive processes. These three test features are: definition of the construct, problem space , and knowledge domain .

The definition of the construct a test is to measure is most important in test construction and application, because cognitive processes reflect the possibilities a task offers. For instance, a test constructed to assess intelligence will operationalize the definition of this construct, being, in short, finding the correct answer. Also, the definition of a construct becomes important when selecting tests for the confirmation of a specific hypothesis. One can only find confirmation for a hypothesis if the chosen task instigates the necessary cognitive operations. For instance, in trying to confirm the assumed intertwining of certain cognitive abilities (e.g., convergent thinking and divergent thinking), tasks should be applied that have shown to yield the necessary cognitive process.

The second test feature, problem space , determines the degrees of freedom cognition has to its disposal in solving a problem. For instance, cognition will go through a wider search path when problem constraints are less well defined and, consequently, data will differ accordingly.

The third test feature, knowledge domain , is important when comparing results from two different tests. When tests differ in problem space, it is not advisable they should differ in knowledge domain. For instance, when studying the differences in cognitive abilities between tests constructed to asses convergent thinking (mostly defined problem space) and divergent thinking (mostly ill-defined problem space), in general test practice, both tests also differ in knowledge domain. Hence, data will reflect cognition operating not only in different problem spaces, but also operating on different knowledge domains, which makes the interpretation of results ambiguous.

The proposed approach for test development and test application holds the promise of, firstly, studying cognitive abilities in different problem spaces while operating on an identical knowledge domain. Although cognitions’ operations have been studied extensively and superbly in both contexts separately, they have rarely been studied in test situations where one or the other test feature is controlled for. The proposed approach also presents a unique method for studying thinking processes in which cognitive abilities intertwine. On the basis of defined abilities, tasks can be developed that have a higher probability of yielding the hypothesized results.

The construct of intelligence is defined as the ability to produce the single best (or correct) answer to a clearly defined question, such as a proof to a theorem ( Simon, 1973 ). It may also be seen as a domain-general ability ( g -factor; Spearman, 1904 ; Cattell, 1967 ) that has much in common with meta cognitive functions, such as metacognitive knowledge, metacognitive monitoring, and metacognitive control ( Saraç et al., 2014 ).

The construct of creativity, in contrast, is defined as the ability to innovate and move beyond what is already known ( Wertheimer, 1945/1968 ; Ghiselin, 1952/1985 ; Vernon, 1970 ). In other words, it emphasizes the aspect of innovation. This involves the ability to consider things from an uncommon perspective, transcend the old order ( Ghiselin, 1952/1985 ; Chi, 1997 ; Ward, 2007 ), and explore loosely associated ideas ( Guilford, 1950 ; Mednick, 1962 ; Koestler, 1964 ; Gentner, 1983 ; Boden, 1990 ; Christensen, 2007 ). Creativity could also be defined as the ability to generate a solution to problems with ill-defined problem spaces ( Wertheimer, 1945/1968 ; Getzels and Csikszentmihalyi, 1976 ). In this sense it involves the ability to identify problematic aspects of a given situation ( Ghiselin, 1952/1985 ) and, in a wider sense, the ability to define completely new problems ( Getzels, 1975 , 1987 ).

Guilford (1956) introduced the constructs of convergent thinking and divergent thinking abilities. Both thinking abilities are important because they allow us insights in human problem solving. On the basis of their definitions convergent and divergent thinking help us to structurally study human cognitive operations in different situations and over different developmental stages. Convergent thinking is defined as the ability to apply conventional and logical search, recognition, and decision-making strategies to stored information in order to produce an already known answer ( Cropley, 2006 ). Divergent thinking, by contrast, is defined as the ability to produce new approaches and original ideas by forming unexpected combinations from available information and by applying such abilities as semantic flexibility, and fluency of association, ideation, and transformation ( Guilford, 1959 , as cited in Cropley, 2006 , p. 1). Divergent thinking brings forth answers that may never have existed before and are often novel, unusual, or surprising ( Cropley, 2006 ).

Guilford (1967) introduced convergent and divergent thinking as part of a set of five operations that apply in his Structure of Intellect model (SOI model) on six products and four kinds of content, to produce 120 different factors of cognitive abilities. With the SOI model Guilford wanted to give the construct of intelligence a comprehensive model. He wanted the model to include all aspects of intelligence, many of which had been seriously neglected in traditional intelligence testing because of a persistent adherence to the belief in Spearman’s g ( Guilford, 1967 , p. vii). Hence, Guilford envisaged cognition to embrace, among other abilities, both convergent and divergent thinking abilities. After these new constructs were introduced and defined, tests for convergent and divergent thinking emerged. Despite the fact that Guilford reported significant loadings of tests for divergent production on tests constructed to measure convergent production ( Guilford, 1967 , p. 155), over the years, both modes of thinking were considered as separate identities where convergent thinking tests associated with intelligence and divergent thinking tests with creativity ( Cropley, 2006 ; Shye and Yuhas, 2004 ). Even intelligence tests that assess aspects of intelligence that supposedly reflect creative abilities do not actually measure creativity ( Kaufman, 2015 ).

The idea that both convergent and divergent thinking are important for solving problems, and that intelligence helps in the creative process, is not really new. In literature we find models of the creative process that define certain stages to convergent and divergent thinking; the stages of purposeful preparation at the start and those of critical verification at the end of the process, respectively ( Wallas, 1926 ; Webb Young , 1939/2003 ). In this view, divergent thinking enables the generation of new ideas whereas the exploratory activities of convergent thinking enable the conversion of ideas into something new and appropriate ( Cropley and Cropley, 2008 ).

We argue that studying the abilities of divergent and convergent thinking in isolation does not suffice to give us complete insight of all possible aspects of human problem solving, its constituent abilities and the structure of its processes. Processes that in a sequence of thoughts and actions lead to novel and adaptive productions ( Lubart, 2001 ) are more demanding of cognition for understanding the situation at hand and planning a path to a possible solution, than abilities involved in less complex situations ( Jaušovec, 1999 ). Processes that yield self-generated and goal-directed thought are the most complex cognitive processes that can be studied ( Beaty et al., 2016 ). Creative cognition literature is moving toward the view that especially in those processes that yield original and appropriate solutions within a specific context, convergent and divergent abilities intertwine ( Cropley, 2006 ; Ward, 2007 ; Gabora, 2010 ).

The approach of intertwining cognitive abilities is also developed within cognitive neuroscience by focusing on the intertwining of brain networks ( Beaty et al., 2016 ). In this approach divergent thinking relates to the default brain network. This network operates in defocused or associative mode of thought yielding spontaneous and self-generated cognition ( Beaty et al., 2015 ). Convergent thinking relates to the executive control network operating in focused or analytic modes of thought, yielding updating, shifting, and inhibition ( Benedek et al., 2014 ). Defocused attention theory ( Mendelssohn, 1976 ) states that less creative individuals operate with a more focused attention than do creative individuals. This theory argues that e.g., attending to two things at the same time, might result in one analogy, while attending to four things might yield six analogies ( Martindale, 1999 ).

In the process of shifting back and forth along the spectrum between associative and analytic modes of thinking, the fruits of associative thought become ingredients for analytic thought processes, and vice versa ( Gabora, 2010 ). In this process, mental imagery is involved as one sensory aspect of the human ability to gather and process information ( Jung and Haier, 2013 ). Mental imagery is fed by scenes in the environment that provide crucial visual clues for creative problem solving and actuates the need for sketching ( Verstijnen et al., 2001 ).

Creative problem solving processes often involve an interactive relationship between imagining, sketching, and evaluating the result of the sketch ( van Leeuwen et al., 1999 ). This interactive process evolves within a type of imagery called “visual reasoning” where forms and shapes are manipulated in order to specify the configurations and properties of the design entities ( Goldschmidt, 2013 ). The originality of inventions is predicted by the application of visualization, whereas their practicality is predicted by the vividness of imagery ( Palmiero et al., 2015 ). Imaginative thought processes emerge from our conceptual knowledge of the world that is represented in our semantic memory system. In constrained divergent thinking, the neural correlates of this semantic memory system partially overlap with those of the creative cognition system ( Abraham and Bubic, 2015 ).

Studies of convergent and divergent thinking abilities have yielded innumerable valuable insights on the cognitive and neurological aspects involved, e.g., reaction times, strategies, brain areas involved, mental representations, and short and long time memory components. Studies on the relationship between both constructs suggest that it is unlikely that individuals employ similar cognitive strategies when solving more convergent than more divergent thinking tasks ( Jaušovec, 2000 ). However, to arrive at a quality formulation the creative process cannot do without the application of both, convergent and divergent thinking abilities (e.g., Kaufmann, 2003 ; Runco, 2003 ; Sternberg, 2005 ; Dietrich, 2007 ; Cropley and Cropley, 2008 ; Silvia et al., 2013 ; Jung, 2014 ).

When it is our aim to study the networks addressed by the intertwining of convergent and divergent thinking processes that are considered to operate when new, original, and yet appropriate solutions are generated, then traditional thinking tests like intelligence tests and creativity tests are not appropriate; they yield processes related to the definition of one or the other type of construct.

Creative Reasoning Task

According to the new insights gained in cognition research, we need tasks that are developed with the aim to instigate precisely the kind of thinking processes we are looking for. Tasks should also provide a method of scoring independently the contribution of convergent and divergent thinking. As one possible solution for such tasks we present the Creative Reasoning Task (CRT; Jaarsveld, 2007 ; Jaarsveld et al., 2010 , 2012 , 2013 ).

The CRT presents participants with an empty 3 × 3 matrix and asks them to fill it out, as original and complex as possible, by creating components and the relationships that connect them. The created matrix can, in principle, be solved by another person. The creation of components is entirely free, as is the generation of the relationships that connects them into a completed pattern. Created matrices are scored with two sub scores; Relations , which scores the logical complexity of a matrix and is, therefore, considered a measure for convergent thinking, and Components and Specifications , which scores the originality, fluency, and flexibility and, therefore, is considered an indication for divergent thinking (for a more detailed description of the score method, see Appendix 1 in Supplementary Material).

Psychometric studies with the CRT showed, firstly, that convergent and divergent thinking abilities apply within this task and can be assessed independently. The CRT sub score Relations correlated with the Standard Progressive Matrices test (SPM) and the CRT sub score Components and Specifications correlated with a standard creativity test (TCT–DP, Test of Creative Thinking–Drawing Production; Urban and Jellen, 1995 ; Jaarsveld et al., 2010 , 2012 , 2013 ). Studies further showed that, although a correlation was observed for the intelligence and creativity test scores, no correlation was observed between the CRT sub scores relating to intelligent and creative performances ( Jaarsveld et al., 2012 , 2013 ; for further details about the CRT’s objectivity, validity, and reliability, see Appendix 2 in Supplementary Material).

Reasoning in creative thinking can be defined as the involvement of executive/convergent abilities in the inhibition of ideas and the updating of information ( Benedek et al., 2014 ). Jung (2014) describes a dichotomy for cognitive abilities with at one end the dedicated system that relies on explicit and conscious knowledge and at the other end the improvisational system that relies more upon implicit or unconscious knowledge systems. The link between explicit and implicit systems can actually be traced back to Kris’ psychoanalytic approach to creativity dating from the 1950s. The implicit system refers to Kris’ primary process of adaptive regression, where unmodulated thoughts intrude into consciousness; the explicit system refers to the secondary process, where the reworking and transformation of primary process material takes place through reality-oriented and ego-controlled thinking ( Sternberg and Lubart, 1999 ). The interaction between explicit and implicit systems can be seen to form the basis of creative reasoning, i.e., the cognitive ability to solve problems in an effective and adaptive way. This interaction evolved as a cognitive mechanism when human survival depended on finding effective solutions to both common and novel problem situations ( Gabora and Kaufman, 2010 ). Creative reasoning solves that minority of problems that are unforeseen and yet of high adaptability ( Jung, 2014 ).

Hence, common tests are insufficient when it comes to solving problems that are unforeseen and yet of high adaptability, because they present problems that are either unforeseen and measure certain abilities contained in the construct of creativity or they address adaptability and measure certain abilities contained in the construct of intelligence. The CRT presents participants with a problem that they could not have foreseen; the form is blank and offers no stimuli. All tests, even creativity tests, present participants with some kind of stimuli. The CRT addresses adaptability; to invent from scratch a coherent structure that can be solved by another person, like creating a crossword puzzle. Problems, that are unforeseen and of high adaptability, are solved by the application of abilities from both constructs.

Neuroscience of Creative Cognition

Studies in neuroscience showed that cognition operating in ill-defined problem space not only applies divergent thinking but also benefits from additional convergent operations ( Gabora, 2010 ; Jung, 2014 ). Understanding creative cognition may be advanced when we study the flow of information among brain areas ( Jung et al., 2010 ).

In a cognitive neuroscience study with the CRT we focused on the cognitive process evolving within this task. Participants performed the CRT while EEG alpha activity was registered. EEG alpha synchronization in frontal areas is understood as an indication of top-down control ( Cooper et al., 2003 ). When observed in frontal areas, for divergent and convergent thinking tasks, it may not reflect a brain state that is specific for creative cognition but could be attributed to the high processing demands typically involved in creative thinking ( Benedek et al., 2011 ). Top-down control, relates to volitionally focusing attention to task demands ( Buschman and Miller, 2007 ). That this control plays a role in tasks with an ill-defined problem space showed when electroencephalography (EEG) alpha synchronization was stronger for individuals engaged in creative ideation tasks compared to an intelligence related tasks ( Fink et al., 2007 , 2009 ; Fink and Benedek, 2014 ). This activation was also found for the CRT; task related alpha synchronization showed that convergent thinking was integrated in the divergent thinking processes. Analyzes of the stages in the CRT process showed that this alpha synchronization was especially visible at the start of the creative process at prefrontal and frontal sites when information processing was most demanding, i.e., due to multiplicity of ideas, and it was visible at the end of the process, due to narrowing down of alternatives ( Jaarsveld et al., 2015 ).

A functional magnetic resonance imaging (fMRI) study ( Beaty et al., 2015 ) with a creativity task in which cognition had to meet specific constraints, showed the networks involved. The default mode network which drives toward abstraction and metaphorical thinking and the executive control network driving toward certainty ( Jung, 2014 ). Control involves not only maintenance of patterns of activity that represent goals and the means to achieve those ( Miller and Cohen, 2001 ), but also their voluntary suppression when no longer needed, as well as the flexible shift between different goals and mental sets ( Abraham and Windmann, 2007 ). Attention can be focused volitionally by top-down signals derived from task demands and automatically by bottom-up signals from salient stimuli ( Buschman and Miller, 2007 ). Intertwining between top-down and bottom-up attention processes in creative cognition ensures a broadening of attention in free associative thinking ( Abraham and Windmann, 2007 ).

These studies support and enhance the findings of creative cognition research in showing that the generation of original and applicable ideas involves an intertwining between different abilities, networks, and attention processes.

Problem Space

A problem space is an abstract representation, in the mind of the problem solver, of the encountered problem and of the asked for solution ( Simon and Newell, 1971 ; Simon, 1973 ; Hayes and Flowers, 1986 ; Kulkarni and Simon, 1988 ; Runco, 2007 ). The space that comes with a certain problem can, according to the constraints that are formulated for the solution, be labeled well-defined or ill-defined ( Simon and Newell, 1971 ). Consequently, the original problems are labeled closed and open problems, respectively ( Jaušovec, 2000 ).

A problem space contains all possible states that are accessible to the problem solver from the initial state , through iterative application of transformation rules , to the goal state ( Newell and Simon, 1972 ; Anderson, 1983 ). The initial state presents the problem solver with a task description that defines which requirements a solution has to answer. The goal state represents the solution. The proposed solution is a product of the application of transformation rules (algorithms and heuristics) on a series of successive intermediate solutions. The proposed solution is also a product of the iterative evaluations of preceding solutions and decisions based upon these evaluations ( Boden, 1990 ; Gabora, 2002 ; Jaarsveld and van Leeuwen, 2005 ; Goldschmidt, 2014 ). Whether all possible states need to be passed through depends on the problem space being well or ill-defined and this, in turn, depends on the character of the task descriptions.

When task descriptions clearly state which requirements a solution has to answer then the inferences made will show little idiosyncratic aspects and will adhere to the task constraints. As a result, fewer options for alternative paths are open to the problem solver and search for a solution evolves in a well-defined space. Vice versa, when task or problem descriptions are fuzzy and under specified, the problem solver’s inferences are more idiosyncratic; the resulting process will evolve within an ill-defined space and will contain more generative-evaluative cycles in which new goals are set, and the cycle is repeated ( Dennett, 1978 , as cited in Gabora, 2002 , p. 126).

Tasks that evolve in defined problem space are, e.g., traditional intelligence tests (e.g., Wechsler Adult Intelligence Scale, WAIS; and SPM, Raven, 1938/1998 ). The above tests consist of different types of questions, each testing a different component of intelligence. They are used in test practice to assess reasoning abilities in diverse domains, such as, abstract, logical, spatial, verbal, numerical, and mathematical domains. These tests have clearly stated task descriptions and each item has one and only one correct solution that has to be generated from memory or chosen from a set of alternatives, like in multiple choice formats. Tests can be constructed to assess crystallized or fluid intelligence. Crystallized intelligence represents abilities acquired through learning, practice, and exposure to education, while fluid intelligence represents a more basic capacity that is valuable to reasoning and problem solving in contexts not necessarily related to school education ( Carroll, 1982 ).

Tasks that evolve in ill-defined problem space are, e.g., standard creativity tests. These types of test ask for a multitude of ideas to be generated in association with a given item or situation (e.g., “think of as many titles for this story”). Therefore, they are also labeled as divergent thinking test. Although they assess originality, fluency, flexibility of responses, and elaboration, they are not constructed, however, to score appropriateness or applicability. Divergent thinking tests assess one limited aspect of what makes an individual creative. Creativity depends also on variables like affect and intuition; therefore, divergent thinking can only be considered an indication of an individual’s creative potential ( Runco, 2008 ). More precisely, divergent thinking explains just under half of the variance in adult creative potential, which is more than three times that of the contribution of intelligence ( Plucker, 1999 , p. 103). Creative achievement , by contrast, is commonly assessed by means of self-reports such as biographical questionnaires in which participants indicate their achievement across various domains (e.g., literature, music, or theater).

Studies with the CRT showed that problem space differently affects processing of and comprehension of relationships between components. Problem space did not affect the ability to process complex information. This ability showed equal performance in well and ill-defined problem spaces ( Jaarsveld et al., 2012 , 2013 ). However, problem space did affect the comprehension of relationships, which showed in the different frequencies of relationships solved and created ( Jaarsveld et al., 2010 , 2012 ). Problem space also affected the neurological activity as displayed when individuals solve open or closed problems ( Jaušovec, 2000 ).

Problem space further affected trends over grade levels of primary school children for relationships solved in well-defined and applied in ill-defined problem space. Only one of the 12 relationships defined in the CRT, namely Combination, showed an increase with grade for both types of problem spaces ( Jaarsveld et al., 2013 ). In the same study, cognitive development in the CRT showed in the shifts of preference for a certain relationship. These shifts seem to correspond to Piaget’s developmental stages ( Piaget et al., 1977 ; Siegler, 1998 ) which are in evidence in the CRT, but not in the SPM ( Jaarsveld et al., 2013 ).

Design Problems

A sub category of problems with an ill-defined problem space are represented by design problems. In contrast to divergent thinking tasks that ask for the generation of a multitude of ideas, in design tasks interim ideas are nurtured and incrementally developed until they are appropriate for the task. Ideas are rarely discarded and replaced with new ideas ( Goel and Pirolli, 1992 ). The CRT could be considered a design problem because it yields (a) one possible solution and (b) an iterative thinking process that involves the realization of a vague initial idea. In the CRT a created matrix, which is a closed problem, is created within an ill-defined problem space. Design problems can be found, e.g., in engineering, industrial design, advertising, software design, and architecture ( Sakar and Chakrabarti, 2013 ), however, they can also be found in the arts, e.g., poetry, sculpting, and dance geography.

These complex problems are partly determined by unalterable needs, requirements and intentions but the major part of the design problem is undetermined ( Dorst, 2004 ). This author points out that besides containing an original and a functional value, these types of problems contain an aesthetic value. He further states that the interpretation of the design problem and the creation and selection of possible suitable solutions can only be decided during the design process on the basis of proposals made by the designer.

In design problems the generation stage may be considered a divergent thinking process. However, not in the sense that it moves in multiple directions or generates multiple possibilities as in a divergent thinking tests, but in the sense that it unrolls by considering an initially vague idea from different perspectives until it comes into focus and requires further processing to become viable. These processes can be characterized by a set of invariant features ( Goel and Pirolli, 1992 ), e.g., structuring. iteration , and coherence .

Structuring of the initial situation is required in design processes before solving can commence. The problem contains little structured and clear information about its initial state and about the requirements of its solution. Therefore, design problems allow or even require re-interpretation of transformation rules; for instance, rearranging the location of furniture in a room according to a set of desirable outcomes. Here one uncovers implicit requirements that introduce a set of new transformations and/or eliminate existing ones ( Barsalou, 1992 ; Goel and Pirolli, 1992 ) or, when conflicting requirements arise, one creates alternatives and/or introduces new trade-offs between the conflicting constraints ( Yamamoto et al., 2000 ; Dorst, 2011 ).

A second aspect of design processes is their iterative character. After structuring and planning a vague idea emerges, which is the result of the merging of memory items. A vague idea is a cognitive structure that, halfway the creative process is still ill defined and, therefore, can be said to exist in a state of potentiality ( Gabora and Saab, 2011 ). Design processes unroll in an iterative way by the inspection and adjustment of the generated ideas ( Goldschmidt, 2014 ). New meanings are created and realized while the creative mind imposes its own order and meaning on the sensory data and through creative production furthers its own understanding of the world ( Arnheim, 1962/1974 , as cited in Grube and Davis, 1988 , pp. 263–264).

A third aspect of design processes is coherence. Coherence theories characterize coherence in, for instance, philosophical problems and psychological processes, in terms of maximal satisfaction of multiple constraints and compute coherence by using, a.o., connectionist algorithms ( Thagard and Verbeurgt, 1998 ). Another measure of coherence is characterized as continuity in design processes. This measure was developed for a design task ( Jaarsveld and van Leeuwen, 2005 ) and calculated by the occurrence of a given pair of objects in a sketch, expressed as a percentage of all the sketches of a series. In a series of sketches participants designed a logo for a new soft drink. Design series strong in coherence also received a high score for their final design, as assessed by professionals in various domains. Indicating that participants with a high score for the creative quality of their final sketch seemed better in assessing their design activity in relation to the continuity in the process and, thereby, seemed better in navigating the ill-defined space of a design problem ( Jaarsveld and van Leeuwen, 2005 ). In design problems the quality of cognitive production depends, in part, on the abilities to reflect on one’s own creative behavior ( Boden, 1996 ) and to monitor how far along in the process one is in solving it ( Gabora, 2002 ). Hence, design problems are especially suited to study more complex problem solving processes.

Knowledge Domain

Knowledge domain represents disciplines or fields of study organized by general principles, e.g., domains of various arts and sciences. It contains accumulated knowledge that can be divided in diverse content domains, and the relevant algorithms and heuristics. We also speak of knowledge domains when referring to, e.g., visuo-spatial and verbal domains. This latter differentiation may refer to the method by which performance in a certain knowledge domain is assessed, e.g., a visuo-spatial physics task that assesses the content domain of the workings of mass and weights of objects.

In comparing tests results, we should keep in mind that apart from reflecting cognitive processes evolving in different problem spaces, the results also arise from cognition operating on different knowledge domains. We argue that, the still contradictory and inconclusive discussion about the relationship between intelligence and creativity ( Silvia, 2008 ), should involve the issue of knowledge domain.

Intelligence tests contain items that pertain to, e.g., verbal, abstract, mechanical and spatial reasoning abilities, while their content mostly operates on knowledge domains that are related to contents contained in school curricula. Items of creativity tests, by contrast, pertain to more idiosyncratic knowledge domains, their contents relating to associations between stored personal experiences ( Karmiloff-Smith, 1992 ). The influence of knowledge domain on the relationships between different test scores was already mentioned by Guilford (1956 , p. 169). This author expected a higher correlation between scores from a typical intelligence test and a divergent thinking test than between scores from two divergent thinking tests because the former pair operated on identical information and the latter pair on different information.

Studies with the CRT showed that when knowledge domain is controlled for, the development of intelligence operating in ill-defined problem space does not compare to that of traditional intelligence but develops more similarly to the development of creativity ( Welter et al., in press ).

Relationship Intelligence and Creativity

The Threshold theory ( Guilford, 1967 ) predicts a relationship between intelligence and creativity up to approximately an intelligence quotient (IQ) level of 120 but not beyond ( Lubart, 2003 ; Runco, 2007 ). Threshold theory was corroborated when creative potential was found to be related to intelligence up to certain IQ levels; however, the theory was refuted, when focusing on achievement in creative domains; it showed that creative achievement benefited from higher intelligence even at fairly high levels of intellectual ability ( Jauk et al., 2013 ).

Distinguishing between subtypes of general intelligence known as fluent and crystallized intelligence ( Cattell, 1967 ), Sligh et al. (2005) observed an inverse threshold effect with fluid IQ: a correlation with creativity test scores in the high IQ group but not in the average IQ group. Also creative achievement showed to be affected by fluid intelligence ( Beaty et al., 2014 ). Intelligence, defined as fluid IQ, verbal fluency, and strategic abilities, showed a higher correlation with creativity scores ( Silvia, 2008 ) than when defined as crystallized intelligence. Creativity tests, which involved convergent thinking (e.g., Remote Association Test; Mednick, 1962 ) showed higher correlations with intelligence than ones that involved only divergent thinking (e.g., the Alternate Uses Test; Guilford et al., 1978 ).

That the Remote Association test also involves convergent thinking follows from the instructions; one is asked, when presented with a stimulus word (e.g., table) to produce the first word one thinks of (e.g., chair). The word pair table–chair is a common association, more remote is the pair table–plate, and quite remote is table–shark. According to Mednick’s theory (a) all cognitive work is done essentially by combining or associating ideas and (b) individuals with more commonplace associations have an advantage in well-defined problem spaces, because the class of relevant associations is already implicit in the statement of the problem ( Eysenck, 2003 ).

To circumvent the problem of tests differing in knowledge domain, one can develop out of one task a more divergent and a more convergent thinking task by asking, on the one hand, for the generation of original responses, and by asking, on the other hand, for more common responses ( Jauk et al., 2012 ). By changing the instruction of a task, from convergent to divergent, one changes the constraints the solution has to answer and, thereby, one changes for cognition its freedom of operation ( Razumnikova et al., 2009 ; Limb, 2010 ; Jauk et al., 2012 ). However, asking for more common responses is still a divergent thinking task because it instigates a generative and ideational process.

Indeed, studying the relationship between intelligence and creativity with knowledge domain controlled for yielded different results as defined in the Threshold theory. A study in which knowledge domain was controlled for showed, firstly, that intelligence is no predictor for the development of creativity ( Welter et al., 2016 ). Secondly, that the relationship between scores of intelligence and creativity tests as defined under the Threshold theory was only observed in a small subset of primary school children, namely, female children in Grade 4 ( Welter et al., 2016 ). We state that relating results of operations yielded by cognitive abilities performing in defined and in ill-defined problem spaces can only be informative when it is ensured that cognitive processes also operate on an identical knowledge domain.

Intertwining of Cognitive Abilities

Eysenck (2003) observed that there is little justification for considering the constructs of divergent and convergent thinking in categorical terms in which one construct excludes the other. In processes that yield original and appropriate solutions convergent and divergent thinking both operate on the same large knowledge base and the underlying cognitive processes are not entirely dissimilar ( Eysenck, 2003 , p. 110–111).

Divergent thinking is especially effective when it is coupled with convergent thinking ( Runco, 2003 ; Gabora and Ranjan, 2013 ). A design problem study ( Jaarsveld and van Leeuwen, 2005 ) showed that divergent production was active throughout the design, as new meanings are continuously added to the evolving structure ( Akin, 1986 ), and that convergent production was increasingly important toward the end of the process, as earlier productions are wrapped up and integrated in the final design. These findings are in line with the assumptions of Wertheimer (1945/1968) who stated that thinking within ill-defined problem space is characterized by two points of focus; one is to work on the parts, the other to make the central idea clearer.

Parallel to the discussion about the intertwining of convergent and divergent thinking abilities in processes that evolve in ill-defined problem space we find the discussion about how intelligence may facilitate creative thought. This showed when top-down cognitive control advanced divergent processing in the generation of original ideas and a certain measure of cognitive inhibition advanced the fluency of idea generation ( Nusbaum and Silvia, 2011 ). Fluid intelligence and broad retrieval considered as intelligence factors in a structural equation study contributed both to the production of creative ideas in a metaphor generation task ( Beaty and Silvia, 2013 ). The notion that creative thought involves top-down, executive processes showed in a latent variable analysis where inhibition primarily promoted the fluency of ideas, and intelligence promoted their originality ( Benedek et al., 2012 ).

Definitions of the Constructs Intelligence and Creativity

The various definitions of the constructs of intelligence and creativity show a problematic overlap. This overlap stems from the enormous endeavor to unanimously agree on valid descriptions for each construct. Spearman (1927) , after having attended many symposia that aimed at defining intelligence, stated that “in truth, ‘intelligence’ has become a mere vocal sound, a word with so many meanings that finally it has none” (p. 14).

Intelligence is expressed in terms of adaptive, goal-directed behavior; and the subset of such behavior that is labeled “intelligent” seems to be determined in large part by cultural or societal norms ( Sternberg and Salter, 1982 ). The development of the IQ measure is discussed by Carroll (1982) : “Binet (around 1905) realized that intelligent behavior or mental ability can be ranged along a scale. Not much later, Stern (around 1912) noticed that, as chronological age increased, variation in mental age changes proportionally. He developed the IQ ratio, whose standard deviation would be approximately constant over chronological age if mental age was divided by chronological age. With the development of multiple-factor-analyses (Thurstone, around 1935) it could be shown that intelligence is not a simple unitary trait because at least seven somewhat independent factors of mental ability were identified.”

Creativity is defined as a combined manifestation of novelty and usefulness ( Jung et al., 2010 ). Although it is identified with divergent thinking, and performance on divergent thinking tasks predicts, e.g., quantity of creative achievements ( Torrance, 1988 , as cited in Beaty et al., 2014 ) and quality of creative performance ( Beaty et al., 2013 ), it cannot be identified uniquely with divergent thinking.

Divergent thinking often leads to highly original ideas that are honed to appropriate ideas by evaluative processes of critical thinking, and valuative and appreciative considerations ( Runco, 2008 ). Divergent thinking tests should be more considered as estimates of creative problem solving potential rather than of actual creativity ( Runco, 1991 ). Divergent thinking is not specific enough to help us understand what, exactly, are the mental processes—or the cognitive abilities—that yield creative thoughts ( Dietrich, 2007 ).

Although current definitions of intelligence and creativity try to determine for each separate construct a unique set of cognitive abilities, analyses show that definitions vary in the degree to which each includes abilities that are generally considered to belong to the other construct ( Runco, 2003 ; Jaarsveld et al., 2012 ). Abilities considered belonging to the construct of intelligence such as hypothesis testing, inhibition of alternative responses, and creating mental images of new actions or plans are also considered to be involved in creative thinking ( Fuster, 1997 , as cited in Colom et al., 2009 , p. 215). The ability, for instance, to evaluate , which is considered to belong to the construct of intelligence and assesses the match between a proposed solution and task constraints, has long been considered to play a role in creative processes that goes beyond the mere generation of a series of ideas as in creativity tasks ( Wallas, 1926 , as cited in Gabora, 2002 , p. 1; Boden, 1990 ).

The Geneplore model ( Finke et al., 1992 ) explicitly models this idea; after stages in which objects are merely generated, follow phases in which an object’s utility is explored and estimated. The generation phase brings forth pre inventive objects, imaginary objects that are generated without any constraints in mind. In exploration, these objects are evaluated for their possible functionalities. In anticipating the functional characteristics of generated ideas, convergent thinking is needed to apprehend the situation, make evaluations ( Kozbelt, 2008 ), and consider the consequences of a chosen solution ( Goel and Pirolli, 1992 ). Convergent reasoning in creativity tasks invokes criteria of functionality and appropriateness ( Halpern, 2003 ; Kaufmann, 2003 ), goal directedness and adaptive behavior ( Sternberg, 1982 ), as well as the abilities of planning and attention. Convergent thinking stages may even require divergent thinking sub processes to identify restrictions on proposed new ideas and suggest requisite revision strategies ( Mumford et al., 2007 ). Hence, evaluation, which is considered to belong to the construct of intelligence, is also functional in creative processes.

In contrast, the ability of flexibility , which is considered to belong to the construct of creativity and denotes an openness of mind that ensures the generation of ideas from different domains, showed, as a factor component for latent divergent thinking, a relationship with intelligence ( Silvia, 2008 ). Flexibility was also found to play an important role in intelligent behavior where it enables us to do novel things smartly in new situations ( Colunga and Smith, 2008 ). These authors studied children’s generalizations of novel nouns and concluded that if we are to understand human intelligence, we must understand the processes that make inventiveness. They propose to include the construct of flexibility within that of intelligence. Therefore, definitions of the constructs we are to measure affect test construction and the resulting data. However, an overlap between definitions, as discussed, yields a test diversity that makes it impossible to interpret the different findings across studies with any confidence ( Arden et al., 2010 ). Also Kim (2005) concluded that because of differences in tests and administration methods, the observed correlation between intelligence and creativity was negligible. As the various definitions of the constructs of intelligence and creativity show problematic overlap, we propose to circumvent the discussion about which cognitive abilities are assessed by which construct, and to consider both constructs as being involved in one design process. This approach allows us to study the contribution to this process of the various defined abilities, without one construct excluding the other.

Reasoning Abilities

The CRT is a psychometrical tool constructed on the basis of an alternative construct of human cognitive functioning that considers creative reasoning as a thinking process understood as the cooperation between cognitive abilities related to intelligent and creative thinking.

In generating relationships for a matrix, reasoning and more specifically the ability of rule invention is applied. The ability of rule invention could be considered as an extension of the sequence of abilities of rule learning, rule inference, and rule application, implying that creativity is an extension of intelligence ( Shye and Goldzweig, 1999 ). According to this model, we could expect different results between a task assessing abilities of rule learning and rule inference, and a task assessing abilities of rule application. In two studies rule learning and rule inference was assessed with the RPM and rule application was assessed with the CRT. Results showed that from Grades 1 to 4, the frequencies of relationships applied did not correlate with those solved ( Jaarsveld et al., 2010 , 2012 ). Results showed that performance in the CRT allows an insight of cognitive abilities operating on relationships among components that differs from the insight based on performance within the same knowledge domain in a matrix solving task. Hence, reasoning abilities lead to different performances when applied in solving closed as to open problems.

We assume that reasoning abilities are more clearly reflected when one formulates a matrix from scratch; in the process of thinking and drawing one has, so to speak, to solve one’s own matrix. In doing so one explains to oneself the relationship(s) realized so far and what one would like to attain. Drawing is thinking aloud a problem and aids the designer’s thinking processes in providing some “talk-back” ( Cross and Clayburn Cross, 1996 ). Explanatory activity enhances learning through increased depth of processing ( Siegler, 2005 ). Analyzing explanations of examples given with physics problems showed that they clarify and specify the conditions and consequences of actions, and that they explicate tacit knowledge; thereby enhancing and completing an individual’s understanding of principles relevant to the task ( Chi and VanLehn, 1991 ). Constraint of the CRT is that the matrix, in principle, can be solved by another person. Therefore, in a kind of inner explanatory discussion, the designer makes observations of progress, and uses evaluations and decisions to answer this constraint. Because of this, open problems where certain constraints have to be met, constitute a powerful mechanism for promoting understanding and conceptual advancement ( Chi and VanLehn, 1991 ; Mestre, 2002 ; Siegler, 2005 ).

Convergent and divergent thinking processes have been studied with a variety of intelligence and creativity tests, respectively. Relationships between performances on these tests have been demonstrated and a large number of research questions have been addressed. However, the fact that intelligence and creativity tests vary in the definition of their construct, in their problem space, and in their knowledge domain, poses methodological problems regarding the validity of comparisons of test results. When we want to focus on one cognitive process, e.g., intelligent thinking, and on its different performances in well or ill-defined problem situations, we need pairs of tasks that are constructed along identical definitions of the construct to be assessed, that differ, however, in the description of their constraints but are identical regarding their knowledge domain.

One such possible pair, the Progressive Matrices Test and the CRT was suggested here. The CRT was developed on the basis of creative reasoning , a construct that assumes the intertwining of intelligent and creativity related abilities when looking for original and applicable solutions. Matched with the Matrices test, results indicated that, besides similarities, intelligent thinking also yielded considerable differences for both problem spaces. Hence, with knowledge domain controlled, and only differences in problem space remaining, comparison of data yielded new results on intelligence’s operations. Data gathered from intelligence and creativity tests, whether they are performance scores or physiological measurements on the basis of, e.g., EEG, and fMRI methods, are reflections of cognitive processes performing on a certain test that was constructed on the basis of a certain definition of the construct it was meant to measure. Data are also reflections of the processes evolving within a certain problem space and of cognitive abilities operating on a certain knowledge domain.

Data can unhide brain networks that are involved in the performance of certain tasks, e.g., traditional intelligence and creativity tests, but data will always be related to the characteristics of the task. The characteristics of the task, such as problem space and knowledge domain originated at the construction of the task, and the construction, on its turn, is affected by the definition of the construct the task is meant to measure.

Here we present the CRT as one possible solution for the described problems in cognition research. However, for research on relationships among test scores other pairs of tests are imaginable, e.g., pairs of tasks operating on the same domain where one task has a defined problem space and the other one an ill-defined space. It is conceivable that pairs of test could operate, besides on the domain of mathematics, on content of e.g., visuo-spatial, verbal, and musical domains. Pairs of test have been constructed by changing the instruction of a task; instructions instigated a more convergent or a more a divergent mode of response ( Razumnikova et al., 2009 ; Limb, 2010 ; Jauk et al., 2012 ; Beaty et al., 2013 ).

The CRT involves the creation of components and their relationships for a 3 × 3 matrix. Hence, matrices created in the CRT are original in the sense that they all bear individual markers and they are applicable in the sense, that they can, in principle, be solved by another person. We showed that the CRT instigates a real design process; creators’ cognitive abilities are wrapped up in a process that should produce a closed problem within an ill-defined problem space.

For research on the relationship among convergent and divergent thinking, we need pairs of test that differ in the problem spaces related to each test but are identical in the knowledge domain on which cognition operates. The test pair of RPM and CRT provides such a pair. For research on the intertwining of convergent and divergent thinking, we need tasks that measure more than tests assessing each construct alone. We need tasks that are developed on the definition of intertwining cognitive abilities; the CRT is one such test.

Hence, we hope to have sufficiently discussed and demonstrated the importance of the three test features, construct definition, problem space, and knowledge domain, for research questions in creative cognition research.

Author Contributions

All authors listed, have made substantial, direct and intellectual contribution to the work, and approved it for publication.

Conflict of Interest Statement

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Supplementary Material

The Supplementary Material for this article can be found online at: http://journal.frontiersin.org/article/10.3389/fpsyg.2017.00134/full#supplementary-material

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Keywords : creative cognition, cognitive neuroscience, creative reasoning, problem space, knowledge domain

Citation: Jaarsveld S and Lachmann T (2017) Intelligence and Creativity in Problem Solving: The Importance of Test Features in Cognition Research. Front. Psychol. 8:134. doi: 10.3389/fpsyg.2017.00134

Received: 05 July 2016; Accepted: 19 January 2017; Published: 06 February 2017.

Reviewed by:

Copyright © 2017 Jaarsveld and Lachmann. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence: Saskia Jaarsveld, [email protected] Thomas Lachmann, [email protected]

Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.

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Critical Thinking Test: Sample Questions with Explanations (2024)

Employers value and seek candidates who demonstrate advanced critical thinking skills. They often administer critical thinking tests as part of their hiring process. Critical thinking tests can be very difficult for those who don’t prepare. A great way to start practicing is by taking our critical thinking free practice test.

What Does The Critical Thinking Test Include?

The Critical Thinking Test assesses your capacity to think critically and form logical conclusions when given written information. Critical thinking tests are generally used in job recruitment processes, in the legal sector. These tests measure the analytical critical thinking abilities of a candidate.

Why Is Critical Thinking Useful?

Critical thinking is put into action in various stages of decision-making and problem-solving tasks:

Identify the problem
Choose suitable information to find the solution
Identify the assumptions that are implied and written in the text
Form hypotheses and choose the most suitable and credible answers
Form well-founded conclusions and determine the soundness of inferences

What is Watson Glaser Test and what Critical Thinking Skills it Measures?

The most common type of critical thinking test is the Watson-Glaser Critical Thinking Appraisal (W-GCTA). Typically used by legal and financial organizations, as well as management businesses, a Watson Glaser test is created to assess candidates’ critical thinking skills.

The test consists of 10 questions to be answered in 10 minutes approx (although there is no timer on the test itself). Our test is slightly harder than the real thing, to make it sufficiently challenging practice.

You need to get 70% correct to pass the test. Don’t forget to first check out the test techniques section further down this page beforehand.

Questions 25

Pass percentage 70%.

The test is broken down into five central areas:

Assumptions
Interpretation

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The Five Critical Thinking Skills Explained

1. recognition of assumption.

You’ll be presented with a statement. The statement is then followed by several proposed assumptions. When answering, you must work out if an assumption was made or if an assumption was not made in the statement. An assumption is a proclamation that an individual takes for granted. This section of the tests measures your ability to withhold from forming assumptions about things that are not necessarily correct.

1: Assumption Made
2: Assumption Not Made

Although the passage does state that Charlie’s fundraising team is doing its best so that the charity event can meet its goal, nowhere did it state that their team is leading the event.

2. Evaluation of Arguments

You will be presented with an argument. You will then be asked to decide whether the argument is strong or weak. An argument is considered strong if it directly connects to the statement provided, and is believed to be significant.

No, participation awards should not be given in every competition because studies have shown that this would cause the participants to put in less effort because they will get a prize no matter what the outcome is.

1: Strong Argument
2: Weak Argument

This is a strong argument as it provides evidence as to why participation awards should not be given in every competition

3. Deductions

In deduction questions, you will need to form conclusions based solely on the information provided in the question and not based on your knowledge. You will be given a small passage of information and you will need to evaluate a list of deductions made based on that passage. If the conclusion cannot be formed for the information provided, then the conclusion does not follow. The answer must be entirely founded on the statements made and not on conclusions drawn from your knowledge.

In a surprise party for Donna, Edna arrived after Felix and Gary did. Kelly arrived before Felix and Gary did.

1: Conclusion Follows
2: Conclusion Does not Follow

For questions like this, jot down the clues to help you out. Use initials as a quick reference.

K | F&G | E

Looking at the simple diagram, “K”, which stands for “Kelly,” arrived before Edna “E” did. The answer is A.

4. Interpretation

In these questions, you are given a passage of information followed by a list of possible conclusions. You will need to interpret the information in the paragraph and determine whether or not each conclusion follows, based solely on the information given.

A number of students were given the following advice:

“The use of powerful words is a technique, which makes you a better writer. Your choice of words is very important in molding the way people interaction with the article. You should use powerful words to spice up your article. Power words should be used liberally to enhance the flavor of what you write! ”

In the fourth sentence, it is stated, “Power words should be used liberally to enhance the flavor of what you write!”

Thus, if you were to write an essay, using powerful words can give more flavor to it.

5. Inferences

An inference is a conclusion made from observed or supposed facts and details. It is information that is not apparent in the information provided but rather is extracted from it. In this section, you will be provided with a passage of information about a specific scene or event. A list of possible inferences will then be given, and you will need to decide if they are ‘true’, ‘false’, ‘possibly true’, ‘possibly false’, or whether it is not possible to say based on the information provided.

With the advancement of technology, the need for more infrastructure has never been higher. According to the plan of the current U.S. Administration, it aims to put a $1 trillion investment on improving infrastructure, a portion of which will include priority projects and technologies that can strengthen its economic competitiveness such as transportation, 5G wireless communication technology, rural broadband technologies, advanced manufacturing technologies, and even artificial intelligence.

It stated that it expects to work with Congress to develop a comprehensive infrastructure package, which is expected to have a budget of $200 billion for certain priorities.

2: Probably True
3: Not Enough Information
4: Probably False

Although it was mentioned in the passage that the U.S. government is to allocate $200 billion on certain priorities, it did not specify if these certain priorities were for ‘transportation, 5G wireless communication technology, rural broadband technologies, advanced manufacturing technologies, and artificial intelligence’ or if the aforementioned priorities will have a different allocation.

What we can be sure of, however, is that at least a portion of the $1 trillion infrastructure budget will be used on the mentioned priorities regardless, meaning that there is a chance that $200 billion will be used on those aforementioned areas.

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Creativity and Problem-Solving Aptitude Test
Creativity and Problem-Solving Aptitude Test. $15.00. Availability: Test Review Available for Download. THIS IS NOT THE ACTUAL TEST. You are purchasing a product review, not a test. These reviews are descriptions and evaluations of the tests, not the actual tests themselves. To purchase the actual test materials, you will need to contact the ...
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The Five Critical Thinking Skills Explained. 1. Recognition of Assumption. You'll be presented with a statement. The statement is then followed by several proposed assumptions. When answering, you must work out if an assumption was made or if an assumption was not made in the statement.