Pre-employment assessment test tips: types and how to practise

The main types of pre-employment assessments

Employers use several distinct formats, and each requires a different preparation strategy. Confusing them wastes your study time, so identify the type as soon as you receive the invitation email.

• Cognitive ability tests: measure numerical reasoning, verbal reasoning, and abstract or logical thinking. Common providers include SHL, Criteria Corp (CCAT), and Wonderlic.
• Situational judgement tests (SJTs): present workplace scenarios and ask you to choose the most and least effective response. Used heavily in graduate schemes in the UK and Australia.
• Personality questionnaires: no right or wrong answers, but inconsistent responses are flagged. Common tools include the Hogan, 16PF, and PI Behavioural Assessment.
• Job-specific skills tests: typing speed, Excel proficiency, coding challenges (HackerRank, Codility), or writing samples.
• Video interviews with AI scoring: you record answers to prompts and an algorithm scores tone, word choice, and structure before a human reviews the shortlist.
• Work sample tests: you complete a realistic task, such as a data analysis exercise or a short project plan, within a set time.

How to find out which test you will face

The invitation email usually names the provider. Search the provider name plus the role type on forums like Reddit, Glassdoor, or The Student Room. Candidates who have already taken the test often describe the format, time limits, and question count in detail.

If the email does not name a provider, reply to the recruiter and ask directly. A simple message works: 'Could you let me know which assessment platform you use so I can check the technical requirements in advance?' Most recruiters answer without hesitation.

Practising cognitive and numerical reasoning tests

Cognitive tests are timed, so raw knowledge matters less than speed and accuracy under pressure. The most effective preparation is repeated timed practice, not passive reading.

For numerical reasoning, focus on percentages, ratios, and reading data from tables and charts. Most questions give you a table and ask you to calculate a figure or identify a trend. Practice packs from SHL Direct, AssessmentDay, and JobTestPrep offer free and paid question sets that closely match real tests.

For verbal reasoning, practise identifying whether a statement is true, false, or impossible to determine based only on the passage given. The trap is using outside knowledge. Stick strictly to what the text says.

Aim for at least three to five timed practice sessions before the real test. Track your accuracy per question type and spend extra time on your weakest area.

• SHL Direct: free practice tests that mirror the real SHL format.
• AssessmentDay: paid packs with worked solutions for numerical, verbal, and inductive reasoning.
• JobTestPrep: covers Criteria Corp CCAT, Wonderlic, and many employer-specific formats.
• Khan Academy: free refresher on percentages, ratios, and basic statistics if your maths is rusty.

Approaching situational judgement and personality tests

SJTs reward responses that reflect the employer's stated values. Before the test, read the company's careers page, their published competency framework if one exists, and any graduate scheme documentation. Look for recurring words like 'collaboration', 'integrity', or 'client focus'. These signal what the scoring model rewards.

For personality questionnaires, answer consistently and honestly rather than trying to game the result. Most tools include validity scales that detect contradictory answers. If you claim to love working alone on one question and then say you thrive in team environments on a similar question twenty items later, the system flags it. Answer as you genuinely behave at work, not as your ideal self.

Some employers, particularly in financial services in the US and UK, use the Hogan suite. The Hogan measures day-to-day style, values, and derailers under stress. There is no preparation that changes your personality, but understanding the framework helps you answer without overthinking each item.

Coding and skills-based test tips

For coding assessments on platforms like HackerRank or Codility, practise on the platform itself before the real test. The interface, editor shortcuts, and submission process differ from your usual environment, and unfamiliarity costs time.

LeetCode and NeetCode are widely used for algorithm and data structure practice. If the role is in data or analytics, also practise SQL on Mode Analytics or SQLZoo. For Excel or Google Sheets tests, practise VLOOKUP, pivot tables, INDEX MATCH, and conditional formatting under a timer.

Read the problem statement twice before writing a single line. Many candidates lose marks by solving the wrong problem because they skimmed the requirements.

1. Read the full problem statement before starting.
2. Write a brute-force solution first, then optimise if time allows.
3. Test your solution against the provided examples before submitting.
4. Leave a comment explaining your logic if the platform allows it.

On the day: practical test-taking habits

Most online assessments are timed and unsupervised, but some employers use proctoring software that monitors your screen and webcam. Check the invitation for proctoring details and close all other browser tabs before you start.

Take the test in a quiet space with a stable internet connection. If you lose connection mid-test, contact the recruiter immediately with a screenshot of the error. Most providers can reset a session once.

Do not skip questions and leave them blank if you can avoid it. On most cognitive tests there is no penalty for a wrong answer, so an educated guess is better than nothing. On timed tests, if a question is taking more than twice the average time per question, mark it and move on.

After the assessment: what happens next

Many employers use automated scoring with a cut-off score. If you fall below the threshold, the application is rejected without a human reviewing it. This is common in high-volume hiring at large companies in all four countries.

If you pass, the score is usually one input among several. A strong resume and cover letter still matter at the next stage. If you fail and the employer allows a retest period, typically six to twelve months, use that time to practise the specific question types where you struggled.

Ask for feedback where you can. In the UK, candidates applying to public sector roles have a legal right to request feedback under certain circumstances. In the US, Canada, and Australia, feedback is at the employer's discretion, but it is always worth asking politely.